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(34518, 243, '2009-02-16 09:15:00', '2009-02-16 14:15:00', '\"It is literally true that you can succeed best and quickest by helping others to succeed.\" - Napoleon Hill\n\nWith thousands of layoffs announced each week, it is easy for fear to penetrate even the most hopeful and optimistic business owner. What will happen if unemployment exceeds 10% for 6 months or more? Do you have what it takes to maintain your business if these extreme economic times continue?<!--more-->\n\nMany businesses \"circle the wagons\" during these times. Just like the public in general, and their employees, business leaders begin to watch their spending; make only necessary purchases, hold cash as long as possible, and remain as liquid as possible. However, as a friend reminded me,\n<blockquote>When the market is down, you should be buying. And the market is way down. But you shouldn\'t sell to become liquid. The market is down! Don\'t violate a principle to exercise another principle.</blockquote>\nSo, if you have some liquidity, now is a wonderful time to be on the offense. Now may be the perfect time to take advantage of some terriffic opportunities.\n\nBut many of us are not very liquid, correct? Are all of your assets tied up in a shrinking 401k or a home that\'s dropping in value? Liquidity may not just mean \"cash\" liquidity. Cash is a trading exchange, but it\'s not the only one. Now more than ever, there are things of value that can be exchanged to help a business get on the offense during these times. Just about anything you can do to build quality business \"friends\" can be made to help grow your business if you think strategically.\n\nFor example, you are (or should be) valuable to your suppliers. You\'re their customer! Have you ever considered selling to your vendors? You\'re probably pretty dependent on a couple of companies. What would you do if they failed or if they increased their prices by 30%? What if their quality deteriorated rapidly? Your vendors contribute to the strength of your company. You\'re already their customer. Maximize the benefit of that relationship.\n\nRather than defensively act on the fear generated by the questions above, why not step into the battle and see if you can create some competitive advantage? You can help make your supplier the best in their industry. Take the most strategic suppliers you have and arrange to meet to discuss how you can be a better customer. Maybe there are things they need that you can provide at little or no cost. Would it help them if you agreed to speak about them at a conference or provide a reference to their creditors or within their industry or to their other prospects? Would they be willing (or able) to guarantee your pricing for some period? What about a simple press release as a result of extending your contract with them? Would they provide some type of advertising incentive or participate in some marketing for your company? Can they recommend other potential clients for your business? The list goes on.\n\nTake some time and prioritize your key suppliers. Pick up the phone and call them. They would love hearing from you when you\'re not complaining anyway. Ask what you can do to help them. You will create goodwill, leverage and opportunity. You could be creating the competitive advantage that makes the difference between surviving and winning over the next few months.', 'Non-Cash Liquidity: Love Your Key Vendors To Create Competitive Advantage', '', 'publish', 'open', 'open', '', 'non-cash-liquidity-love-your-key-vendors-to-create-competitive-advantage', '', '', '2009-02-16 09:15:00', '2009-02-16 14:15:00', '', 0, 'http://vmhcorp.com/non-cash-liquidity-love-your-key-vendors-to-create-competitive-advantage/', 0, 'post', '', 3),
(34519, 243, '2009-02-20 07:06:00', '2009-02-20 12:06:00', '<div style=\"width: 300px; max-height: 234px; padding: 8px; margin: 0 auto auto 2px; overflow-y: auto;\">\n<div style=\"float: right; width: 113px; height: 100px; padding: 0; margin: 0;\"></div>\n<div style=\"font: 12px Tahoma; color: #2f2f2f; padding: 0; margin: 0 123px 0 0;\">I\'m pledging to make a referral to a business I want to help as part of a national campaign to make 1000 referrals March 9-13. What a great small business stimulus plan.</div>\n<div style=\"font: 11px Tahoma; padding: 0; margin: 8px 0;\"><a style=\"color: #005cff;\" href=\"http://makeareferralweek.popularmedia.net/click/share/a813e3f0-e185-012b-2f1d-f1895ac97c86\">View &gt;&gt;</a></div>\n</div>', 'Make a Referral - jump start the economy', '', 'publish', 'open', 'open', '', 'make-a-referral-jump-start-the-economy', '', '', '2009-02-20 07:06:00', '2009-02-20 12:06:00', '', 0, 'http://vmhcorp.com/make-a-referral-jump-start-the-economy/', 0, 'post', '', 2),
(34520, 243, '2009-03-14 20:56:49', '2009-03-15 01:56:49', 'Do you want to make a splash on the bottom line of your company?  Would you like to implement a change to improve productivity or reduce expenses?  Take a look at your inter-departmental interactions.  Maybe you can produce some leverage just by collaborating with a peer in another department.<!--more-->\n\nImagine what would happen if the Director of Information Technology spent some time helping the Director of Finance or HR?  Rather than telling them \"No\" all of the time, ask for an hour to see how your department can improve service to your internal customers or stakeholders.  Can you assist with some process improvement?  Maybe you can make a minor change to a time-recording system that will help the Finance team do their jobs easier.  You might be able to do something to help Operations with the trouble-management system.\n\nWhen you improve one person\'s job you impact the bottom line and fight back against the every-man-for-himself tendencies that appear in an economic downturn.  Every time you give something to someone, you create value - sort of person a gross domestic product (GDP).  The only way out o the downturn is to increase the GDP.  You may only be one person, but when you increase your output you increase your value.\n\nLook at it as your contribution.  Be part of the solution.  Give someone something extra today!', 'Create Value - Internal Partners', '', 'publish', 'open', 'open', '', 'create-value-internal-partners', '', '', '2009-03-14 20:56:49', '2009-03-15 01:56:49', '', 0, 'http://vmhcorp.com/?p=127', 0, 'post', '', 1),
(34521, 243, '2009-03-16 07:28:14', '2009-03-16 12:28:14', 'Partners look out for each other.  Partners ooze win-win.  Partners share responsibility and rewards.\n\nDoes that sound like a bunch of schmooze?  It might.  However, think about the people you most appreciate dealing with.  One reason you appreciate them is they appreciate you.  Am I wrong?  <!--more-->(If so, please comment below and straighten me out.)\n\n&nbsp;\n\nEcclesiastes 4:9-12 says:\n<blockquote>Two are better than one because they have a good return for their labor.  For if either of them falls, the one will lift up his companion. But woe to the one who falls when there is not another to lift him up.  Furthermore, if two lie down together they keep warm, but how can one be warm alone?  And if one can overpower him who is alone, two can resist him. A cord of three strands is not quickly torn apart.</blockquote>\nClearly, partners create advantages.\n\nFour steps to increasing your partnerships:\n<ol>\n	<li>Make a list of your target companies or individuals.  Who can benefit from what you would like to do.  What\'s your best service?  Who is your ideal vendor or customer?  Who would you most like to have as a fan or a referral?  Many vendors will freak out if you approach them.  See <a title=\"Competitive Advantage\" href=\"http://vmhcorp.com/non-cash-liquidity-love-your-key-vendors-to-create-competitive-advantage/\" target=\"_self\">this post</a> for more thoughts.</li>\n	<li>Research your targets.  Get to know them.  Who are their customers, competitors, vendors?  What is their strategic plan.  Many times, you can find out key information just by asking.</li>\n	<li>Figure out a way to reduce or eliminate their risk.  Can you create a no-cost way to hook a client?  What if you just gave them something for nothing?  If you are working on a partnership with a vendor, make your partnership request part of your next purchase.</li>\n	<li>Make your contribution first.  Find someone who is a potential partner, someone who you feel you could help out and help them out.  Can you use their product?  Can you find them a customer or plug them at a conference or on the web?  If you wait for the other person to make the first move, it will probably never happen.  Worse, they might make the first move with your competitor.</li>\n</ol>\nIncrease your partners and increase your business.  Find ways to strategically deliver value to a few friends and strengthen your advantage.  Like the author of Ecclesiastes says: if either of them falls, the one will lift up his companion.  But woe to the one who falls when there is not another to lift him up.', 'Make A Partner', '', 'publish', 'open', 'open', '', 'make-a-partner', '', '', '2009-03-16 07:28:14', '2009-03-16 12:28:14', '', 0, 'http://vmhcorp.com/?p=131', 0, 'post', '', 0),
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(34527, 1, '2017-10-13 09:30:36', '2017-10-13 09:30:36', '', '49535123 - business people team teamwork cooperation partnership concept', '', 'inherit', 'open', 'closed', '', '49535123-business-people-team-teamwork-cooperation-partnership-concept', '', '', '2017-10-16 07:33:41', '2017-10-16 07:33:41', '', 0, 'http://localhost:30123/wp-content/uploads/2017/10/49535123_l.jpg', 0, 'attachment', 'image/jpeg', 0),
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(34534, 1, '2017-10-13 09:31:39', '2017-10-13 09:31:39', '', 'Business people discussing in a meeting', '', 'inherit', 'open', 'closed', '', 'business-people-discussing-in-a-meeting', '', '', '2017-10-16 07:32:47', '2017-10-16 07:32:47', '', 0, 'http://localhost:30123/wp-content/uploads/2017/10/Fotolia_65545677_Subscription_Monthly_M.jpg', 0, 'attachment', 'image/jpeg', 0),
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(34540, 1, '2017-10-13 09:33:35', '2017-10-13 09:33:35', '', 'Thoughtful man with hand on chin', '', 'inherit', 'open', 'closed', '', 'thoughtful-man-with-hand-on-chin', '', '', '2017-10-16 07:32:10', '2017-10-16 07:32:10', '', 0, 'http://localhost:30123/wp-content/uploads/2017/10/Fotolia_114161848_Subscription_Monthly_M_1_.jpg', 0, 'attachment', 'image/jpeg', 0),
(34541, 1, '2017-10-13 09:33:56', '2017-10-13 09:33:56', '', 'Businessman making presentation with his colleagues and business', '', 'inherit', 'open', 'closed', '', 'businessman-making-presentation-with-his-colleagues-and-business', '', '', '2017-10-16 07:32:04', '2017-10-16 07:32:04', '', 0, 'http://localhost:30123/wp-content/uploads/2017/10/Fotolia_114200851_Subscription_Monthly_M_1_.jpg', 0, 'attachment', 'image/jpeg', 0),
(34542, 1, '2017-10-13 09:34:03', '2017-10-13 09:34:03', '', 'Successful leader', '', 'inherit', 'open', 'closed', '', 'successful-leader', '', '', '2017-10-16 07:31:58', '2017-10-16 07:31:58', '', 0, 'http://localhost:30123/wp-content/uploads/2017/10/Fotolia_116934137_Subscription_Monthly_M_1_.jpg', 0, 'attachment', 'image/jpeg', 0),
(34543, 1, '2017-10-13 09:34:14', '2017-10-13 09:34:14', '', 'Unposed group of creative business people in an open concept office brainstorming their next project.', '', 'inherit', 'open', 'closed', '', 'unposed-group-of-creative-business-people-in-an-open-concept-office-brainstorming-their-next-project', '', '', '2017-10-16 07:31:32', '2017-10-16 07:31:32', '', 0, 'http://localhost:30123/wp-content/uploads/2017/10/Fotolia_119211200_Subscription_Monthly_M_1_.jpg', 0, 'attachment', 'image/jpeg', 0),
(34544, 1, '2017-10-13 09:34:22', '2017-10-13 09:34:22', '', 'business man is pointing to leader financial results.', '', 'inherit', 'open', 'closed', '', 'business-man-is-pointing-to-leader-financial-results', '', '', '2017-10-13 09:41:34', '2017-10-13 09:41:34', '', 0, 'http://localhost:30123/wp-content/uploads/2017/10/Fotolia_131425459_Subscription_Monthly_M_1_.jpg', 0, 'attachment', 'image/jpeg', 0),
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(34547, 1, '2017-10-13 09:35:35', '2017-10-13 09:35:35', '', 'LEADERSHIP Paper Tag Cloud', '', 'inherit', 'open', 'closed', '', 'leadership-paper-tag-cloud', '', '', '2017-10-13 09:41:58', '2017-10-13 09:41:58', '', 0, 'http://localhost:30123/wp-content/uploads/2017/10/Fotolia_171757785_Subscription_Monthly_M_1_.jpg', 0, 'attachment', 'image/jpeg', 0),
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(34555, 1, '2017-10-13 10:04:10', '2017-10-13 10:04:10', 'Time, in my opinion, is one of the most precious commodities. It waits for no one. When it passes, you cannot bring it back. In essence, there is no rewind and there is no way of pausing it. You have a choice to stay in the moment or let it go by.\r\n\r\nAs a leader, you have a profound impact in your organization. This is done through strategic thinking and formulating a shared vision that enables the company to achieve its goal. Another way is growing talent around them. In doing so, they\'re not only increasing the talent base but also having a multiplying effect as more people are developed over time.\r\n\r\nAs the leader moves up, they have to give up more of their time and themselves. In a way, it is sacrificing on their part to lead others. However, the best gift a leader can give to their people is the gift of time. Here are some of the ways a leader can give a gift of their time:\r\n\r\n1) <strong>Coaching or mentoring</strong> - These one-on-one sessions create the most impactful relationship. In this session, the person you\'re working with gets your full and undivided attention. This also provides the maximum engagement.\r\n\r\n2) <strong>Teaching a class</strong> - Most leaders have a depth of knowledge in the industry that they are working on. They love to add value to others. The best way to add value is through teaching.\r\n\r\n3) <strong>Project engagement</strong> - This a very effective means of growing talent. The leader gets a chance to work with their people on projects that allow them to impart knowledge as well as assess the overall capability of their people. This enables their constituents to learn while participating in a project with set deliverables. Greater satisfaction can be gained through this method because of the opportunity to learn and get effective feedback can be made instantaneously.\r\n\r\n4) <strong>Writing articles and blog posts</strong> - A leader can share their perspective on a particular topic and this can help enlighten their constituents. This method is effective as an offline mode of engaging their constituents.\r\n\r\nGrowing talent is important for every organization. A leader plays an important role in leading the way. As a leader, what other methods have you used to grow talent around you?', 'A Gift of Time', '', 'inherit', 'closed', 'closed', '', '34496-revision-v1', '', '', '2017-10-13 10:04:10', '2017-10-13 10:04:10', '', 34496, 'http://localhost:30123/2017/10/13/34496-revision-v1/', 0, 'revision', '', 0),
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(34557, 1, '2017-10-13 21:00:11', '2017-10-13 21:00:11', 'Thank you.\n\nYou have honored and blessed me with your attention.  Your attention suggests that you agree... <em>individuals can make a difference.</em> It encourages me to challenge myself first and my friends to act on behalf of their best dream of the future.  Your attention and connection tells me that others share the idea that our best is good enough to matter.  We don\'t have to be Tiger Woods or Jack Welch or Richard Branson to make a difference.\n<blockquote>Your attention suggests that you agree... individuals can make a difference!</blockquote>\nIt also energizes me to think that we can know hundreds of people who strive to be a better person first before becoming a better \"whatever they do.\"  Thank you for helping me as I struggle with my character and how it affects my leadership.  Thank you for joining and creating an honest community motivated to make a positive difference, resisting the urge to judge or blame.  Thank you for taking the time to connect, share and help others who want to sharpen their influence skills, not for personal gain alone, but for the benefit of a growing community.\n\nThank you for connecting, taking the time to share about yourself in a way where we each develop common friendships.  Thank you for focusing on the multitude of things we have in common rather than the few ways we\'re different.  Thank you for clicking a link and reading, thinking and sharing electronic ideas, and then using those ideas to elevate attitudes and mobilize each other to make some small corner in the world a bit better, even if it\'s only with a smile or a retweet.\n\nThank you for spending a minute considering the people we know in common.  I may only \"know\" your avatar and your online \"persona,\" but I smile whenever I look at TweetDeck and see so many friends.  Yes, you\'re a friend even though we may not have met face-to-face, mostly because we share an experience and a hope.  Thank you for sharing a bit about yourself so we can connect.  Thank you for taking action, bringing your best and making the world better.\n\nI appreciate you.  You make my world a better place.  Take a minute and thank the people who matter to you too!  Happy 2011!\n\n<span style=\"font-size: xx-small;\">Photo by <a title=\"Applause \" href=\"http://www.istockphoto.com/stock-photo-3405900-applause.php\" target=\"_blank\">iStockPhoto © Dmitriy Shironosov</a></span>', 'Connection and Gratitude', '', 'inherit', 'closed', 'closed', '', '17867-revision-v1', '', '', '2017-10-13 21:00:11', '2017-10-13 21:00:11', '', 17867, 'http://localhost:30123/2017/10/13/17867-revision-v1/', 0, 'revision', '', 0),
