Alexander The Great’s Leadership Styles: What One Can Learn From Them

Partha Bose’s book, Alexander The Great’s Art of Strategy, he described the seven different leadership styles Alexander used to conquer and rule the world before his death at the tender age of 32.  Bose cataloged Seven Distinct Leadership Styles, Alexander developed and used to motivate his warriors. Trusting, Inspirational, Connective, Aggressive, Humanistic, Commanding, and Marauding. Perhaps his best was his Connective Style. Before going into battle, Alexander would ride up and down in front of his troop frmation and call out to familiar faces and extol them on their bravery in previous campaigns. Calling these people by name. Knowing how they performed on the battlefield and extolling their tenacious in battle… Read More

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Who Owns The Leadership Development Process?

Who owns the leadership development process for the company? I mean who is the ultimate person responsible for ensuring that you’re recruiting, hiring, and retaining talent for your company.  I would not be surprised if some said Human Resources or others said the CEO.  Those who selected the CEO are half right. Ensuring the recruitment and retention of key talent is a shared responsibility between the CEO and his board. Human Resources are responsible for developing and administering a reasonable process that assists the CEO and Board in ensuring that Leadership Development takes place.Consider this quote from Chief Executive Magazine: “Forget capital, strategy, R&D.  In today’s fast-paced, global economy, the… Read More

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Invest In Yourself Is an Investment in Your Future

The other day I was going through a bin of books and came across “Life’s Little Instruction Book,” by H. Jackson Brown, Jr.  It was a gift given to me by a colleague I worked with several years ago.  On the inside cover, she wrote, “Tim not that you need this! I thought you could use this to instruct others.”  I had forgotten that I had this book and finding it the other day I read through it and came to this lesson, “commit yourself to constant self-improvement.”   Such a simple statement and idea, but for many, it’s a hard thing to do.  Too many of us have commitment phobia.… Read More

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Are We Helping You Have A Fulfilling Life? Can You Answer This?

Well here we are at the final question for consideration; Are we helping you have a fulfilling life? Of the three (Are we helping you be effective in your current job? Are we helping you build a successful career? Are we helping you have a fulfilling life?) this is perhaps the most challenging. Why, for this simple reason, you have to consider what you want out of life and how your current job is a) helping you achieve it or b) the possibility that what you are currently doing won’t remotely get you there regardless of what management may or may not do for you. If you feel that management… Read More

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Why The Question: Are We Helping You Be Effective in Your Current Job? Is Important

In a recent post, I mentioned three questions that a manager should be asking of their employees. As a reminder the questions were: Are we helping you be effective in your current job? Are we helping your build a successful career? Are we helping you have a fulfilling life? Let’s consider the first question, helping you become active in your current job. It may seem obvious why a manager might ask this question. Logic would dictate, the more efficient you are, the more productive you would be in handling your assign tasks. However, I there may be more to it than just making you more productive. Every manager or supervisor… Read More

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When Asked: Are we helping you build a successful career? How Will You Respond?

Has your boss asked you the following question, are we helping you build a successful career? Would you be ready with an answer? You should be. Why? It is simple, that question is a good sign that management has noticed you and believe you are a keeper. So they want to know how they can assist you in your growth. If asked, how would you answer? Ideally, you should be ready with a reply. Many are not. Why? Well, people put off the things they do not want to do. To be able to answer that question there are a few things one must do in preparation. First: It requires… Read More

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Getting Rid of The Performance Review Part 2

In part 1 of a series of on doing away with the performance review, I mentioned the book Get Rid of The Performance Review by Samuel Colbert. Well, Ken Blanchard and Garry Ridge have also addressed this issue with their book entitled; Helping People Win at Work, which like Culbert’s book, presents a more rational way of delivering performance information. You the reader may be wondering why I am bothering to address something that is a mainstay in the corporate arena. Why would I bother to rail against something that I once participated in and even supported during my time as a manager in the business setting? You would be… Read More

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The Fallacy of The Performance Review

  What follows is a fictional discussion between a manager and one of his star employees regarding his upcoming Performance Appraisal. The manager wants to have a discussion in ten minutes and get the employee (Joe) to just sign off on the PA so he can drop it off at HR. The employee is caught off guard believing a more meaningful discussion would be held so he could provide his own input. He’s surprised because at his last PA it was agreed he would be able to do just that. Provide his own contribution along with his manager. As the discussion progresses, the manager, caught off guard with the level… Read More

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Bullies In The Workplace: How To Deal With Them And Move Ahead

Seth Godin had some interesting insights on bullying in the workplace, he described it: “As intentionally using power to cause physical or emotional distress with the purpose of dominating the other person. The bully works to marginalize people. In an organizational setting, the bully chooses not to engage in conversation or discussion, or to use legitimate authority or suasion, and depends instead on pressure in the moment to demean and disrespect someone else—by undermining not just their ideas, but their very presence and legitimacy.” Seth pointed out that bullies are thieves. Costing companies’ money in productivity and employee retention. Having a bully on the work force prevents individuals from working… Read More

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Dealing With Difficult People In The Work Place

I was reading an article about dealing with difficult employees in the workplace. The author provided some sound advice in dealing with the situation, but, I couldn’t help but wonder how what they were saying would work in a small to midsize company. First, allow me to provide my definition of a small to medium-sized company. A small business is one that is incorporated by the state, but, has about a 10 – 50 employees. The emphasis is more toward the 10 to 20 number. Think of small Architectural & Design firms, or Design & Build Construction companies. Then there is the issue of taking HR concepts and solutions designed… Read More

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