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. […]

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 […]

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. […]

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 […]

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 […]