(34558, 1, '2017-10-13 21:00:12', '2017-10-13 21:00:12', 'The new year is upon us.  This year marked several first in the history of Lead Change.\n<ul>\n	<li>We had LeaderPalooza 2010 in Ft. Lauderdale where 15 people decided to advance the idea of character-based leadership through this group.</li>\n	<li>We began our first ever Round Table in May of 2010</li>\n	<li>We re-launched the blog as a membership site with Contributing Members who contribute articles and content into the community.</li>\n	<li>We launched the Leadership Character webinar series.</li>\n</ul>\nThe Lead Change Group exists to help leaders grow leaders.  We understand strength is created through community.  Let\'s make our next year about helping one another even more.  How can we continue to expand the growth of the organization and our impact in ourselves, others and our community?  Working together is key.\n\nSo we took a survey of the Contributing Members to learn about their plans and desires as member of the group.  We will have a call January 6, 2011 at 8 PM Eastern to share the results and discuss ways we can help one another achieve our goals for 2011.\n\nSince this is our inaugural call in this format, we decided to open the call to any interested Lead Change member.  Because space is limited, please click below to register.\n<p style=\"text-align: center;\"><a href=\"http://www.eventbrite.com/event/1139697867?ref=ebtn\" target=\"_blank\"><img src=\"http://www.eventbrite.com/registerbutton?eid=1139697867\" border=\"0\" alt=\"Register for January 2011 Contributors Call in Online  on Eventbrite\" /></a></p>\nThe confirmation will contain a link to the URL of the meeting.  The audio will be delivered over the web only, but a recording will be made available after the call in case you can\'t attend.\n\nPlease join us for this call to learn more about the community and how we can help each other continue to increase our impact in 2011.', 'Contributors Call January 6, 2011', '', 'inherit', 'closed', 'closed', '', '17864-revision-v1', '', '', '2017-10-13 21:00:12', '2017-10-13 21:00:12', '', 17864, 'http://localhost:30123/2017/10/13/17864-revision-v1/', 0, 'revision', '', 0),
(34559, 1, '2017-10-13 21:00:12', '2017-10-13 21:00:12', 'Here at the Lead Change Group, we are always honored when someone gives a nod to our efforts in promoting character-based leadership.  On Monday, entrepreneurial advisor <a href=\"http://www.evancarmichael.com/blog/about/\">Evan Carmichael</a> listed the Lead Change Group blog as one of <a href=\"http://www.evancarmichael.com/blog/2010/11/30/the-top-50-leadership-blogs-of-2010/\">2010’s Top 50 Leadership blogs</a>, in the “Leadership and Vision” section. You’ll no doubt recognize some of the blogging community’s most well-known thought leaders on a wide array of leadership topics.\n\nOf course, we don’t promote leadership excellence to win awards, but we do appreciate the affirmation of our commitment. For those of you who are Contributing Members to our blog, we thank you for your wise and thought provoking essays and leadership during our webinars and conference calls. We thank those who work tirelessly behind the scenes to help Mike Henry create a vibrant community dedicated to “stirring the pot” for better leadership.\n\nFinally, we thank you, our readership, for your continued contributions here on the blog and participation in our <a href=\"http://www.facebook.com/leadchangegroup\">Facebook</a> and <a href=\"http://www.linkedin.com/groups?gid=1875191&amp;mostPopular=\">LinkedIn</a> communities.', 'Lead Change Named to Top 50 Leadership Blogs for 2010', '', 'inherit', 'closed', 'closed', '', '17857-revision-v1', '', '', '2017-10-13 21:00:12', '2017-10-13 21:00:12', '', 17857, 'http://localhost:30123/2017/10/13/17857-revision-v1/', 0, 'revision', '', 0),
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(34562, 1, '2017-10-14 06:37:20', '2017-10-14 06:37:20', '<h1>Lead Change History</h1>\r\nMike Henry, Sr. founded the Lead Change Group in 2009 as a non-profit dedicated to instigating a leadership revolution. As of 2014 this virtual network has been a division of <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc.</a>, a boutique PR and digital firm for business and leadership authors, and CEO Becky Robinson. Weaving Influence continues to develop the Lead Change Group website as a powerful resource for leaders and leaders-in-training worldwide.\r\n\r\nDuring the creation of the Lead Change blog, a team of authors created two publications through the community they built over the years.\r\n\r\nThe first one was <a href=\"http://leadchangegroup.com/wp-content/downloads/aZDjr6UllJnCWroOo7wDvOH565uP8fkV.pdf?inf_contact_key=3dbced38a1670a13bf9af900151f4847\">The Lead Change Revolution</a>. A note from the authors: \"This contains our thoughts and reflections on LeaderPalooza and the challenge to take up the fight for character-based leadership. Our definitions are all slightly different; the goal is very complex. But we know bad, ego-centered leadership when we see it and we’re against it. We choose to instigate. This ebook encapsulates our thoughts on the LeadChange group, the LeaderPalooza un-conference, and the movement(s) we foresee. Everyone who was at the conference contributed.\"\r\n\r\nThe second publication was the <a href=\"https://www.amazon.com/Character-Based-Leader-Instigating-Leadership-Revolution-ebook/dp/B008Z4HDPS/\">Character-Based Leader</a>. A note from the authors: \"A virtual community of 21 authors (all contributing authors to the Lead Change Group) came together to share their wisdom and perspectives regarding character-based leadership.\r\n\r\nIt’s like a leadership conference in book form! Come and \'hear\' what Mike Henry, S. Max Brown, Dan Rockwell, and many others have to say that will encourage you along your journey to becoming the character-based leader you want to be, no matter what your role in life.\r\n\r\nThis book is all about the Character-Based Leader and explores why character-based leadership is important, how you can lead from who you are (regardless of organizational position), and what character traits are crucial for a character-based leader to develop. It also looks at how communities can be built and what the future of character-based leadership looks like.\r\n\r\nEver since the Lead Change Group formed, we’ve had a passion for spreading the message of character-based leadership. Those in our community who had already published books encouraged the Lead Change community to put into print ideas that will help move this leadership revolution forward. So, starting in the summer of 2011, a book project (and, along with it, a project team) began to take shape, albeit in a non-traditional way. We wrote this book to help further the discussion on how to become a character-based leader.\r\n\r\nHere’s the cool thing about this project: we did it 100% on a volunteer basis and completely virtually. It’s been a testament to the ability to get things done, even if there isn’t a formal titled “leader” in charge. To date, nearly three dozen people have contributed in some way — as authors of a book chapter, project managers, editors, and researchers. It’s been fascinating to see a tangible product come to fruition, with people we haven’t met face-to-face, and with whom we have only the thread of character-based leadership binding us together.\"\r\n\r\nWhile the Lead Change blog has morphed many times over the years, we believe that adaptation proves leadership and development will always be moving forward. We are excited you are here and invite you to explore the new Lead Change.\r\n\r\n<strong>Want to learn more? <a href=\"http://leadchangegroup.com/wp-content/downloads/aZDjr6UllJnCWroOo7wDvOH565uP8fkV.pdf?inf_contact_key=3dbced38a1670a13bf9af900151f4847\">Download</a> the free Lead Change ebook, <em>The Lead Change Revolution: Instigating a Global Movement for Character-Based Leadership</em>! </strong>', 'Lead Change History', '', 'publish', 'closed', 'closed', '', 'lead-change-history', '', '', '2017-10-16 16:33:45', '2017-10-16 16:33:45', '', 0, 'https://lead-change.000webhostapp.com/?page_id=34562', 0, 'page', '', 0),
(34563, 1, '2017-10-14 06:37:20', '2017-10-14 06:37:20', 'Mike Henry, Sr. founded the Lead Change Group in 2009 as a non-profit dedicated to instigating a leadership revolution. As of 2014 this virtual network is now a division of Weaving Influence, a boutique PR and digital firm for business and leadership authors, and CEO Becky Robinson. Weaving Influence continues to develop the Lead Change Group website as a powerful resource for leaders and leaders-in-training worldwide.\r\n\r\nDuring the creation of the Lead Change blog, a team of authors created two publications through the community they built over the years.\r\n\r\nThe first one was The Lead Change Revolution. A note from the authors: \"This contains our thoughts and reflections on LeaderPalooza and the challenge to take up the fight for character-based leadership. Our definitions are all slightly different; the goal is very complex. But we know bad, ego-centered leadership when we see it and we’re against it. We choose to instigate. This ebook encapsulates our thoughts on the LeadChange group, the LeaderPalooza un-conference, and the movement(s) we foresee. Everyone who was at the conference contributed.\"\r\n\r\nThe Second publication was the Character-Based Leader. A note from the authors:\r\n\"A virtual community of 21 authors (all contributing authors to the Lead Change Group) came together to share their wisdom and perspectives regarding character-based leadership.\r\n\r\nIt’s like a leadership conference in book form! Come and “hear” what Mike Henry, S. Max Brown, Dan Rockwell, and many others have to say that will encourage you along your journey to becoming the character-based leader you want to be, no matter what your role in life.\r\n\r\nThis book is all about the Character-Based Leader and explores why character-based leadership is important, how you can lead from who you are (regardless of organizational position), and what character traits are crucial for a character-based leader to develop. It also looks at how communities can be built and what the future of character-based leadership looks like.\r\n\r\nEver since the Lead Change Group formed, we’ve had a passion for spreading the message of character-based leadership. Those in our community who had already published books encouraged the Lead Change community to put into print ideas that will help move this leadership revolution forward. So, starting in the summer of 2011, a book project (and, along with it, a project team) began to take shape, albeit in a non-traditional way.\r\nWe wrote this book to help further the discussion on how to become a character-based leader.\r\n\r\nHere’s the cool thing about this project: we did it 100% on a volunteer basis and completely virtually. It’s been a testament to the ability to get things done, even if there isn’t a formal titled “leader” in charge. To date, nearly three dozen people have contributed in some way — as authors of a book chapter, project managers, editors, and researchers. It’s been fascinating to see a tangible product come to fruition, with people we haven’t met face-to-face, and with whom we have only the thread of character-based leadership binding us together.\"\r\n\r\nWhile the Lead Change blog has morphed many times over the years, we believe that adaptation proves leadership and development will always be moving forward. We are excited you are here and invite you to explore the new Lead Change.', 'Lead Change History', '', 'inherit', 'closed', 'closed', '', '34562-revision-v1', '', '', '2017-10-14 06:37:20', '2017-10-14 06:37:20', '', 34562, 'https://lead-change.000webhostapp.com/2017/10/14/34562-revision-v1/', 0, 'revision', '', 0),
(34564, 1, '2017-10-14 06:38:58', '2017-10-14 06:38:58', '<h1>Lead Change History</h1>\r\nMike Henry, Sr. founded the Lead Change Group in 2009 as a non-profit dedicated to instigating a leadership revolution. As of 2014 this virtual network is now a division of Weaving Influence, a boutique PR and digital firm for business and leadership authors, and CEO Becky Robinson. Weaving Influence continues to develop the Lead Change Group website as a powerful resource for leaders and leaders-in-training worldwide.\r\n\r\nDuring the creation of the Lead Change blog, a team of authors created two publications through the community they built over the years.\r\n\r\nThe first one was The Lead Change Revolution. A note from the authors: \"This contains our thoughts and reflections on LeaderPalooza and the challenge to take up the fight for character-based leadership. Our definitions are all slightly different; the goal is very complex. But we know bad, ego-centered leadership when we see it and we’re against it. We choose to instigate. This ebook encapsulates our thoughts on the LeadChange group, the LeaderPalooza un-conference, and the movement(s) we foresee. Everyone who was at the conference contributed.\"\r\n\r\nThe Second publication was the Character-Based Leader. A note from the authors:\r\n\"A virtual community of 21 authors (all contributing authors to the Lead Change Group) came together to share their wisdom and perspectives regarding character-based leadership.\r\n\r\nIt’s like a leadership conference in book form! Come and “hear” what Mike Henry, S. Max Brown, Dan Rockwell, and many others have to say that will encourage you along your journey to becoming the character-based leader you want to be, no matter what your role in life.\r\n\r\nThis book is all about the Character-Based Leader and explores why character-based leadership is important, how you can lead from who you are (regardless of organizational position), and what character traits are crucial for a character-based leader to develop. It also looks at how communities can be built and what the future of character-based leadership looks like.\r\n\r\nEver since the Lead Change Group formed, we’ve had a passion for spreading the message of character-based leadership. Those in our community who had already published books encouraged the Lead Change community to put into print ideas that will help move this leadership revolution forward. So, starting in the summer of 2011, a book project (and, along with it, a project team) began to take shape, albeit in a non-traditional way.\r\nWe wrote this book to help further the discussion on how to become a character-based leader.\r\n\r\nHere’s the cool thing about this project: we did it 100% on a volunteer basis and completely virtually. It’s been a testament to the ability to get things done, even if there isn’t a formal titled “leader” in charge. To date, nearly three dozen people have contributed in some way — as authors of a book chapter, project managers, editors, and researchers. It’s been fascinating to see a tangible product come to fruition, with people we haven’t met face-to-face, and with whom we have only the thread of character-based leadership binding us together.\"\r\n\r\nWhile the Lead Change blog has morphed many times over the years, we believe that adaptation proves leadership and development will always be moving forward. We are excited you are here and invite you to explore the new Lead Change.', 'Lead Change History', '', 'inherit', 'closed', 'closed', '', '34562-revision-v1', '', '', '2017-10-14 06:38:58', '2017-10-14 06:38:58', '', 34562, 'https://lead-change.000webhostapp.com/2017/10/14/34562-revision-v1/', 0, 'revision', '', 0),
(34565, 1, '2017-10-14 06:40:12', '2017-10-14 06:40:12', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on Facebook, Twitter, or LinkedIn to join the conversation.\r\n<h4>Our Contributors:</h4>\r\nLead Change contributors are CEOs, authors, consultants, small business owners, and employees that share a passion for leadership…\r\n<h4>Lead Change History:</h4>\r\n<a href=\"https://lead-change.000webhostapp.com/lead-change-history/\">Learn the story behind the movement.</a> Hint: it all started with a book.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-14 06:40:12', '2017-10-14 06:40:12', '', 4, 'https://lead-change.000webhostapp.com/2017/10/14/4-revision-v1/', 0, 'revision', '', 0),
(34566, 1, '2017-10-14 06:42:06', '2017-10-14 06:42:06', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\n\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on Facebook, Twitter, or LinkedIn to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-autosave-v1', '', '', '2017-10-14 06:42:06', '2017-10-14 06:42:06', '', 4, 'https://lead-change.000webhostapp.com/2017/10/14/4-autosave-v1/', 0, 'revision', '', 0),
(34567, 1, '2017-10-14 06:43:30', '2017-10-14 06:43:30', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on Facebook, Twitter, or LinkedIn to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-14 06:43:30', '2017-10-14 06:43:30', '', 4, 'https://lead-change.000webhostapp.com/2017/10/14/4-revision-v1/', 0, 'revision', '', 0),
(34568, 1, '2017-10-14 06:43:48', '2017-10-14 06:43:48', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on Facebook, Twitter, or LinkedIn to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-14 06:43:48', '2017-10-14 06:43:48', '', 4, 'https://lead-change.000webhostapp.com/2017/10/14/4-revision-v1/', 0, 'revision', '', 0),
(34569, 1, '2017-10-14 06:46:21', '2017-10-14 06:46:21', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on Facebook, Twitter, or LinkedIn to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-14 06:46:21', '2017-10-14 06:46:21', '', 4, 'https://lead-change.000webhostapp.com/2017/10/14/4-revision-v1/', 0, 'revision', '', 0),
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(34574, 1, '2017-10-14 06:50:40', '2017-10-14 06:50:40', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on Facebook, Twitter, or LinkedIn to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-14 06:50:40', '2017-10-14 06:50:40', '', 4, 'https://lead-change.000webhostapp.com/2017/10/14/4-revision-v1/', 0, 'revision', '', 0),
(34575, 1, '2017-10-14 06:52:33', '2017-10-14 06:52:33', 'Become an author: Are you leading change in your organization or work? Apply to write for Lead Change.\r\n\r\n&nbsp;', 'Contributors', '', 'inherit', 'closed', 'closed', '', '6-revision-v1', '', '', '2017-10-14 06:52:33', '2017-10-14 06:52:33', '', 6, 'https://lead-change.000webhostapp.com/2017/10/14/6-revision-v1/', 0, 'revision', '', 0),
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(34582, 1, '2017-10-14 07:02:17', '2017-10-14 07:02:17', '<h3><strong>Lead Change History:</strong></h3>\r\nLearn the story behind the movement. Hint: it all started with a book.\r\n<h3><strong>Our Contributors:</strong></h3>\r\nLead Change contributors are CEOs, authors, consultants, small business owners, and employees that share a passion for leadership…\r\n<h3><strong>All Other Inquiries: </strong></h3>\r\nEmail our community manager, Ellen Snyder <a href=\"mailto:ellen@weavinginfluence.com\">ellen@weavinginfluence.com</a>.', 'Contact', '', 'inherit', 'closed', 'closed', '', '8-revision-v1', '', '', '2017-10-14 07:02:17', '2017-10-14 07:02:17', '', 8, 'https://lead-change.000webhostapp.com/2017/10/14/8-revision-v1/', 0, 'revision', '', 0),
(34583, 1, '2017-10-14 07:02:37', '2017-10-14 07:02:37', '<h3>Lead Change History:</h3>\r\nLearn the story behind the movement. Hint: it all started with a book.\r\n<h3>Our Contributors:</h3>\r\nLead Change contributors are CEOs, authors, consultants, small business owners, and employees that share a passion for leadership…\r\n<h3>All Other Inquiries:</h3>\r\nEmail our community manager, Ellen Snyder <a href=\"mailto:ellen@weavinginfluence.com\">ellen@weavinginfluence.com</a>.', 'Contact', '', 'inherit', 'closed', 'closed', '', '8-revision-v1', '', '', '2017-10-14 07:02:37', '2017-10-14 07:02:37', '', 8, 'https://lead-change.000webhostapp.com/2017/10/14/8-revision-v1/', 0, 'revision', '', 0),
