Leadership Elastic …Now that’s Fantastic!
I love this article by WordPress blogger, LeadershipFreak:
Stretched, Not Crushed
Every time things start going wrong we look to the leader for solutions. Beware! The pressure to provide solutions crushes leaders. When solutions come from the top, organizations crumble from the bottom.
A C-level leader recently said, “When I wake up stressed out over problems in the night, I know I’ve forgotten it’s about the team. Things go better when I include others.”
Stretching others: Leaders who can’t ask people to do hard things can’t get hard things done. Meaningful contributions require deep commitment and effort. Weak leaders assume others can’t or won’t step up. They rule out before they ask.
Ruling out: That’s too hard for them. Making it easy prevents people from stepping up. Give people the opportunity to do hard things. I’m not suggesting you intentionally make things hard for others.
- They already contribute so much. Translation, they can’t make meaningful contribution in new areas.
- They wouldn’t be interested.
- They’re too valuable where they are. If anyone says that to you, update your resume’.
The big ask: The big ask is about values before programs. Programs, methods, and techniques are small things when compared with the power of shared values. Align shared values before making the big ask.
It’s the team:
Carrying the load alone crushes;
carrying the load together stretches.
Shared values are magnetic; they pull people together. Success is always about people before it’s about programs and initiatives. People committed to shared values make deep commitments to each other. Connections sustain and energize when things get hard. Blame separates and defeats.
How do you ask others to do hard things?
What should be in place before you ask for deep commitments?
via Stretched not Crushed, by LeadershipFreak
Free Microsoft eLearning Development Tool
Microsoft has rolled out a FREE tool called LCDS. LCDS is an eLearning development tool that Microsoft is using to develop their multimedia driven eLearning. It can output to Flash, SilverLight, SCORM, HTML and more…
FREE DOWNLOAD: http://www.microsoft.com/learning/tools/lcds/default.mspx
About LCDS from Microsoft:
The Learning Content Development System, or LCDS, is a forms-based tool that anyone can use to create e-learning content. By using the LCDS, you can:
• Author rich, interactive content by completing the easy-to-use LCDS forms
• Preview your course at any stage of development
• Set up a course structure that you can easily rearrange at any time
How do you enable strategic organizational change?
More and more these days, I’m being asked to find ways of facilitating meaningful and successful change in organizations. Invariably, leadership needs a strategy for bringing about desired change. And there are millions of strategies out there (just google “Change management strategy” and you’ll see). So, I try to keep a pulse on change management efforts that are working out there. Today I came across Root, a forward-thinking group making interesting use of learning maps. Their concept is simple. Their process is fun. Their results are amazing.
What is a Learning Map?
The gist of these Learning Maps is that they use visual mapping to enable rapid communications within organizations about new strategy execution. These visual depictions of a new process or strategy tap into a collaborative process and help every employee to see beyond their own job functions to the bigger picture that is “where we are going.” These learning maps engage their workforces by communicating an understanding about the industry and internal business.
Let me see this for myself
Take a “look” at ROOT’s Learning Maps and let me know what you think: http://www.rootlearning.com/www/index.htm
Leadership assessment resources
Carolyn Neblett, Senior HR Manager at Capital One, asks:
“Any thoughts for online assessments that would help with building stronger management skills?”
The Learning and Development Roundtable is a terrific resource for management skills training and development.
I’m also a big fan of the Lominger competencies (360 degree feedback). Lominger’s FYI book (For Your Improvement) is a strong and valuable resource with many examples and practical steps for improving management skills.
I highly recommend https://www.strengthsfinder.com/, which offers an online assessment as a complement to the classic “Now, Discover Your Strengths,” by Marcus Buckingham and Donald O. Clifton.
For more ideas and inspiration…
Harvard Business Publishing has a great post from Bill Taylor, called “Memo to a Young Leader: What Kind of Boss Are You?”