(34584, 1, '2017-10-14 20:40:00', '2017-10-14 20:40:00', '<h2 class=\"headline headline_area\">Privacy Policy</h2>\r\n<div class=\"post_content format_text\">\r\n<h4>Our Commitment To Protecting Your Privacy</h4>\r\nYour privacy is important to us. To better protect your privacy we provide this notice explaining our online information practices and the choices you can make about the way your information is collected and used. To make this notice easy to find, we make it available on our homepage and at every point where personally identifiable information may be requested.\r\n<h4>What Information Do We Collect?</h4>\r\n<ul>\r\n 	<li>We collect information from you when you register on our site, subscribe to our newsletter, respond to a survey or fill out a form.</li>\r\n 	<li>When ordering or registering on our site, as appropriate, you may be asked to enter your: name, e-mail address, mailing address, or phone number. You may, however, visit our site anonymously.</li>\r\n 	<li>Like most websites, we use cookies and/or web beacons to enhance your experience, gather general visitor information, and track visits to our website. Please refer to the ‘do we use cookies?’ section below for information about cookies and how we use them.</li>\r\n</ul>\r\n<h4>What Do We Use Your Information For?</h4>\r\nAny of the information we collect from you may be used in one of the following ways:\r\n<ul>\r\n 	<li>To personalize your experience.</li>\r\n 	<li>To improve our website.</li>\r\n 	<li>To improve customer service.</li>\r\n 	<li>To process transactions.</li>\r\n 	<li>To administer a contest, promotion, survey or other site feature</li>\r\n 	<li>To send periodic emails.</li>\r\n</ul>\r\nIf at any time you would like to unsubscribe from receiving future emails, we include detailed unsubscribe instructions at the bottom of each email).\r\n<h4>How Do We Protect Your Information?</h4>\r\nWe implement a variety of security measures to maintain the safety of your personal information when you place an order or access your personal information.\r\n<ul>\r\n 	<li>We offer the use of a secure server. All supplied information is transmitted via Secure Socket Layer (SSL) technology only to be accessible by those authorized with special access rights to such systems, and are required to keep the information confidential.</li>\r\n</ul>\r\n<h4>Do We Use Cookies?</h4>\r\n<ul>\r\n 	<li>Yes, cookies are small files that a site or its service provider transfers to your computers hard drive through your Web browser (if you allow) that enables the sites or service providers systems to recognize your browser and capture and remember certain information.</li>\r\n 	<li>We use cookies to help us remember and process the items in your shopping cart, understand and save your preferences for future visits, and keep track of advertisements and compile aggregate data about site traffic and site interaction so that we can offer better site experiences and tools in the future.</li>\r\n 	<li>We may contract with third-party service providers to assist us in better understanding our site visitors. These service providers are not permitted to use the information collected on our behalf except to help us conduct and improve our business.</li>\r\n</ul>\r\n<h4>Do We Disclose Information To Third Parties?</h4>\r\nWe do not sell, trade, or otherwise transfer to outside parties your personally identifiable information. This does not include trusted third parties who assist us in operating our website, conducting our business, or servicing you, so long as those parties agree to keep this information confidential. We may also release your information when we believe release is appropriate to comply with the law, enforce our site policies, or protect ours or others rights, property, or safety. However, non-personally identifiable visitor information may be provided to other parties for marketing, advertising, or other uses.\r\n<h4>Third Party Links</h4>\r\nOccasionally, at our discretion, we may include or offer third party products or services on our website. These third party sites have separate and independent privacy policies. We therefore have no responsibility or liability for the content and activities of these linked sites. Nonetheless, we seek to protect the integrity of our site and welcome any feedback about these sites.\r\n<h4>California Online Privacy Protection Act</h4>\r\nBecause we value your privacy we have taken the necessary precautions to be in compliance with the California Online Privacy Protection Act. We therefore will not distribute your personal information to outside parties without your consent.\r\n<h4>Childrens Online Privacy Protection Act</h4>\r\nWe are in compliance with the requirements of COPPA (Childrens Online Privacy Protection Act), we do not collect any information from anyone under 13 years of age. Our website, products and services are all directed to people who are at least 13 years old or older.\r\n<h4>Online Privacy Policy Only</h4>\r\nThis online privacy policy applies only to information collected through our website and not to information collected offline.\r\n<h4>Your Consent</h4>\r\nBy using our site, you consent to our privacy policy.\r\n<h4>Changes To Our Privacy Policy</h4>\r\nIf we decide to change our privacy policy, we will post those changes on this page, and/or update the Privacy Policy modification date below. This policy was last modified on October 16th, 2017.\r\n<h2>Terms and Conditions</h2>\r\nThese ‘Terms Of Use’ set forth the terms and conditions that apply to your use of the LeadChangeGroup.com web site, or any web site owned by Lead Change Group that links to this page as well as any related products, services, websites or other information provided by Lead Change Group, also knows as the (‘Web Site’). By using the Web Site, other than to read this page for the first time, you agree to comply with all of the Terms of Use set forth herein. The right to use the Web Site is personal to you and is not transferable to any other person or entity.\r\n<h4>Copyrights And Trademarks</h4>\r\n<ol>\r\n 	<li>All materials contained on the Web Site are copyright © 2017 Lead Change Group. All rights reserved.</li>\r\n 	<li>No person is authorized to use, copy or distribute any portion the Web Site including related graphics.</li>\r\n 	<li>Lead Change Group and other trademarks and/or service marks (including logos and designs) found on the Web Site are trademarks/service marks that identify Lead Change Group and the goods and/or services provided by Lead Change Group. Such marks may not be used under any circumstances without the prior written authorization of Lead Change Group.</li>\r\n</ol>\r\n<h4>Links To Third-Party Web Sites</h4>\r\nThe web site may provide hyperlinks to third-party web sites as a convenience to users of the Web Site. Lead Change Group does not control third-party web sites and is not responsible for the contents of any linked-to, third-party web sites or any hyperlink in a linked-to web site. Lead Change Group does not endorse, recommend or approve any third-party web site hyper-linked from the Web Site. Lead Change Group will have no liability to any entity for the content or use of the content available through such hyperlink.\r\n<h4>No Representations Or Warranties</h4>\r\nThe information and materials on the Web Site may include technical inaccuracies or typographical errors. Changes are periodically made to the information contained herein. Lead Change Group makes no representations or warranties with respect to any information, materials, or graphics on the web site, all of which is provided on a strictly “AS-IS” basis, without warranty of any kind and hereby expressly disclaims all warranties with regard to any information, materials, or graphics on the web site, including all implied warranties of merchant-ability, fitness for a particular purpose and non-infringement.\r\n\r\nUnder no circumstances shall the site owner or publisher be liable under any theory of recovery, at law or in equity, for any damages, including without limitation, special, direct, incidental, consequential or punitive damages (including, but not limited to loss of use or lost profits), arising out of or in any manner connected with the use of information or services, or the failure to provide information or services, from the web site.\r\n<h4>Changes To These Terms Of Use</h4>\r\nLead Change Group reserves the right to change these terms of use at any time by posting new terms of use at this location. These Terms of Use were last updated August 01, 2016.\r\n<h4>Contacting Us</h4>\r\nIf there are any questions regarding this privacy policy or terms of use you may <a href=\"http://leadchangegroup.com/contact\">contact us</a> at any anytime.\r\n\r\n</div>', 'Privacy Policy and Terms of Use', '', 'publish', 'closed', 'closed', '', 'privacy-policy-terms', '', '', '2017-10-15 10:17:41', '2017-10-15 10:17:41', '', 0, 'https://lead-change.000webhostapp.com/?page_id=34584', 0, 'page', '', 0),
(34585, 1, '2017-10-14 20:40:00', '2017-10-14 20:40:00', '<h2 class=\"headline headline_area\">Privacy Policy</h2>\r\n<div class=\"post_content format_text\">\r\n<h4>Our Commitment To Protecting Your Privacy</h4>\r\nYour privacy is important to us. To better protect your privacy we provide this notice explaining our online information practices and the choices you can make about the way your information is collected and used. To make this notice easy to find, we make it available on our homepage and at every point where personally identifiable information may be requested.\r\n<h4>What Information Do We Collect?</h4>\r\n<ul>\r\n 	<li>We collect information from you when you register on our site, place an order, subscribe to our newsletter, respond to a survey or fill out a form.</li>\r\n 	<li>When ordering or registering on our site, as appropriate, you may be asked to enter your: name, e-mail address, mailing address, phone number or credit card information. You may, however, visit our site anonymously.</li>\r\n 	<li>Like most websites, we use cookies and/or web beacons to enhance your experience, gather general visitor information, and track visits to our website. Please refer to the ‘do we use cookies?’ section below for information about cookies and how we use them.</li>\r\n</ul>\r\n<h4>What Do We Use Your Information For?</h4>\r\nAny of the information we collect from you may be used in one of the following ways:\r\n<ul>\r\n 	<li>To personalize your experience.</li>\r\n 	<li>To improve our website.</li>\r\n 	<li>To improve customer service.</li>\r\n 	<li>To process transactions.</li>\r\n 	<li>To administer a contest, promotion, survey or other site feature</li>\r\n 	<li>To send periodic emails.</li>\r\n</ul>\r\nIf at any time you would like to unsubscribe from receiving future emails, we include detailed unsubscribe instructions at the bottom of each email).\r\n<h4>How Do We Protect Your Information?</h4>\r\nWe implement a variety of security measures to maintain the safety of your personal information when you place an order or access your personal information.\r\n<ul>\r\n 	<li>We offer the use of a secure server. All supplied sensitive/credit information is transmitted via Secure Socket Layer (SSL) technology and then encrypted into our Payment gateway providers database only to be accessible by those authorized with special access rights to such systems, and are required to keep the information confidential.</li>\r\n 	<li>After a transaction, your private information (credit cards, social security numbers, financials, etc.) will not be stored on our servers.</li>\r\n</ul>\r\n<h4>Do We Use Cookies?</h4>\r\n<ul>\r\n 	<li>Yes, cookies are small files that a site or its service provider transfers to your computers hard drive through your Web browser (if you allow) that enables the sites or service providers systems to recognize your browser and capture and remember certain information.</li>\r\n 	<li>We use cookies to help us remember and process the items in your shopping cart, understand and save your preferences for future visits, and keep track of advertisements and compile aggregate data about site traffic and site interaction so that we can offer better site experiences and tools in the future.</li>\r\n 	<li>We may contract with third-party service providers to assist us in better understanding our site visitors. These service providers are not permitted to use the information collected on our behalf except to help us conduct and improve our business.</li>\r\n</ul>\r\n<h4>Do We Disclose Information To Third Parties?</h4>\r\nWe do not sell, trade, or otherwise transfer to outside parties your personally identifiable information. This does not include trusted third parties who assist us in operating our website, conducting our business, or servicing you, so long as those parties agree to keep this information confidential. We may also release your information when we believe release is appropriate to comply with the law, enforce our site policies, or protect ours or others rights, property, or safety. However, non-personally identifiable visitor information may be provided to other parties for marketing, advertising, or other uses.\r\n<h4>Third Party Links</h4>\r\nOccasionally, at our discretion, we may include or offer third party products or services on our website. These third party sites have separate and independent privacy policies. We therefore have no responsibility or liability for the content and activities of these linked sites. Nonetheless, we seek to protect the integrity of our site and welcome any feedback about these sites.\r\n<h4>California Online Privacy Protection Act</h4>\r\nBecause we value your privacy we have taken the necessary precautions to be in compliance with the California Online Privacy Protection Act. We therefore will not distribute your personal information to outside parties without your consent.\r\n<h4>Childrens Online Privacy Protection Act</h4>\r\nWe are in compliance with the requirements of COPPA (Childrens Online Privacy Protection Act), we do not collect any information from anyone under 13 years of age. Our website, products and services are all directed to people who are at least 13 years old or older.\r\n<h4>Online Privacy Policy Only</h4>\r\nThis online privacy policy applies only to information collected through our website and not to information collected offline.\r\n<h4>Terms And Conditions</h4>\r\nPlease also visit our <a href=\"http://leadchangegroup.com/terms-of-use\">terms of use</a> section establishing the use, disclaimers, and limitations of liability governing the use of our website.\r\n<h4>Your Consent</h4>\r\nBy using our site, you consent to our privacy policy.\r\n<h4>Changes To Our Privacy Policy</h4>\r\nIf we decide to change our privacy policy, we will post those changes on this page, and/or update the Privacy Policy modification date below. This policy was last modified on March 01, 2013.\r\n<h4>Contacting Us</h4>\r\nIf there are any questions regarding this privacy policy you may <a href=\"http://leadchangegroup.com/contact\">contact us</a> at any anytime.\r\n\r\n</div>', 'Privacy Policy', '', 'inherit', 'closed', 'closed', '', '34584-revision-v1', '', '', '2017-10-14 20:40:00', '2017-10-14 20:40:00', '', 34584, 'https://lead-change.000webhostapp.com/2017/10/14/34584-revision-v1/', 0, 'revision', '', 0),
(34586, 1, '2017-10-14 20:43:35', '2017-10-14 20:43:35', '<h2>Reach New Audiences Through Targeted Sponsorship</h2>\r\nRanked by <a href=\"https://cmoe.com/top-shared-leadership-blogs/\">CMOE</a> as the 5th most socially-shared leadership blog on the web, Lead Change has been inspiring individuals to innovate and grow in their personal and professional leadership since 2009. We are passionate about connecting to audiences that can make a difference in their organizations across the world, while maintaining a legacy and reputation that draws tens of thousands of readers to our website each month. As a media destination for the best leadership content on the web, we are uniquely positioned to help your business or organization reach the right audiences.\r\n\r\nHelp propel your brand to the next level by connecting with our diverse and growing audiences of leaders and decision-makers.\r\n\r\nSponsorship can include the following, or other custom-developed opportunities:\r\n<ul>\r\n 	<li>Participation as a featured guest in a live webinar event marketed to our list of 8,000 corporate, government, and non-profit professionals who regularly attend <a href=\"http://www.weavinginfluence.com\">Weaving Influence</a> webinars.</li>\r\n 	<li>Prominently featured ads for your organization, services, and/or events.</li>\r\n 	<li>Features in the Lead Change email newsletter and digest.</li>\r\n 	<li>Weekly promotion of your organization, services, and/or events through Weaving Influence\r\nand Lead Change social media channels.</li>\r\n</ul>\r\nInterested in exploring sponsorship opportunities? Fill out our <a href=\"https://lead-change.000webhostapp.com/contact/\" target=\"_blank\" rel=\"noopener\">contact form</a> and we will be in touch soon.', 'Sponsorship Opportunities', '', 'publish', 'closed', 'closed', '', 'sponsorship-opportunities', '', '', '2017-10-16 16:38:47', '2017-10-16 16:38:47', '', 0, 'https://lead-change.000webhostapp.com/?page_id=34586', 0, 'page', '', 0),
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(34595, 399, '2017-10-16 16:38:40', '2017-10-16 16:38:40', '<h2>Reach New Audiences Through Targeted Sponsorship</h2>\nRanked by <a href=\"https://cmoe.com/top-shared-leadership-blogs/\">CMOE</a> as the 5th most socially-shared leadership blog on the web, Lead Change has been inspiring individuals to innovate and grow in their personal and professional leadership since 2009. We are passionate about connecting to audiences that can make a difference in their organizations across the world, while maintaining a legacy and reputation that draws tens of thousands of readers to our website each month. As a media destination for the best leadership content on the web, we are uniquely positioned to help your business or organization reach the right audiences.\n\nHelp propel your brand to the next level by connecting with our diverse and growing audiences of leaders and decision-makers.\n\nSponsorship can include the following, or other custom-developed opportunities:\n<ul>\n 	<li>Participation as a featured guest in a live webinar event marketed to our list of 8,000 corporate, government, and non-profit professionals who regularly attend <a href=\"http://www.weavinginfluence.com\">Weaving Influence</a> webinars.</li>\n 	<li>Prominently featured ads for your organization, services, and/or events.</li>\n 	<li>Features in the Lead Change email newsletter and digest.</li>\n 	<li>Weekly promotion of your organization, services, and/or events through Weaving Influence\nand Lead Change social media channels.</li>\n</ul>\nInterested in exploring sponsorship opportunities? Fill out our <a href=\"https://lead-change.000webhostapp.com/contact/\" target=\"_blank\" rel=\"noopener\">contact form</a> and we will be in touch soon.', 'Sponsorship Opportunities', '', 'inherit', 'closed', 'closed', '', '34586-autosave-v1', '', '', '2017-10-16 16:38:40', '2017-10-16 16:38:40', '', 34586, 'https://lead-change.000webhostapp.com/2017/10/15/34586-autosave-v1/', 0, 'revision', '', 0),
(34596, 399, '2017-10-15 10:06:52', '2017-10-15 10:06:52', 'Ranked by CMOE as the 5th most socially-shared Leadership blog on the web, Lead Change has\r\nbeen inspiring individuals to innovate and grow in their personal and professional leadership since\r\n2009. We are passionate about connecting to audiences that can make a difference in their\r\norganizations across the world, while maintaining a legacy and reputation that draws tens of\r\nthousands of readers to our website each month. As a media destination for the best leadership content on the web, we are uniquely positioned to help your business or organization reach the right audiences.\r\n\r\nHelp propel your brand to the next level by connecting with our diverse and growing audiences of\r\nleaders and decision-makers.\r\n\r\nSponsorship can include the following, or other custom-developed opportunities:\r\n\r\n• Participation as a featured guest in a live webinar event marketed to our list of 8,000 corporate, government, and non-profit professionals who regularly attend <a href=\"http://www.weavinginfluence.com\">Weaving Influence</a> webinars.\r\n• Prominently featured ads for your organization, services and/or events.\r\n• Feature in Lead Change email newsletter and digest.\r\n• Weekly promotion of your organization, services, and/or events through Weaving Influence\r\nand Lead Change social media channels.\r\n\r\nInterested in exploring sponsorship opportunities? Fill out our <a href=\"https://lead-change.000webhostapp.com/contact/\" target=\"_blank\" rel=\"noopener\">contact form</a> and we will be in touch soon.', 'Sponsorship Opportunities', '', 'inherit', 'closed', 'closed', '', '34586-revision-v1', '', '', '2017-10-15 10:06:52', '2017-10-15 10:06:52', '', 34586, 'https://lead-change.000webhostapp.com/2017/10/15/34586-revision-v1/', 0, 'revision', '', 0),
(34597, 399, '2017-10-15 10:15:28', '2017-10-15 10:15:28', '<h2 class=\"headline headline_area\">Privacy Policy</h2>\n<div class=\"post_content format_text\">\n<h4>Our Commitment To Protecting Your Privacy</h4>\nYour privacy is important to us. To better protect your privacy we provide this notice explaining our online information practices and the choices you can make about the way your information is collected and used. To make this notice easy to find, we make it available on our homepage and at every point where personally identifiable information may be requested.\n<h4>What Information Do We Collect?</h4>\n<ul>\n 	<li>We collect information from you when you register on our site, subscribe to our newsletter, respond to a survey or fill out a form.</li>\n 	<li>When ordering or registering on our site, as appropriate, you may be asked to enter your: name, e-mail address, mailing address, or phone number. You may, however, visit our site anonymously.</li>\n 	<li>Like most websites, we use cookies and/or web beacons to enhance your experience, gather general visitor information, and track visits to our website. Please refer to the ‘do we use cookies?’ section below for information about cookies and how we use them.</li>\n</ul>\n<h4>What Do We Use Your Information For?</h4>\nAny of the information we collect from you may be used in one of the following ways:\n<ul>\n 	<li>To personalize your experience.</li>\n 	<li>To improve our website.</li>\n 	<li>To improve customer service.</li>\n 	<li>To process transactions.</li>\n 	<li>To administer a contest, promotion, survey or other site feature</li>\n 	<li>To send periodic emails.</li>\n</ul>\nIf at any time you would like to unsubscribe from receiving future emails, we include detailed unsubscribe instructions at the bottom of each email).\n<h4>How Do We Protect Your Information?</h4>\nWe implement a variety of security measures to maintain the safety of your personal information when you place an order or access your personal information.\n<ul>\n 	<li>We offer the use of a secure server. All supplied information is transmitted via Secure Socket Layer (SSL) technology only to be accessible by those authorized with special access rights to such systems, and are required to keep the information confidential.</li>\n</ul>\n<h4>Do We Use Cookies?</h4>\n<ul>\n 	<li>Yes, cookies are small files that a site or its service provider transfers to your computers hard drive through your Web browser (if you allow) that enables the sites or service providers systems to recognize your browser and capture and remember certain information.</li>\n 	<li>We use cookies to help us remember and process the items in your shopping cart, understand and save your preferences for future visits, and keep track of advertisements and compile aggregate data about site traffic and site interaction so that we can offer better site experiences and tools in the future.</li>\n 	<li>We may contract with third-party service providers to assist us in better understanding our site visitors. These service providers are not permitted to use the information collected on our behalf except to help us conduct and improve our business.</li>\n</ul>\n<h4>Do We Disclose Information To Third Parties?</h4>\nWe do not sell, trade, or otherwise transfer to outside parties your personally identifiable information. This does not include trusted third parties who assist us in operating our website, conducting our business, or servicing you, so long as those parties agree to keep this information confidential. We may also release your information when we believe release is appropriate to comply with the law, enforce our site policies, or protect ours or others rights, property, or safety. However, non-personally identifiable visitor information may be provided to other parties for marketing, advertising, or other uses.\n<h4>Third Party Links</h4>\nOccasionally, at our discretion, we may include or offer third party products or services on our website. These third party sites have separate and independent privacy policies. We therefore have no responsibility or liability for the content and activities of these linked sites. Nonetheless, we seek to protect the integrity of our site and welcome any feedback about these sites.\n<h4>California Online Privacy Protection Act</h4>\nBecause we value your privacy we have taken the necessary precautions to be in compliance with the California Online Privacy Protection Act. We therefore will not distribute your personal information to outside parties without your consent.\n<h4>Childrens Online Privacy Protection Act</h4>\nWe are in compliance with the requirements of COPPA (Childrens Online Privacy Protection Act), we do not collect any information from anyone under 13 years of age. Our website, products and services are all directed to people who are at least 13 years old or older.\n<h4>Online Privacy Policy Only</h4>\nThis online privacy policy applies only to information collected through our website and not to information collected offline.\n<h4>Terms And Conditions</h4>\nPlease also visit our <a href=\"http://leadchangegroup.com/terms-of-use\">terms of use</a> section establishing the use, disclaimers, and limitations of liability governing the use of our website.\n<h4>Your Consent</h4>\nBy using our site, you consent to our privacy policy.\n<h4>Changes To Our Privacy Policy</h4>\nIf we decide to change our privacy policy, we will post those changes on this page, and/or update the Privacy Policy modification date below. This policy was last modified on October 16th, 2017.\n<h4>Contacting Us</h4>\nIf there are any questions regarding this privacy policy you may <a href=\"http://leadchangegroup.com/contact\">contact us</a> at any anytime.\n\n</div>', 'Privacy Policy and Terms of Use', '', 'inherit', 'closed', 'closed', '', '34584-autosave-v1', '', '', '2017-10-15 10:15:28', '2017-10-15 10:15:28', '', 34584, 'https://lead-change.000webhostapp.com/2017/10/15/34584-autosave-v1/', 0, 'revision', '', 0),
(34598, 399, '2017-10-15 10:16:41', '2017-10-15 10:16:41', '<h2 class=\"headline headline_area\">Privacy Policy</h2>\r\n<div class=\"post_content format_text\">\r\n<h4>Our Commitment To Protecting Your Privacy</h4>\r\nYour privacy is important to us. To better protect your privacy we provide this notice explaining our online information practices and the choices you can make about the way your information is collected and used. To make this notice easy to find, we make it available on our homepage and at every point where personally identifiable information may be requested.\r\n<h4>What Information Do We Collect?</h4>\r\n<ul>\r\n 	<li>We collect information from you when you register on our site, subscribe to our newsletter, respond to a survey or fill out a form.</li>\r\n 	<li>When ordering or registering on our site, as appropriate, you may be asked to enter your: name, e-mail address, mailing address, or phone number. You may, however, visit our site anonymously.</li>\r\n 	<li>Like most websites, we use cookies and/or web beacons to enhance your experience, gather general visitor information, and track visits to our website. Please refer to the ‘do we use cookies?’ section below for information about cookies and how we use them.</li>\r\n</ul>\r\n<h4>What Do We Use Your Information For?</h4>\r\nAny of the information we collect from you may be used in one of the following ways:\r\n<ul>\r\n 	<li>To personalize your experience.</li>\r\n 	<li>To improve our website.</li>\r\n 	<li>To improve customer service.</li>\r\n 	<li>To process transactions.</li>\r\n 	<li>To administer a contest, promotion, survey or other site feature</li>\r\n 	<li>To send periodic emails.</li>\r\n</ul>\r\nIf at any time you would like to unsubscribe from receiving future emails, we include detailed unsubscribe instructions at the bottom of each email).\r\n<h4>How Do We Protect Your Information?</h4>\r\nWe implement a variety of security measures to maintain the safety of your personal information when you place an order or access your personal information.\r\n<ul>\r\n 	<li>We offer the use of a secure server. All supplied information is transmitted via Secure Socket Layer (SSL) technology only to be accessible by those authorized with special access rights to such systems, and are required to keep the information confidential.</li>\r\n</ul>\r\n<h4>Do We Use Cookies?</h4>\r\n<ul>\r\n 	<li>Yes, cookies are small files that a site or its service provider transfers to your computers hard drive through your Web browser (if you allow) that enables the sites or service providers systems to recognize your browser and capture and remember certain information.</li>\r\n 	<li>We use cookies to help us remember and process the items in your shopping cart, understand and save your preferences for future visits, and keep track of advertisements and compile aggregate data about site traffic and site interaction so that we can offer better site experiences and tools in the future.</li>\r\n 	<li>We may contract with third-party service providers to assist us in better understanding our site visitors. These service providers are not permitted to use the information collected on our behalf except to help us conduct and improve our business.</li>\r\n</ul>\r\n<h4>Do We Disclose Information To Third Parties?</h4>\r\nWe do not sell, trade, or otherwise transfer to outside parties your personally identifiable information. This does not include trusted third parties who assist us in operating our website, conducting our business, or servicing you, so long as those parties agree to keep this information confidential. We may also release your information when we believe release is appropriate to comply with the law, enforce our site policies, or protect ours or others rights, property, or safety. However, non-personally identifiable visitor information may be provided to other parties for marketing, advertising, or other uses.\r\n<h4>Third Party Links</h4>\r\nOccasionally, at our discretion, we may include or offer third party products or services on our website. These third party sites have separate and independent privacy policies. We therefore have no responsibility or liability for the content and activities of these linked sites. Nonetheless, we seek to protect the integrity of our site and welcome any feedback about these sites.\r\n<h4>California Online Privacy Protection Act</h4>\r\nBecause we value your privacy we have taken the necessary precautions to be in compliance with the California Online Privacy Protection Act. We therefore will not distribute your personal information to outside parties without your consent.\r\n<h4>Childrens Online Privacy Protection Act</h4>\r\nWe are in compliance with the requirements of COPPA (Childrens Online Privacy Protection Act), we do not collect any information from anyone under 13 years of age. Our website, products and services are all directed to people who are at least 13 years old or older.\r\n<h4>Online Privacy Policy Only</h4>\r\nThis online privacy policy applies only to information collected through our website and not to information collected offline.\r\n<h4>Your Consent</h4>\r\nBy using our site, you consent to our privacy policy.\r\n<h4>Changes To Our Privacy Policy</h4>\r\nIf we decide to change our privacy policy, we will post those changes on this page, and/or update the Privacy Policy modification date below. This policy was last modified on October 16th, 2017.\r\n<h2><strong>Terms and Conditions </strong></h2>\r\nThese ‘Terms Of Use’ set forth the terms and conditions that apply to your use of the LeadChangeGroup.com web site, or any web site owned by Lead Change Group that links to this page as well as any related products, services, websites or other information provided by Lead Change Group, also knows as the (‘Web Site’). By using the Web Site, other than to read this page for the first time, you agree to comply with all of the Terms of Use set forth herein. The right to use the Web Site is personal to you and is not transferable to any other person or entity.\r\n<h4>Copyrights And Trademarks</h4>\r\n<ol>\r\n 	<li>All materials contained on the Web Site are copyright © 2017 Lead Change Group. All rights reserved.</li>\r\n 	<li>No person is authorized to use, copy or distribute any portion the Web Site including related graphics.</li>\r\n 	<li>Lead Change Group and other trademarks and/or service marks (including logos and designs) found on the Web Site are trademarks/service marks that identify Lead Change Group and the goods and/or services provided by Lead Change Group. Such marks may not be used under any circumstances without the prior written authorization of Lead Change Group.</li>\r\n</ol>\r\n<h4>Links To Third-Party Web Sites</h4>\r\nThe web site may provide hyperlinks to third-party web sites as a convenience to users of the Web Site. Lead Change Group does not control third-party web sites and is not responsible for the contents of any linked-to, third-party web sites or any hyperlink in a linked-to web site. Lead Change Group does not endorse, recommend or approve any third-party web site hyper-linked from the Web Site. Lead Change Group will have no liability to any entity for the content or use of the content available through such hyperlink.\r\n<h4>No Representations Or Warranties</h4>\r\nThe information and materials on the Web Site may include technical inaccuracies or typographical errors. Changes are periodically made to the information contained herein. Lead Change Group makes no representations or warranties with respect to any information, materials, or graphics on the web site, all of which is provided on a strictly “AS-IS” basis, without warranty of any kind and hereby expressly disclaims all warranties with regard to any information, materials, or graphics on the web site, including all implied warranties of merchant-ability, fitness for a particular purpose and non-infringement.\r\n\r\nUnder no circumstances shall the site owner or publisher be liable under any theory of recovery, at law or in equity, for any damages, including without limitation, special, direct, incidental, consequential or punitive damages (including, but not limited to loss of use or lost profits), arising out of or in any manner connected with the use of information or services, or the failure to provide information or services, from the web site.\r\n<h4>Changes To These Terms Of Use</h4>\r\nLead Change Group reserves the right to change these terms of use at any time by posting new terms of use at this location. These Terms of Use were last updated August 01, 2016.\r\n<h4>Contacting Us</h4>\r\nIf there are any questions regarding this privacy policy or terms of use you may <a href=\"http://leadchangegroup.com/contact\">contact us</a> at any anytime.\r\n\r\n</div>', 'Privacy Policy and Terms of Use', '', 'inherit', 'closed', 'closed', '', '34584-revision-v1', '', '', '2017-10-15 10:16:41', '2017-10-15 10:16:41', '', 34584, 'https://lead-change.000webhostapp.com/2017/10/15/34584-revision-v1/', 0, 'revision', '', 0);
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(34599, 399, '2017-10-15 10:17:41', '2017-10-15 10:17:41', '<h2 class=\"headline headline_area\">Privacy Policy</h2>\r\n<div class=\"post_content format_text\">\r\n<h4>Our Commitment To Protecting Your Privacy</h4>\r\nYour privacy is important to us. To better protect your privacy we provide this notice explaining our online information practices and the choices you can make about the way your information is collected and used. To make this notice easy to find, we make it available on our homepage and at every point where personally identifiable information may be requested.\r\n<h4>What Information Do We Collect?</h4>\r\n<ul>\r\n 	<li>We collect information from you when you register on our site, subscribe to our newsletter, respond to a survey or fill out a form.</li>\r\n 	<li>When ordering or registering on our site, as appropriate, you may be asked to enter your: name, e-mail address, mailing address, or phone number. You may, however, visit our site anonymously.</li>\r\n 	<li>Like most websites, we use cookies and/or web beacons to enhance your experience, gather general visitor information, and track visits to our website. Please refer to the ‘do we use cookies?’ section below for information about cookies and how we use them.</li>\r\n</ul>\r\n<h4>What Do We Use Your Information For?</h4>\r\nAny of the information we collect from you may be used in one of the following ways:\r\n<ul>\r\n 	<li>To personalize your experience.</li>\r\n 	<li>To improve our website.</li>\r\n 	<li>To improve customer service.</li>\r\n 	<li>To process transactions.</li>\r\n 	<li>To administer a contest, promotion, survey or other site feature</li>\r\n 	<li>To send periodic emails.</li>\r\n</ul>\r\nIf at any time you would like to unsubscribe from receiving future emails, we include detailed unsubscribe instructions at the bottom of each email).\r\n<h4>How Do We Protect Your Information?</h4>\r\nWe implement a variety of security measures to maintain the safety of your personal information when you place an order or access your personal information.\r\n<ul>\r\n 	<li>We offer the use of a secure server. All supplied information is transmitted via Secure Socket Layer (SSL) technology only to be accessible by those authorized with special access rights to such systems, and are required to keep the information confidential.</li>\r\n</ul>\r\n<h4>Do We Use Cookies?</h4>\r\n<ul>\r\n 	<li>Yes, cookies are small files that a site or its service provider transfers to your computers hard drive through your Web browser (if you allow) that enables the sites or service providers systems to recognize your browser and capture and remember certain information.</li>\r\n 	<li>We use cookies to help us remember and process the items in your shopping cart, understand and save your preferences for future visits, and keep track of advertisements and compile aggregate data about site traffic and site interaction so that we can offer better site experiences and tools in the future.</li>\r\n 	<li>We may contract with third-party service providers to assist us in better understanding our site visitors. These service providers are not permitted to use the information collected on our behalf except to help us conduct and improve our business.</li>\r\n</ul>\r\n<h4>Do We Disclose Information To Third Parties?</h4>\r\nWe do not sell, trade, or otherwise transfer to outside parties your personally identifiable information. This does not include trusted third parties who assist us in operating our website, conducting our business, or servicing you, so long as those parties agree to keep this information confidential. We may also release your information when we believe release is appropriate to comply with the law, enforce our site policies, or protect ours or others rights, property, or safety. However, non-personally identifiable visitor information may be provided to other parties for marketing, advertising, or other uses.\r\n<h4>Third Party Links</h4>\r\nOccasionally, at our discretion, we may include or offer third party products or services on our website. These third party sites have separate and independent privacy policies. We therefore have no responsibility or liability for the content and activities of these linked sites. Nonetheless, we seek to protect the integrity of our site and welcome any feedback about these sites.\r\n<h4>California Online Privacy Protection Act</h4>\r\nBecause we value your privacy we have taken the necessary precautions to be in compliance with the California Online Privacy Protection Act. We therefore will not distribute your personal information to outside parties without your consent.\r\n<h4>Childrens Online Privacy Protection Act</h4>\r\nWe are in compliance with the requirements of COPPA (Childrens Online Privacy Protection Act), we do not collect any information from anyone under 13 years of age. Our website, products and services are all directed to people who are at least 13 years old or older.\r\n<h4>Online Privacy Policy Only</h4>\r\nThis online privacy policy applies only to information collected through our website and not to information collected offline.\r\n<h4>Your Consent</h4>\r\nBy using our site, you consent to our privacy policy.\r\n<h4>Changes To Our Privacy Policy</h4>\r\nIf we decide to change our privacy policy, we will post those changes on this page, and/or update the Privacy Policy modification date below. This policy was last modified on October 16th, 2017.\r\n<h2>Terms and Conditions</h2>\r\nThese ‘Terms Of Use’ set forth the terms and conditions that apply to your use of the LeadChangeGroup.com web site, or any web site owned by Lead Change Group that links to this page as well as any related products, services, websites or other information provided by Lead Change Group, also knows as the (‘Web Site’). By using the Web Site, other than to read this page for the first time, you agree to comply with all of the Terms of Use set forth herein. The right to use the Web Site is personal to you and is not transferable to any other person or entity.\r\n<h4>Copyrights And Trademarks</h4>\r\n<ol>\r\n 	<li>All materials contained on the Web Site are copyright © 2017 Lead Change Group. All rights reserved.</li>\r\n 	<li>No person is authorized to use, copy or distribute any portion the Web Site including related graphics.</li>\r\n 	<li>Lead Change Group and other trademarks and/or service marks (including logos and designs) found on the Web Site are trademarks/service marks that identify Lead Change Group and the goods and/or services provided by Lead Change Group. Such marks may not be used under any circumstances without the prior written authorization of Lead Change Group.</li>\r\n</ol>\r\n<h4>Links To Third-Party Web Sites</h4>\r\nThe web site may provide hyperlinks to third-party web sites as a convenience to users of the Web Site. Lead Change Group does not control third-party web sites and is not responsible for the contents of any linked-to, third-party web sites or any hyperlink in a linked-to web site. Lead Change Group does not endorse, recommend or approve any third-party web site hyper-linked from the Web Site. Lead Change Group will have no liability to any entity for the content or use of the content available through such hyperlink.\r\n<h4>No Representations Or Warranties</h4>\r\nThe information and materials on the Web Site may include technical inaccuracies or typographical errors. Changes are periodically made to the information contained herein. Lead Change Group makes no representations or warranties with respect to any information, materials, or graphics on the web site, all of which is provided on a strictly “AS-IS” basis, without warranty of any kind and hereby expressly disclaims all warranties with regard to any information, materials, or graphics on the web site, including all implied warranties of merchant-ability, fitness for a particular purpose and non-infringement.\r\n\r\nUnder no circumstances shall the site owner or publisher be liable under any theory of recovery, at law or in equity, for any damages, including without limitation, special, direct, incidental, consequential or punitive damages (including, but not limited to loss of use or lost profits), arising out of or in any manner connected with the use of information or services, or the failure to provide information or services, from the web site.\r\n<h4>Changes To These Terms Of Use</h4>\r\nLead Change Group reserves the right to change these terms of use at any time by posting new terms of use at this location. These Terms of Use were last updated August 01, 2016.\r\n<h4>Contacting Us</h4>\r\nIf there are any questions regarding this privacy policy or terms of use you may <a href=\"http://leadchangegroup.com/contact\">contact us</a> at any anytime.\r\n\r\n</div>', 'Privacy Policy and Terms of Use', '', 'inherit', 'closed', 'closed', '', '34584-revision-v1', '', '', '2017-10-15 10:17:41', '2017-10-15 10:17:41', '', 34584, 'https://lead-change.000webhostapp.com/2017/10/15/34584-revision-v1/', 0, 'revision', '', 0),
(34600, 399, '2017-10-15 10:25:55', '2017-10-15 10:25:55', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\n\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on <a href=\"http://facebook.com/leadchangegroup\">Facebook</a>, <a href=\"http://twitter.com/leadchangegroup\">Twitter</a>, or <a href=\"http://www.linkedin.com/groups?gid=1875191\">LinkedIn</a> to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-autosave-v1', '', '', '2017-10-15 10:25:55', '2017-10-15 10:25:55', '', 4, 'https://lead-change.000webhostapp.com/2017/10/15/4-autosave-v1/', 0, 'revision', '', 0),
(34601, 399, '2017-10-15 10:28:32', '2017-10-15 10:28:32', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on <a href=\"http://facebook.com/leadchangegroup\">Facebook</a>, <a href=\"http://twitter.com/leadchangegroup\">Twitter</a>, or <a href=\"http://www.linkedin.com/groups?gid=1875191\">LinkedIn</a> to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-15 10:28:32', '2017-10-15 10:28:32', '', 4, 'https://lead-change.000webhostapp.com/2017/10/15/4-revision-v1/', 0, 'revision', '', 0),
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(34607, 399, '2017-10-15 10:34:14', '2017-10-15 10:34:14', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on <a href=\"http://facebook.com/leadchangegroup\">Facebook</a>, <a href=\"http://twitter.com/leadchangegroup\">Twitter</a>, or <a href=\"http://www.linkedin.com/groups?gid=1875191\">LinkedIn</a> to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-15 10:34:14', '2017-10-15 10:34:14', '', 4, 'https://lead-change.000webhostapp.com/2017/10/15/4-revision-v1/', 0, 'revision', '', 0),
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(34609, 399, '2017-10-15 10:36:44', '2017-10-15 10:36:44', 'Ranked by <a href=\"https://cmoe.com/top-shared-leadership-blogs/\">CMOE</a> as the 5th most socially-shared Leadership blog on the web, Lead Change has\r\nbeen inspiring individuals to innovate and grow in their personal and professional leadership since\r\n2009. We are passionate about connecting to audiences that can make a difference in their\r\norganizations across the world, while maintaining a legacy and reputation that draws tens of\r\nthousands of readers to our website each month. As a media destination for the best leadership content on the web, we are uniquely positioned to help your business or organization reach the right audiences.\r\n\r\nHelp propel your brand to the next level by connecting with our diverse and growing audiences of\r\nleaders and decision-makers.\r\n\r\nSponsorship can include the following, or other custom-developed opportunities:\r\n\r\n• Participation as a featured guest in a live webinar event marketed to our list of 8,000 corporate, government, and non-profit professionals who regularly attend <a href=\"http://www.weavinginfluence.com\">Weaving Influence</a> webinars.\r\n• Prominently featured ads for your organization, services and/or events.\r\n• Feature in Lead Change email newsletter and digest.\r\n• Weekly promotion of your organization, services, and/or events through Weaving Influence\r\nand Lead Change social media channels.\r\n\r\nInterested in exploring sponsorship opportunities? Fill out our <a href=\"https://lead-change.000webhostapp.com/contact/\" target=\"_blank\" rel=\"noopener\">contact form</a> and we will be in touch soon.', 'Sponsorship Opportunities', '', 'inherit', 'closed', 'closed', '', '34586-revision-v1', '', '', '2017-10-15 10:36:44', '2017-10-15 10:36:44', '', 34586, 'https://lead-change.000webhostapp.com/2017/10/15/34586-revision-v1/', 0, 'revision', '', 0),
(34610, 399, '2017-10-16 16:32:47', '2017-10-16 16:32:47', '<h1>Lead Change History</h1>\nMike Henry, Sr. founded the Lead Change Group in 2009 as a non-profit dedicated to instigating a leadership revolution. As of 2014 this virtual network has been a division of <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc.</a>, a boutique PR and digital firm for business and leadership authors, and CEO Becky Robinson. Weaving Influence continues to develop the Lead Change Group website as a powerful resource for leaders and leaders-in-training worldwide.\n\nDuring the creation of the Lead Change blog, a team of authors created two publications through the community they built over the years.\n\nThe first one was <a href=\"http://leadchangegroup.com/wp-content/downloads/aZDjr6UllJnCWroOo7wDvOH565uP8fkV.pdf?inf_contact_key=3dbced38a1670a13bf9af900151f4847\">The Lead Change Revolution</a>. A note from the authors: \"This contains our thoughts and reflections on LeaderPalooza and the challenge to take up the fight for character-based leadership. Our definitions are all slightly different; the goal is very complex. But we know bad, ego-centered leadership when we see it and we’re against it. We choose to instigate. This ebook encapsulates our thoughts on the LeadChange group, the LeaderPalooza un-conference, and the movement(s) we foresee. Everyone who was at the conference contributed.\"\n\nThe Second publication was the <a href=\"https://www.amazon.com/Character-Based-Leader-Instigating-Leadership-Revolution-ebook/dp/B008Z4HDPS/\">Character-Based Leader</a>. A note from the authors: \"A virtual community of 21 authors (all contributing authors to the Lead Change Group) came together to share their wisdom and perspectives regarding character-based leadership.\n\nIt’s like a leadership conference in book form! Come and \'hear\' what Mike Henry, S. Max Brown, Dan Rockwell, and many others have to say that will encourage you along your journey to becoming the character-based leader you want to be, no matter what your role in life.\n\nThis book is all about the Character-Based Leader and explores why character-based leadership is important, how you can lead from who you are (regardless of organizational position), and what character traits are crucial for a character-based leader to develop. It also looks at how communities can be built and what the future of character-based leadership looks like.\n\nEver since the Lead Change Group formed, we’ve had a passion for spreading the message of character-based leadership. Those in our community who had already published books encouraged the Lead Change community to put into print ideas that will help move this leadership revolution forward. So, starting in the summer of 2011, a book project (and, along with it, a project team) began to take shape, albeit in a non-traditional way.\nWe wrote this book to help further the discussion on how to become a character-based leader.\n\nHere’s the cool thing about this project: we did it 100% on a volunteer basis and completely virtually. It’s been a testament to the ability to get things done, even if there isn’t a formal titled “leader” in charge. To date, nearly three dozen people have contributed in some way — as authors of a book chapter, project managers, editors, and researchers. It’s been fascinating to see a tangible product come to fruition, with people we haven’t met face-to-face, and with whom we have only the thread of character-based leadership binding us together.\"\n\nWhile the Lead Change blog has morphed many times over the years, we believe that adaptation proves leadership and development will always be moving forward. We are excited you are here and invite you to explore the new Lead Change.\n\n<strong>Want to learn more? <a href=\"http://leadchangegroup.com/wp-content/downloads/aZDjr6UllJnCWroOo7wDvOH565uP8fkV.pdf?inf_contact_key=3dbced38a1670a13bf9af900151f4847\">Download</a> the free Lead Change E-Book, The Lead Change Revolution: Instigating a Global Movement for Character-Based Leadership! </strong>', 'Lead Change History', '', 'inherit', 'closed', 'closed', '', '34562-autosave-v1', '', '', '2017-10-16 16:32:47', '2017-10-16 16:32:47', '', 34562, 'https://lead-change.000webhostapp.com/2017/10/15/34562-autosave-v1/', 0, 'revision', '', 0),
(34611, 399, '2017-10-15 10:39:50', '2017-10-15 10:39:50', '<h1>Lead Change History</h1>\r\nMike Henry, Sr. founded the Lead Change Group in 2009 as a non-profit dedicated to instigating a leadership revolution. As of 2014 this virtual network has been a division of <a href=\"http://www.weavinginfluence.com\">Weaving Influence Inc.</a>, a boutique PR and digital firm for business and leadership authors, and CEO Becky Robinson. Weaving Influence continues to develop the Lead Change Group website as a powerful resource for leaders and leaders-in-training worldwide.\r\n\r\nDuring the creation of the Lead Change blog, a team of authors created two publications through the community they built over the years.\r\n\r\nThe first one was The Lead Change Revolution. A note from the authors: \"This contains our thoughts and reflections on LeaderPalooza and the challenge to take up the fight for character-based leadership. Our definitions are all slightly different; the goal is very complex. But we know bad, ego-centered leadership when we see it and we’re against it. We choose to instigate. This ebook encapsulates our thoughts on the LeadChange group, the LeaderPalooza un-conference, and the movement(s) we foresee. Everyone who was at the conference contributed.\"\r\n\r\nThe Second publication was the <a href=\"https://www.amazon.com/Character-Based-Leader-Instigating-Leadership-Revolution-ebook/dp/B008Z4HDPS/\">Character-Based Leader</a>. A note from the authors:\r\n\"A virtual community of 21 authors (all contributing authors to the Lead Change Group) came together to share their wisdom and perspectives regarding character-based leadership.\r\n\r\nIt’s like a leadership conference in book form! Come and “hear” what Mike Henry, S. Max Brown, Dan Rockwell, and many others have to say that will encourage you along your journey to becoming the character-based leader you want to be, no matter what your role in life.\r\n\r\nThis book is all about the Character-Based Leader and explores why character-based leadership is important, how you can lead from who you are (regardless of organizational position), and what character traits are crucial for a character-based leader to develop. It also looks at how communities can be built and what the future of character-based leadership looks like.\r\n\r\nEver since the Lead Change Group formed, we’ve had a passion for spreading the message of character-based leadership. Those in our community who had already published books encouraged the Lead Change community to put into print ideas that will help move this leadership revolution forward. So, starting in the summer of 2011, a book project (and, along with it, a project team) began to take shape, albeit in a non-traditional way.\r\nWe wrote this book to help further the discussion on how to become a character-based leader.\r\n\r\nHere’s the cool thing about this project: we did it 100% on a volunteer basis and completely virtually. It’s been a testament to the ability to get things done, even if there isn’t a formal titled “leader” in charge. To date, nearly three dozen people have contributed in some way — as authors of a book chapter, project managers, editors, and researchers. It’s been fascinating to see a tangible product come to fruition, with people we haven’t met face-to-face, and with whom we have only the thread of character-based leadership binding us together.\"\r\n\r\nWhile the Lead Change blog has morphed many times over the years, we believe that adaptation proves leadership and development will always be moving forward. We are excited you are here and invite you to explore the new Lead Change.', 'Lead Change History', '', 'inherit', 'closed', 'closed', '', '34562-revision-v1', '', '', '2017-10-15 10:39:50', '2017-10-15 10:39:50', '', 34562, 'https://lead-change.000webhostapp.com/2017/10/15/34562-revision-v1/', 0, 'revision', '', 0),
(34612, 399, '2017-10-15 10:51:25', '2017-10-15 10:51:25', '<h2>Reach New Audiences Through Targeted Sponsorship</h2>\r\nRanked by <a href=\"https://cmoe.com/top-shared-leadership-blogs/\">CMOE</a> as the 5th most socially-shared Leadership blog on the web, Lead Change has\r\n\r\nbeen inspiring individuals to innovate and grow in their personal and professional leadership since\r\n2009. We are passionate about connecting to audiences that can make a difference in their\r\norganizations across the world, while maintaining a legacy and reputation that draws tens of\r\nthousands of readers to our website each month. As a media destination for the best leadership content on the web, we are uniquely positioned to help your business or organization reach the right audiences.\r\n\r\nHelp propel your brand to the next level by connecting with our diverse and growing audiences of\r\nleaders and decision-makers.\r\n\r\nSponsorship can include the following, or other custom-developed opportunities:\r\n<ul>\r\n 	<li>Participation as a featured guest in a live webinar event marketed to our list of 8,000 corporate, government, and non-profit professionals who regularly attend <a href=\"http://www.weavinginfluence.com\">Weaving Influence</a> webinars.</li>\r\n 	<li>Prominently featured ads for your organization, services and/or events.</li>\r\n 	<li>Feature in Lead Change email newsletter and digest.</li>\r\n 	<li>Weekly promotion of your organization, services, and/or events through Weaving Influence\r\nand Lead Change social media channels.</li>\r\n</ul>\r\nInterested in exploring sponsorship opportunities? Fill out our <a href=\"https://lead-change.000webhostapp.com/contact/\" target=\"_blank\" rel=\"noopener\">contact form</a> and we will be in touch soon.', 'Sponsorship Opportunities', '', 'inherit', 'closed', 'closed', '', '34586-revision-v1', '', '', '2017-10-15 10:51:25', '2017-10-15 10:51:25', '', 34586, 'https://lead-change.000webhostapp.com/2017/10/15/34586-revision-v1/', 0, 'revision', '', 0),
(34613, 399, '2017-10-15 10:52:12', '2017-10-15 10:52:12', '<h2>Reach New Audiences Through Targeted Sponsorship</h2>\r\nRanked by <a href=\"https://cmoe.com/top-shared-leadership-blogs/\">CMOE</a> as the 5th most socially-shared Leadership blog on the web, Lead Change has been inspiring individuals to innovate and grow in their personal and professional leadership since 2009. We are passionate about connecting to audiences that can make a difference in their organizations across the world, while maintaining a legacy and reputation that draws tens of thousands of readers to our website each month. As a media destination for the best leadership content on the web, we are uniquely positioned to help your business or organization reach the right audiences.\r\n\r\nHelp propel your brand to the next level by connecting with our diverse and growing audiences of\r\nleaders and decision-makers.\r\n\r\nSponsorship can include the following, or other custom-developed opportunities:\r\n<ul>\r\n 	<li>Participation as a featured guest in a live webinar event marketed to our list of 8,000 corporate, government, and non-profit professionals who regularly attend <a href=\"http://www.weavinginfluence.com\">Weaving Influence</a> webinars.</li>\r\n 	<li>Prominently featured ads for your organization, services and/or events.</li>\r\n 	<li>Feature in Lead Change email newsletter and digest.</li>\r\n 	<li>Weekly promotion of your organization, services, and/or events through Weaving Influence\r\nand Lead Change social media channels.</li>\r\n</ul>\r\nInterested in exploring sponsorship opportunities? Fill out our <a href=\"https://lead-change.000webhostapp.com/contact/\" target=\"_blank\" rel=\"noopener\">contact form</a> and we will be in touch soon.', 'Sponsorship Opportunities', '', 'inherit', 'closed', 'closed', '', '34586-revision-v1', '', '', '2017-10-15 10:52:12', '2017-10-15 10:52:12', '', 34586, 'https://lead-change.000webhostapp.com/2017/10/15/34586-revision-v1/', 0, 'revision', '', 0),
(34614, 399, '2017-10-15 10:52:28', '2017-10-15 10:52:28', '<h2>Reach New Audiences Through Targeted Sponsorship</h2>\r\nRanked by <a href=\"https://cmoe.com/top-shared-leadership-blogs/\">CMOE</a> as the 5th most socially-shared Leadership blog on the web, Lead Change has been inspiring individuals to innovate and grow in their personal and professional leadership since 2009. We are passionate about connecting to audiences that can make a difference in their organizations across the world, while maintaining a legacy and reputation that draws tens of thousands of readers to our website each month. As a media destination for the best leadership content on the web, we are uniquely positioned to help your business or organization reach the right audiences.\r\n\r\nHelp propel your brand to the next level by connecting with our diverse and growing audiences of leaders and decision-makers.\r\n\r\nSponsorship can include the following, or other custom-developed opportunities:\r\n<ul>\r\n 	<li>Participation as a featured guest in a live webinar event marketed to our list of 8,000 corporate, government, and non-profit professionals who regularly attend <a href=\"http://www.weavinginfluence.com\">Weaving Influence</a> webinars.</li>\r\n 	<li>Prominently featured ads for your organization, services and/or events.</li>\r\n 	<li>Feature in Lead Change email newsletter and digest.</li>\r\n 	<li>Weekly promotion of your organization, services, and/or events through Weaving Influence\r\nand Lead Change social media channels.</li>\r\n</ul>\r\nInterested in exploring sponsorship opportunities? Fill out our <a href=\"https://lead-change.000webhostapp.com/contact/\" target=\"_blank\" rel=\"noopener\">contact form</a> and we will be in touch soon.', 'Sponsorship Opportunities', '', 'inherit', 'closed', 'closed', '', '34586-revision-v1', '', '', '2017-10-15 10:52:28', '2017-10-15 10:52:28', '', 34586, 'https://lead-change.000webhostapp.com/2017/10/15/34586-revision-v1/', 0, 'revision', '', 0),
(34615, 399, '2017-10-15 10:52:55', '2017-10-15 10:52:55', '<h2>Reach New Audiences Through Targeted Sponsorship</h2>\r\nRanked by <a href=\"https://cmoe.com/top-shared-leadership-blogs/\">CMOE</a> as the 5th most socially-shared Leadership blog on the web, Lead Change has been inspiring individuals to innovate and grow in their personal and professional leadership since 2009. We are passionate about connecting to audiences that can make a difference in their organizations across the world, while maintaining a legacy and reputation that draws tens of thousands of readers to our website each month. As a media destination for the best leadership content on the web, we are uniquely positioned to help your business or organization reach the right audiences.\r\n\r\nHelp propel your brand to the next level by connecting with our diverse and growing audiences of leaders and decision-makers.\r\n\r\nSponsorship can include the following, or other custom-developed opportunities:\r\n<ul>\r\n 	<li>Participation as a featured guest in a live webinar event marketed to our list of 8,000 corporate, government, and non-profit professionals who regularly attend <a href=\"http://www.weavinginfluence.com\">Weaving Influence</a> webinars.</li>\r\n 	<li>Prominently featured ads for your organization, services, and/or events.</li>\r\n 	<li>Feature in Lead Change email newsletter and digest.</li>\r\n 	<li>Weekly promotion of your organization, services, and/or events through Weaving Influence\r\nand Lead Change social media channels.</li>\r\n</ul>\r\nInterested in exploring sponsorship opportunities? Fill out our <a href=\"https://lead-change.000webhostapp.com/contact/\" target=\"_blank\" rel=\"noopener\">contact form</a> and we will be in touch soon.', 'Sponsorship Opportunities', '', 'inherit', 'closed', 'closed', '', '34586-revision-v1', '', '', '2017-10-15 10:52:55', '2017-10-15 10:52:55', '', 34586, 'https://lead-change.000webhostapp.com/2017/10/15/34586-revision-v1/', 0, 'revision', '', 0),
(34617, 399, '2017-10-16 16:31:16', '2017-10-16 16:31:16', '<h3>Lead Change History:</h3>\n<a href=\"https://lead-change.000webhostapp.com/lead-change-history/\">Learn the story</a> behind the movement.\n<h3>Our Contributors:</h3>\nLead Change <a href=\"https://lead-change.000webhostapp.com/contributors/\">contributors</a> are CEOs, authors, consultants, small business owners, and employees that share a passion for leadership.\n<h3>All Other Inquiries:</h3>\nEmail our community manager, Ellen Snyder <a href=\"mailto:ellen@weavinginfluence.com\">ellen@weavinginfluence.com</a>.', 'Contact', '', 'inherit', 'closed', 'closed', '', '8-autosave-v1', '', '', '2017-10-16 16:31:16', '2017-10-16 16:31:16', '', 8, 'https://lead-change.000webhostapp.com/2017/10/15/8-autosave-v1/', 0, 'revision', '', 0),
(34618, 399, '2017-10-15 11:03:55', '2017-10-15 11:03:55', '<h3>Lead Change History:</h3>\r\n<a href=\"https://lead-change.000webhostapp.com/lead-change-history/\">Learn the story</a> behind the movement. Hint: it all started with a book.\r\n<h3>Our Contributors:</h3>\r\nLead Change <a href=\"https://lead-change.000webhostapp.com/contributors/\">contributors</a> are CEOs, authors, consultants, small business owners, and employees that share a passion for leadership.\r\n<h3>All Other Inquiries:</h3>\r\nEmail our community manager, Ellen Snyder <a href=\"mailto:ellen@weavinginfluence.com\">ellen@weavinginfluence.com</a>.', 'Contact', '', 'inherit', 'closed', 'closed', '', '8-revision-v1', '', '', '2017-10-15 11:03:55', '2017-10-15 11:03:55', '', 8, 'https://lead-change.000webhostapp.com/2017/10/15/8-revision-v1/', 0, 'revision', '', 0),
(34619, 399, '2017-10-15 11:08:05', '2017-10-15 11:08:05', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on <a href=\"http://facebook.com/leadchangegroup\">Facebook</a>, <a href=\"http://twitter.com/leadchangegroup\">Twitter</a>, or <a href=\"http://www.linkedin.com/groups?gid=1875191\">LinkedIn</a> to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-15 11:08:05', '2017-10-15 11:08:05', '', 4, 'https://lead-change.000webhostapp.com/2017/10/15/4-revision-v1/', 0, 'revision', '', 0),
(34620, 399, '2017-10-15 17:49:35', '2017-10-15 17:49:35', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on <a href=\"http://facebook.com/leadchangegroup\">Facebook</a>, <a href=\"http://twitter.com/leadchangegroup\">Twitter</a>, or <a href=\"http://www.linkedin.com/groups?gid=1875191\">LinkedIn</a> to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-15 17:49:35', '2017-10-15 17:49:35', '', 4, 'https://lead-change.000webhostapp.com/2017/10/15/4-revision-v1/', 0, 'revision', '', 0),
(34621, 399, '2017-10-15 17:50:12', '2017-10-15 17:50:12', '<h3>Lead Change History:</h3>\r\n<a href=\"https://lead-change.000webhostapp.com/lead-change-history/\">Learn the story</a> behind the movement.\r\n<h3>Our Contributors:</h3>\r\nLead Change <a href=\"https://lead-change.000webhostapp.com/contributors/\">contributors</a> are CEOs, authors, consultants, small business owners, and employees that share a passion for leadership.\r\n<h3>All Other Inquiries:</h3>\r\nEmail our community manager, Ellen Snyder <a href=\"mailto:ellen@weavinginfluence.com\">ellen@weavinginfluence.com</a>.', 'Contact', '', 'inherit', 'closed', 'closed', '', '8-revision-v1', '', '', '2017-10-15 17:50:12', '2017-10-15 17:50:12', '', 8, 'https://lead-change.000webhostapp.com/2017/10/15/8-revision-v1/', 0, 'revision', '', 0),
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(34625, 1, '2017-10-15 22:25:36', '2017-10-15 22:25:36', '<img class=\"size-full wp-image-7134 alignleft\" src=\"http://leadchangegroup.com/wp-content/uploads/2012/08/LeadChange_Badge125x125.png\" alt=\"\" width=\"125\" height=\"125\" />\n\nIn this new SmartBlog Post, <a title=\"Chery Gegelman on Twitter\" href=\"http://twitter.com/GianaConsulting\">Chery Gegelman</a> references the Wile E. Coyote and The Road Runner to illustrate the benefits of instigating a leadership revolution in your organization.\n\n<em>\"<a href=\"http://blogs.sap.com/innovation/innovation/new-ceo-study-from-ibm-07272\">Many CEOs have identified creativity and innovation</a> as critically important to growing their organizations. My experiences have convinced me that most of what they are seeking is lying dormant in in the knowledge and experiences of their employees and customers, and that employees are longing for the opportunity to be included, involved and unleashed.\"  </em>\n\n...To Continue Reading Click <a title=\"A Leadership Revolution &amp; Why It Matters To You\" href=\"http://smartblogs.com/leadership/2012/08/16/a-leadership-revolution-matters/\">Here</a>.', 'Leaders:  Do you lead like a Road Runner or a Coyote?', '', 'inherit', 'closed', 'closed', '', '7133-revision-v1', '', '', '2017-10-15 22:25:36', '2017-10-15 22:25:36', '', 7133, 'https://lead-change.000webhostapp.com/2017/10/15/7133-revision-v1/', 0, 'revision', '', 0),
(34626, 1, '2017-10-15 22:26:59', '2017-10-15 22:26:59', 'Twice a month, <a href=\"http://leadchangegroup.com/\" target=\"_blank\">Lead Change Group </a>authors write a blog post on the <a href=\"http://smartblogs.com/leadership\"><em>SmartBlog on Leadership</em></a> site. This past Thursday, Jennifer Miller (<a title=\"Jessica\'s Twitter Profile\" href=\"http://twitter.com/jennifervmiller\">@JenniferVMiller</a>) took turn with a post called <a href=\"http://smartblogs.com/leadership/2012/05/17/how-to-get-your-team-to-speak-up/\" target=\"_blank\">How to Get Your Team to Speak Up</a><strong>. </strong>It’s based on her observation that many team leaders create a culture where saying “no” is unacceptable, thereby causing their team members to use the truth recklessly when they say “yes”. <a title=\"How to Get Your Team to Speak Up by Jennifer V. Miller\" href=\"http://smartblogs.com/leadership/2012/05/17/how-to-get-your-team-to-speak-up/\">Go on over, check it out and leave a comment</a>. Would love to hear from you!', 'Leadership and Speaking Up', '', 'inherit', 'closed', 'closed', '', '17948-revision-v1', '', '', '2017-10-15 22:26:59', '2017-10-15 22:26:59', '', 17948, 'https://lead-change.000webhostapp.com/2017/10/15/17948-revision-v1/', 0, 'revision', '', 0),
(34627, 1, '2017-10-15 22:27:04', '2017-10-15 22:27:04', 'At the first of every month, Dan McCarthy, of <a title=\"Great Leadership by Dan\" href=\"http://www.greatleadershipbydan.com/\">Great Leadership blog</a> hosts the Leadership Development Carnival.  The carnival is a roundup of recent posts on Leadership Development and Dan\'s been doing this kind of thing as long as I can remember.  Check out <a title=\"May 2012 Leadership Development Carnival\" href=\"http://www.greatleadershipbydan.com/2012/05/may-2012-leadership-development.html\">this month\'s carnival</a> for some great reading from over 25 great leadership bloggers.', 'May Leadership Development Carnival', '', 'inherit', 'closed', 'closed', '', '17936-revision-v1', '', '', '2017-10-15 22:27:04', '2017-10-15 22:27:04', '', 17936, 'https://lead-change.000webhostapp.com/2017/10/15/17936-revision-v1/', 0, 'revision', '', 0),
(34628, 1, '2017-10-15 22:30:29', '2017-10-15 22:30:29', 'Do you help people reach for their dreams?  Have you ever considered that is a job for leaders?  Becky Robinson posted on S<a href=\"http://smartblogs.com/leadership/2012/05/03/leaders-shouldnt-ignore-their-employees-dreams/\">martblog on Leadership</a> last week about the power of our team members\' dreams, not as a motivational \"tool\" but rather as the high calling of a leader.  The greatest work of a leader is to enable people to reach their own dreams by working to reach organizational goals and objectives.  Think about it.  And check out Becky\'s post: <a title=\"Leaders Shouldn\'t Ignore Their Employees Dreams\" href=\"http://smartblogs.com/leadership/2012/05/03/leaders-shouldnt-ignore-their-employees-dreams/\">Leaders Shouldn\'t Ignore Their Employees\' Dreams.</a>', 'Leaders Deal In Dreams', '', 'inherit', 'closed', 'closed', '', '17937-revision-v1', '', '', '2017-10-15 22:30:29', '2017-10-15 22:30:29', '', 17937, 'https://lead-change.000webhostapp.com/2017/10/15/17937-revision-v1/', 0, 'revision', '', 0),
(34629, 1, '2017-10-15 22:30:37', '2017-10-15 22:30:37', 'Kevin Eikenberry (<a title=\"\" href=\"http://twitter.com/kevineikenberry\" target=\"_blank\">@KevinEikenberry</a>, <a title=\"\" href=\"http://kevineikenberry.com\" target=\"_blank\">Web</a>) posted a creative, objective and thoughtful post over on Smartblog on Leadership today entitled <a title=\"\" href=\"http://smartblogs.com/leadership/2011/08/02/7-ways-leaders-affect-trainings-return-on-investment/\" target=\"_blank\">7 Ways Leaders Affect Training\'s Return on Investment</a>.  Kevin introduces the idea that there are four groups of people responsible for the success of any training and he refers to these as the legs of a chair.  Spoiler alert, one of the legs is you.  He then goes on to list the 7 ways leaders can improve the effectiveness of of the training.  Go over to Smartblog on Leadership and check it out!', 'Leaders Affect Training ROI', '', 'inherit', 'closed', 'closed', '', '5372-revision-v1', '', '', '2017-10-15 22:30:37', '2017-10-15 22:30:37', '', 5372, 'https://lead-change.000webhostapp.com/2017/10/15/5372-revision-v1/', 0, 'revision', '', 0),
(34630, 1, '2017-10-15 22:30:44', '2017-10-15 22:30:44', 'Susan Mazza (<a href=\"http://twitter.com/susanmazza\">@SusanMazza</a>) shared a post titled Every Job is a Leadership Position over on <a href=\"http://randomactsofleadership.com\">Random Acts of Leadership</a> a few days ago.  She expounds on some terms we use here quite a bit related to the difference between positional leadership and character-based leadership.  Positional leadership is influence or authority having a title.  But you can be a person of influence regardless of your position.  The latter is called a character-based leader.  Susan makes a compelling argument for the need for more leaders by playing a bit with the parallel between a job and a position.\n<blockquote>If you want to cause change where you work and where you live try taking on the perspective that leading and leading change for the sake of the future you say you want is up to you.</blockquote>\nDon\'t just take my word for it.  Go check it out.  And leave Susan a comment and let her know what you think!', 'Every Job is a Leadership Position', '', 'inherit', 'closed', 'closed', '', '5330-revision-v1', '', '', '2017-10-15 22:30:44', '2017-10-15 22:30:44', '', 5330, 'https://lead-change.000webhostapp.com/2017/10/15/5330-revision-v1/', 0, 'revision', '', 0);
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(34631, 1, '2017-10-15 22:30:51', '2017-10-15 22:30:51', 'Recently, I was working through an issue with another person. They were distressed over the results of a process that affects both of us. I helped to create the process. I have authority to change the process if necessary. And I have knowledge of the system to troubleshoot and fix a fair number of problems.\n\nAs we were discussing the issue, they kept talking about their concern without giving me the details I needed to fix it for them. Since I was trying to fix the problem, I started to get a bit frustrated.\n\nThey talked.\n\nI grew frustrated.\n\nThey talked some more.\n\nI grew more frustrated.\n\nThe cycle continued until I said: “I get that you are concerned. I totally understand that you have a concern. Is it okay if we discuss how to solve the problem so that your concern can get resolved?”\n\nThey immediately said, “Yes, that would be great.” Their emotional level decreased. They focused on giving me the information I needed to fix the problem for them. And we had the situation resolved in less than 5 minutes from that point forward.\n\nThe other person is not a bad, difficult person. They are committed to their work. They want to do a good job, and they had a genuine concern. Because they had a concern, they became emotionally invested in the situation, and their emotional investment became a barrier to our communication. They <em>needed</em> me to understand that they had a concern.\n\nUntil I acknowledged their concern, they <em>could not see past it</em> to help me solve the problem. Their need to be heard and understood outweighed their ability to focus on the details of the problem.\n\nThe learning lesson in this is pretty simple:\n<blockquote>When you engage in a tense or emotionally charged conversation with another person, hearing, understanding, and acknowledging their emotion about the situation often creates the right environment for moving on to joint problem solving.</blockquote>\nThe converse is also often true. Failure to hear, understand, and acknowledge their emotion can create an insurmountable barrier to effective communication and joint problem solving.\n\n<em>This post was originally presented on <a href=\"http://recoveringengineer.com/resolving-conflict/effective-communication-skills-acknowledge-emotions-before-solving-problems/\">Guy\'s blog</a>.  You can read more of his work on his blog, <a href=\"http://recoveringengineer.com/\">Recovering Engineer</a> or his author page.</em>\n<p style=\"font-size: 9px;\">Photo by <a href=\"http://www.flickr.com/photos/joeshlabotnik/3342877736/\"><em><span style=\"color: #1220e3;\">Joe Shlabotnik</span></em></a>.</p>\n<!--more--><!-- BlogGlue Cache: Yes -->', 'Effective Communication Skills: Acknowledge Emotions Before Solving Problems', '', 'inherit', 'closed', 'closed', '', '5241-revision-v1', '', '', '2017-10-15 22:30:51', '2017-10-15 22:30:51', '', 5241, 'https://lead-change.000webhostapp.com/2017/10/15/5241-revision-v1/', 0, 'revision', '', 0),
(34632, 1, '2017-10-15 22:30:58', '2017-10-15 22:30:58', '\nToday, <a title=\"Smartblog on Leadership\" href=\"http://smartblogs.com/leadership/\" target=\"_blank\">Smartblog on Leadership</a> published the second post of a new relationship for Lead Change.  Twice a month, a contributing author from Lead Change will write original content for the Smartbrief folks.  The <a title=\"Leadership Reality Check: 5 Ways To Tell If You\'re Really In Touch\" href=\"http://smartblogs.com/leadership/2011/05/10/leadership-reality-check-5-ways-to-tell-if-youre-really-in-touch/\" target=\"_blank\">first post</a>, by Jennifer Miller described some ways a leader can tell if they\'re in touch with their team.</p>\n<p>The post today is about how free markets make ideas central to leadership.  We used to just line up with whatever org chart we joined.  If you went to work for IBM, you lined up with the IBM org chart.  You followed the people above you on the org chart and they followed the people above them.  The people \"below\" you were expected to follow you; to do what they were told to do.</p>\n<p>Over time, people desire more autonomy.  They want to choose the path to their future, and their future may not lay along the path being navigated by your org chart.  So I make an analogy to streets and highways to talk about the types of ideas and how people actually choose to \"follow\" ideas as paths to their future like streets.  We all know the value of planning our path.  People now are choosing to purchase from and work for organizations who\'s ideas will help us get where we want to go.  Check out the post here and let me and the SmartBrief folks know what you think.</p>\n<p><a href=\"http://www.smartbrief.com/index.jsp\">SmartBrief</a> is a daily newsletter service that pulls together the best articles on a number of topics like Leadership, Small Business, Workforce, even Social Media.  They\'ve featured a number of Lead Change articles an several by other great leadership names and friends of the group.  If you haven\'t subscribed, please go here and check it out.', 'Lead Change Authors on Smartblog Leadership', '', 'inherit', 'closed', 'closed', '', '5051-revision-v1', '', '', '2017-10-15 22:30:58', '2017-10-15 22:30:58', '', 5051, 'https://lead-change.000webhostapp.com/2017/10/15/5051-revision-v1/', 0, 'revision', '', 0),
(34633, 1, '2017-10-15 22:31:25', '2017-10-15 22:31:25', '<em>This post originally appeared on <a href=\"http://people-equation.com/\" target=\"_blank\">The People Equation</a> and is reprinted here as part of the Lead Change Best of Blogs series.</em>\n\nHave you ever led a high-visibility project that has crashed and burned? I have and it taught me a powerful leadership lesson. Read on . . .\n\n<strong>The Back Story</strong>\n\nMany years ago, shortly after I joined a Fortune 500 company, I was assigned to manage a project called the “Institute”. The Institute was an annual, week-long conference that the company offered to the sales force of its distribution channel. Planning the Institute was an intensive, 10-month project. In addition to coordinating the week’s curriculum with 7 product managers, the project also required full conference logistics planning (meals, facility tours, lodging, etc.) on the part of the Project Manager. It was a huge undertaking.\n\n<strong>Lessons Learned— the Hard Way</strong>\n\nSo, why did the project go so badly? In a word: expectations. I didn’t fully understand the expectations of my customers (the conference participants), and as a result, there were some very angry, disappointed (and vocal!) people in attendance. It was a nightmarish week as I struggled mightily to appease demanding customers and keep the conference logistics on track.  Not everything was a train wreck, but the aspects deemed “unacceptable” by many of the group were enough to cast a negative vibe on the entire conference. At the end of working an 80-hour week, I drove home, exhausted and demoralized. I wondered what the following Monday would bring . . . reprimands from my boss? A demotion?\n\nAstonishingly, my boss did not reprimand me.  She had managed a few Institutes herself and was therefore able to take the incident in stride. So, I took inventory of the very difficult lessons learned and then did my best to put the assignment in the past.  I also breathed a sigh of relief—the Institute project was a grueling assignment, and therefore it was rotated amongst the four Project Managers on my team. It would be someone <em>else’s</em> problem next time around.\n\n<strong>A Second Chance</strong>\n\n<em>Fast forward two months. . .  </em>\n\nIt’s time to start planning for the next Institute and the team is discussing who will be the project lead.  My boss Mary tells me I will be the project lead for the next Institute. <em>Wait— no! That’s not how it’s supposed to work.</em> I’m panicked.\n\nIn private, I pleaded with Mary to assign someone else to the project. I told her I didn’t have it in me to endure the intensity of that project for a second time in a row. Mary looked me straight in the eye and said, “Jennifer, you need to manage this project again, because you need to prove to yourself that you can do it—and do it amazingly well. I know that the next Institute that you manage is going to be a success.”\n\nAt the time, being told I had to manage the Institute for a second time in a row seemed like a huge punishment. In retrospect, I now see if for what it truly was: a gift. It was a chance to redeem myself. Mary gave me the opportunity to prove to myself that I had what it took to manage a complex, demanding project. And, I’m proud to say that seven months later, I hosted a highly successful, well-attended Institute. It wasn’t easy getting to that point, but without Mary’s decisive leadership action, I wouldn’t even have had the chance to do so.\n\n<strong>A Leader’s Choice</strong>\n\nWhen projects go awry on a team, a leader has several choices: coach, reprimand, or remove. In my case, it would have been easy for Mary to “remove” me by assigning the Institute project to someone else. After all, that was the standard procedure and I was clearly not interested in jumping in again. However, Mary knew that if I didn’t get “back on that horse” immediately, I would forever doubt my ability to handle such a large scale project.\n\nHow leaders respond to mistakes or failures on their team shapes the way team members will respond to challenges. Team members who know that there will be “hell to pay” if something goes wrong will play it safe. I was trying to “play it safe” by not managing the Institute again. Luckily for me, Mary didn’t buy into that mindset. Mistakes happen and savvy leaders know that in order to get the best out of their people they need to create a culture that allows a bit of room for the occasional slip-up.\n\nA little bit of redemption goes a long way.', 'Redemption', '', 'inherit', 'closed', 'closed', '', '4710-revision-v1', '', '', '2017-10-15 22:31:25', '2017-10-15 22:31:25', '', 4710, 'https://lead-change.000webhostapp.com/2017/10/15/4710-revision-v1/', 0, 'revision', '', 0),
(34634, 1, '2017-10-15 22:31:31', '2017-10-15 22:31:31', '<em>A LeadChange \"Best of Blogs\" post, originally shared on <a href=\"http://knowledgebishop.com\">KnowledgeBishop.com</a></em>\n\nA woman and her small boy are walking down a cobblestone path in the sweltering summer sun. As they round the bend, they come upon three men on their knees, each with a brick in one hand and a trowel in the other. \"<em>Mama, what are they doing?</em>\" asks the boy. \"<em>Why don\'t you ask them, darling?</em>\" she answers. Gingerly, the boy poses his question to the men.\n\nThe first answers: \"<em>I\'m stacking one ROCK on top of another ROCK: same thing I\'ve done for the last <strong>30 years</strong>, kid!</em>\" The second says: \"<em>I\'m earning an honest living, and providing a home and food for my wife and children.</em>\" The third one looks up, with a gleam in his eyes and answers: \"<em>I\'m building the <strong>most beautiful chapel ever made!</strong></em>\"\n\nSome of us are trapped in the drudgery of daily labor, haunted by a nagging sense that our work has no meaning at all. Others have accepted the reality that sustenance requires effort, and we shoulder the burden with resolve. But a select few have taken the time to search out how their daily efforts impact the big picture.\n\nI have seldom been the first man, but I\'ve spent many days as the second: Doing what must be done, in order to make ends meet. Far too few of us have become what we aspired to be as children: We wanted to be artists, astronauts and acrobats. But lately, I\'ve found myself resembling that third man.\n\nWhere I work, we protect the innocent from those with ill intent. And, back when I was a kid, I wanted nothing more than to find my way into a seat on the Justice League council. Somehow, I have ended up doing that same work. My daily contribution is part of a unified effort to defend the decent from the degenerate.\n\nCould it be that <strong>YOUR daily work is helping someone, significantly?</strong> If you take the time to figure out <strong>who</strong> and <strong>how</strong>, you just may see extra spring in your steps today. <strong>Perspective brings purpose, and purpose drives productivity.</strong>', 'Purpose-Driven Productivity', '', 'inherit', 'closed', 'closed', '', '17893-revision-v1', '', '', '2017-10-15 22:31:31', '2017-10-15 22:31:31', '', 17893, 'https://lead-change.000webhostapp.com/2017/10/15/17893-revision-v1/', 0, 'revision', '', 0),
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(34647, 399, '2017-10-16 13:10:07', '2017-10-16 13:10:07', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on <a href=\"http://facebook.com/leadchangegroup\">Facebook</a>, <a href=\"http://twitter.com/leadchangegroup\">Twitter</a>, or <a href=\"http://www.linkedin.com/groups?gid=1875191\">LinkedIn</a> to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-16 13:10:07', '2017-10-16 13:10:07', '', 4, 'https://lead-change.000webhostapp.com/2017/10/16/4-revision-v1/', 0, 'revision', '', 0),
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(34659, 399, '2017-10-16 14:19:15', '2017-10-16 14:19:15', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on <a href=\"http://facebook.com/leadchangegroup\">Facebook</a>, <a href=\"http://twitter.com/leadchangegroup\">Twitter</a>, or <a href=\"http://www.linkedin.com/groups?gid=1875191\">LinkedIn</a> to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-16 14:19:15', '2017-10-16 14:19:15', '', 4, 'https://lead-change.000webhostapp.com/2017/10/16/4-revision-v1/', 0, 'revision', '', 0),
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(34661, 399, '2017-10-16 14:21:22', '2017-10-16 14:21:22', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on <a href=\"http://facebook.com/leadchangegroup\">Facebook</a>, <a href=\"http://twitter.com/leadchangegroup\">Twitter</a>, or <a href=\"http://www.linkedin.com/groups?gid=1875191\">LinkedIn</a> to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-16 14:21:22', '2017-10-16 14:21:22', '', 4, 'https://lead-change.000webhostapp.com/2017/10/16/4-revision-v1/', 0, 'revision', '', 0),
(34662, 399, '2017-10-16 14:22:17', '2017-10-16 14:22:17', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on <a href=\"http://facebook.com/leadchangegroup\">Facebook</a>, <a href=\"http://twitter.com/leadchangegroup\">Twitter</a>, or <a href=\"http://www.linkedin.com/groups?gid=1875191\">LinkedIn</a> to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-16 14:22:17', '2017-10-16 14:22:17', '', 4, 'https://lead-change.000webhostapp.com/2017/10/16/4-revision-v1/', 0, 'revision', '', 0),
(34663, 399, '2017-10-16 14:26:43', '2017-10-16 14:26:43', '<h1>Lead Change History</h1>\r\nMike Henry, Sr. founded the Lead Change Group in 2009 as a non-profit dedicated to instigating a leadership revolution. As of 2014 this virtual network has been a division of <a href=\"http://www.weavinginfluence.com\">Weaving Influence Inc.</a>, a boutique PR and digital firm for business and leadership authors, and CEO Becky Robinson. Weaving Influence continues to develop the Lead Change Group website as a powerful resource for leaders and leaders-in-training worldwide.\r\n\r\nDuring the creation of the Lead Change blog, a team of authors created two publications through the community they built over the years.\r\n\r\nThe first one was <a href=\"http://leadchangegroup.com/wp-content/downloads/aZDjr6UllJnCWroOo7wDvOH565uP8fkV.pdf?inf_contact_key=3dbced38a1670a13bf9af900151f4847\">The Lead Change Revolution</a>. A note from the authors: \"This contains our thoughts and reflections on LeaderPalooza and the challenge to take up the fight for character-based leadership. Our definitions are all slightly different; the goal is very complex. But we know bad, ego-centered leadership when we see it and we’re against it. We choose to instigate. This ebook encapsulates our thoughts on the LeadChange group, the LeaderPalooza un-conference, and the movement(s) we foresee. Everyone who was at the conference contributed.\"\r\n\r\nThe Second publication was the <a href=\"https://www.amazon.com/Character-Based-Leader-Instigating-Leadership-Revolution-ebook/dp/B008Z4HDPS/\">Character-Based Leader</a>. A note from the authors:\r\n\"A virtual community of 21 authors (all contributing authors to the Lead Change Group) came together to share their wisdom and perspectives regarding character-based leadership.\r\n\r\nIt’s like a leadership conference in book form! Come and “hear” what Mike Henry, S. Max Brown, Dan Rockwell, and many others have to say that will encourage you along your journey to becoming the character-based leader you want to be, no matter what your role in life.\r\n\r\nThis book is all about the Character-Based Leader and explores why character-based leadership is important, how you can lead from who you are (regardless of organizational position), and what character traits are crucial for a character-based leader to develop. It also looks at how communities can be built and what the future of character-based leadership looks like.\r\n\r\nEver since the Lead Change Group formed, we’ve had a passion for spreading the message of character-based leadership. Those in our community who had already published books encouraged the Lead Change community to put into print ideas that will help move this leadership revolution forward. So, starting in the summer of 2011, a book project (and, along with it, a project team) began to take shape, albeit in a non-traditional way.\r\nWe wrote this book to help further the discussion on how to become a character-based leader.\r\n\r\nHere’s the cool thing about this project: we did it 100% on a volunteer basis and completely virtually. It’s been a testament to the ability to get things done, even if there isn’t a formal titled “leader” in charge. To date, nearly three dozen people have contributed in some way — as authors of a book chapter, project managers, editors, and researchers. It’s been fascinating to see a tangible product come to fruition, with people we haven’t met face-to-face, and with whom we have only the thread of character-based leadership binding us together.\"\r\n\r\nWhile the Lead Change blog has morphed many times over the years, we believe that adaptation proves leadership and development will always be moving forward. We are excited you are here and invite you to explore the new Lead Change.\r\n\r\n<strong>Want to learn more? <a href=\"http://leadchangegroup.com/wp-content/downloads/aZDjr6UllJnCWroOo7wDvOH565uP8fkV.pdf?inf_contact_key=3dbced38a1670a13bf9af900151f4847\">Download</a> the free Lead Change E-Book, The Lead Change Revolution: Instigating a Global Movement for Character-Based Leadership! </strong>', 'Lead Change History', '', 'inherit', 'closed', 'closed', '', '34562-revision-v1', '', '', '2017-10-16 14:26:43', '2017-10-16 14:26:43', '', 34562, 'https://lead-change.000webhostapp.com/2017/10/16/34562-revision-v1/', 0, 'revision', '', 0),
(34665, 399, '2017-10-16 14:47:57', '2017-10-16 14:47:57', '', '17 (2)', '', 'inherit', 'open', 'closed', '', '17-2', '', '', '2017-10-16 14:47:57', '2017-10-16 14:47:57', '', 0, 'https://lead-change.000webhostapp.com/wp-content/uploads/2017/10/17-2.jpg', 0, 'attachment', 'image/jpeg', 0),
(34666, 399, '2017-10-16 14:48:57', '2017-10-16 14:48:57', '<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">In 1991, psychiatrists Kevin Passer and Julia Warnock wrote about a patient named Mrs. D., a 74-year-old married housewife with a remarkable ailment. She had originally received the diagnosis of atypical psychosis because of her belief that her husband had been replaced by another unrelated man. She refused to sleep with the impostor, locked her bedroom door at night, asked her son for a gun, and finally fought with the police when attempts were made to hospitalize her. At times she also believed her husband was her long deceased father. She easily recognized other family members and would misidentify her husband only. What Mrs. D suffered from is a rare psychosis called Capgras Syndrome, a delusional misidentification of people (even pets!) close to you.</span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">Capgras was first described by two French doctors in 1923, Joseph Capgras, for whom the syndrome is named, and Jean Reboul-Lachaux. Their patient, Madame M., was convinced that her family and neighbors had all been replaced by lookalikes. She said she\'d had 80 husbands -- one imposter would simply leave to make room for a new one.<span class=\"m_8004962621606821498m_7271781533908017970Apple-converted-space\">  </span>Her husband looked familiar and was memorable to her; she was simply unable to connect his face with the actual feeling of recognizability.</span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">Those dealing with Capgras forget the ones they love, most often their closest love. Typically comes the belief that the man or woman in their house is a fraud. Sometimes associated with Alzheimer\'s, they have literally lost their loved one. Though able to distinguish the face in front of them, they do not experience the warmth once related to it.</span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">What happens when you no longer recognize the job you once valued? What to do when you show for work one day and the atmosphere is strange and uncomfortable; work is familiar but the same affection is no longer associated?</span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">My first job was typical: earning $2.50 an hour to pull weeds at a cemetery a bike ride\'s distance away. The work featured hot sun, perpetually green fingers, but a paycheck! Well, cash anyway. Nothing inherent in the labor should have been motivating, but simply having a job felt like a privilege and a thrill.</span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">Working for pay is purposeful in itself, and most reading this post are likely to have the advantage of choosing their career.<span class=\"m_8004962621606821498m_7271781533908017970Apple-converted-space\">  </span>You probably were able to select a professional path and follow in what you believed to be a calling. Remember sitting through interviews and waiting by the phone or email to find you were awarded the position? It is like hearing from a high school crush. And then first date butterflies as you drive to the office, followed by a rosy honeymoon period.</span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">At some point, many employees become embittered with work and lose the love they once had. We forget why we came, what brought us joy, or we merely become disenchanted. The job we were once excited for is no longer recognizable.</span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">If you find that the work you once thought you knew is now foreign, or that you have fallen out of love with it, I have some suggestions.</span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">Re-ignite the passion. My parents attended Marriage Encounter workshops in the 80\'s to keep their marriage from becoming an everyday chore. They attended retreats, journaled, and found new aspects to cherish in an old relationship. There may be similar conferences, seminars, books, or blogs to examine that can remind you of the fondness you once had. Just as in a relationship, don’t take your work for granted. Instead, put the time and dedication into restoring your previous delight in work.<span class=\"m_8004962621606821498m_7271781533908017970Apple-converted-space\"> </span></span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">Mentor a junior colleague. My father dealt with grief over Mom\'s death in part by volunteering with the same hospice that cared for his wife. Serving is a proven method to take the emphasis off of personal despair by focusing on someone else’s needs. Taking a younger teammate through the growth process can be a reminder of your initial passion, reacquainting you with that first love through their untarnished viewpoint. It can also provide a purpose at the workplace that may have otherwise been missing.</span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">Take on a new challenge. If work is furrowed with mundane tasks, a change in routine can test your mind and spirit. Asking to be challenged signals that you are willing to go beyond what is expected. Meanwhile, new projects may be enlivening, as well as an opportunity to find something fresh that you can love at work.<span class=\"m_8004962621606821498m_7271781533908017970Apple-converted-space\"> </span></span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">Interestingly, Capgras has an effect only on sight, so a method for managing the delusion is to first announce your presence through a door so the patient\'s mind can associate the face with a voice they know. Neuroscientist Vilayanur Ramachandran suggests verbally making the emotional connection by saying, for example, “Hi, honey, it’s your husband Bob, I’m home! I can’t wait to tell you about my day! How are you?” Coming into sight, the patient has already established loving ties to the person speaking, helping them to accept an unfamiliar face.</span></p>\n<p class=\"m_8004962621606821498m_7271781533908017970p1\"><span class=\"m_8004962621606821498m_7271781533908017970s1\">It may take great effort to re-recognize what you loved about work...but you did love it at one time.</span></p>\n***\n\n<em>Elliot Anderson is the pseudonym of a midwestern father and writer who wishes work were not such a painful place for people. He believes if leaders would invoke simple courtesies, they could help employees thrive. As a team player, he brings joy to his workplace by cracking jokes and sharing food. He’s worked in both nonprofit and government organizations. He studied religion, journalism, and intercultural studies. Though you won’t find Elliot on social channels, he will respond to comments on his articles here.</em>', 'Falling Out of Love', '', 'inherit', 'closed', 'closed', '', '34466-revision-v1', '', '', '2017-10-16 14:48:57', '2017-10-16 14:48:57', '', 34466, 'https://lead-change.000webhostapp.com/2017/10/16/34466-revision-v1/', 0, 'revision', '', 0),
(34667, 399, '2017-10-16 14:49:07', '2017-10-16 14:49:07', '<p class=\"m_8313209837778921467m_164311725597049098p1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">Aside from the deformed word \"irregardless,\" the term I despise most in our language is \"workaholic.\" I bet a buddy once that irregardless was not in his dictionary, knowing full well that some fool editor at Merriam Webster had defined it as a nonstandard usage for \"regardless,\" ignoring that it really means \"not regardless.\" My friend pulled down his big red book with a smile to prove me wrong, only to find that I had utilized a nonstandard method of removing any reference. I enjoyed my Coke for having very literally won the bet, and I told my friend I had done him a favor by cutting a hole out of his dictionary.</span></p>\n<p class=\"m_8313209837778921467m_164311725597049098p1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">Workaholic, of course, is the combination of \"work\" and \"alcoholic\" - as if someone might imbibe in workahol. (Note: begin new advertisement campaign. \"Workahol! The drink for your office.\") Coined in 1968, the word served as a setup for Rodney Dangerfield\'s joke that his father was a workaholic in the sense that he got drunk every time he thought about work. Coincidentally, I want to get drunk whenever I hear the expression used, not being a fan of new age portmanteaus. Looking at you, \"webinar.\"</span></p>\n<p class=\"m_8313209837778921467m_164311725597049098p1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">I could legitimately argue that I have the best job in the world. Seriously. But without a reason to stay late, I go home when I can. I\'m not married to my work and don\'t intend to have it as my mistress. At the same time, my family knows that while they come first ultimately, there are certain instances when business takes precedent. I have missed my share of meals, weekends, and parties for the sake of commitment to my job. But that isn\'t workaholism; I was just a little workbuzzed. An occasional glass of work after dinner is fine. Downing a six pack of work every night is a problem.</span></p>\n<p class=\"m_8313209837778921467m_164311725597049098p1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">Being a workaholic is a designation that bears little shame, and I estimate that I have heard it more as a badge of nobility and commitment than I have as disgrace or scorn. Nowhere in the business world is workaholism a condition deserving counseling, whereas most managers would prefer to have a few zealots on the team. Showing signs of workaholism, however, is absolutely a need for caution.</span></p>\n<p class=\"m_8313209837778921467m_164311725597049098p1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">Workaholism can reveal itself in people in need of real help. Committing yourself manically to any activity can often be a signal of distress at home and in outside relationships. On a minor level, workaholism demonstrates insecurity. On a more significant front, it may be a symptom of mental health issues.</span></p>\n<p class=\"m_8313209837778921467m_164311725597049098p1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">A 2016 Yale University study of workers revealed that among those deemed <a href=\"https://www.psychologytoday.com/blog/in-excess/201612/workaholism-and-psychiatric-disorders\">workaholics:</a> </span></p>\n\n<ul class=\"m_8313209837778921467m_164311725597049098ul1\">\n 	<li class=\"m_8313209837778921467m_164311725597049098li1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">32.7 percent met ADHD criteria</span></li>\n 	<li class=\"m_8313209837778921467m_164311725597049098li1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">25.6 percent met OCD criteria</span></li>\n 	<li class=\"m_8313209837778921467m_164311725597049098li1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">33.8 percent met anxiety criteria</span></li>\n 	<li class=\"m_8313209837778921467m_164311725597049098li1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">8.9 percent met depression criteria</span></li>\n</ul>\n<p class=\"m_8313209837778921467m_164311725597049098p1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">Rather than admire those who are driven at work, we may be better humans to ask if they need help, an EAP referral, or at least an ear. Mitch Hedberg (an actual alcoholic) joked that alcoholism is the one disease you can get yelled at for having. \"Dangit, Otto, you\'re an alcoholic! Dangit, Otto, you have Lupus. One of those two doesn\'t sound right.\"</span></p>\n<p class=\"m_8313209837778921467m_164311725597049098p1\"><span class=\"m_8313209837778921467m_164311725597049098s1\">I would suggest that if you would consider intervention for a friend you suspected of abusing alcohol, you might be as noble to intervene with their workaholism.</span></p>\n***\n\n<em>Elliot Anderson is the pseudonym of a midwestern father and writer who wishes work were not such a painful place for people. He believes if leaders would invoke simple courtesies, they could help employees thrive. As a team player, he brings joy to his workplace by cracking jokes and sharing food. He’s worked in both nonprofit and government organizations. He studied religion, journalism, and intercultural studies. Though you won’t find Elliot on social channels, he will respond to comments on his articles here.</em>\n\nPhoto credit: Pixabay', 'Workahol is not in my Spellcheck?', '', 'inherit', 'closed', 'closed', '', '34393-revision-v1', '', '', '2017-10-16 14:49:07', '2017-10-16 14:49:07', '', 34393, 'https://lead-change.000webhostapp.com/2017/10/16/34393-revision-v1/', 0, 'revision', '', 0);
INSERT INTO `wp_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES
(34668, 399, '2017-10-16 14:49:17', '2017-10-16 14:49:17', '<div>\n<div>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><span class=\"m_-7586691766730896524m_5957998689774963907s1\">A few months back, my wife and I were exposed to the type of trauma that no one wants to endure. As with new hurts, pain continues fresh each day. Though not as heinous as day one or week two, mornings bring a struggle which often carry through to interrupted nights; even to the question of what tonight might bring with hard thoughts and difficulty resting.</span></p>\n\n</div>\n</div>\n<div>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><span class=\"m_-7586691766730896524m_5957998689774963907s1\">As a Christian man, I turn to prayer and the power (if not wisdom) of Scripture and seek comfort from Jesus, who has been called \"The Suffering Savior\". In my years of church teaching, I heard that because Jesus has been through misery He can sympathize with us. As a human, however, it is not so simple to rely on an unseen source of strength. Curiously, I probably received the best encouragement in this from a different Jew than Jesus - Dan Ariely.</span></p>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><span class=\"m_-7586691766730896524m_5957998689774963907s1\">As a teen, Ariely caught the blast of a magnesium flare, resulting in burns over 70% of his body. Years of surgeries and dreadful therapy are detailed in his books, including <a href=\"https://www.amazon.com/Predictably-Irrational-Revised-Expanded-Decisions/dp/0061353248/ref=sr_1_1/133-9175032-6544257?ie=UTF8&amp;qid=1504705221&amp;sr=8-1&amp;keywords=predictably+irrational+dan+ariely\">Predictably Irrational.</a> While Ariely typically writes of the behavioral aspects of economics, I was struck by how he applied his pain to our <a href=\"https://www.amazon.com/Upside-Irrationality-Unexpected-Benefits-Defying/dp/0061995045/ref=sr_1_sc_1?ie=UTF8&amp;qid=1504705261&amp;sr=8-1-spell&amp;keywords=upside+of+irrationaly+dan+ariely\">purchasing tendencies.</a> Ariely wrote about adaptation, pointing out that humans are unaware of our own elastic nature. In the same way that we get tired of a new car or children set aside presents the day after Christmas, we are also able in time to swim in the current of trauma. In the first moments of pain, we cannot imagine what normalization lies beyond. The person who loses sight or limb believes this to be the end of life, but eventually forges a new existence, albeit changed. Laughing, loving, and joy will certainly follow, though these may be impossible to perceive in the initial days of injury. Ariely also wrote of \"the unpredictability of not knowing when the pain will start or ease off; or to the benefits of being comforted with the possibility that the pain would be reduced over time.\"</span></p>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><em><span class=\"m_-7586691766730896524m_5957998689774963907s1\">In other words, anguish intensifies when its end is beyond sight. Strength is at hand if we could only know the timetable for relief.</span></em></p>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><span class=\"m_-7586691766730896524m_5957998689774963907s1\">I know this well, and have preached it to others; the heartache is different in a year, the loss is lessened and perhaps a faint memory over time. I have advised friends that, though the sorrow is great now, they ought to think on an inevitable time when it has waned. When my mother died years ago, I had already mourned her presence due to the disease and drugs which made her little more than a living body. I think fondly of her many years later, and life continues without the intense sorrow. But with a new tragedy comes forgetfulness and a feeling that \"this is different\". Somehow I have lost the lesson.</span></p>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><span class=\"m_-7586691766730896524m_5957998689774963907s1\">In the midst of affliction, work product diminishes as focus can become foggy. Having listened to soldiers returning from combat, I can vaguely identify with the feeling that one\'s daily routine is meaningless when previously witnessing life-and-death occurrences. They may ask, \"How can my boss expect me to produce when I have watched friends die not long ago?\" Business reports pale next to ultimate matters. My circumstances are not the same, but express themselves on a lesser plane.</span></p>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><span class=\"m_-7586691766730896524m_5957998689774963907s1\">Real life often interrupts work life. Performance-based fields can be uncaring, so when deadlines are missed no one should expect a compassionate ear for personal reasons why. A friend once asked my opinion on moving to a part time schedule to care for her children. My honest response was that a part time collaborator ceases to be considered one of the full time team. While sympathizing with her plight, I saw a bottom line industry that places value on contribution regardless of obstacles.</span></p>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><span class=\"m_-7586691766730896524m_5957998689774963907s1\"><span class=\"m_-7586691766730896524m_5957998689774963907Apple-converted-space\"> </span><strong>When personal struggles invade the workplace:</strong></span></p>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><span class=\"m_-7586691766730896524m_5957998689774963907s1\"><em>Work with fallible people.</em> As it is possible, seek out management and work atmospheres that recognize you as human. I have heard many authority figures say that family comes first, and I have relished the few who mean it. Beware the singularly-minded, driven alpha boss who demands a physically impossible 110% or a cut-throat atmosphere that will never allow for the frailty of humans.</span></p>\n\n</div>\n<div>\n<div>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><span class=\"m_-7586691766730896524m_5957998689774963907s1\"><em>Put goodwill in your bank.</em> Establish a reputation as a solid, devoted worker so that you can draw on this reservoir when hardships come. The dependable employee is more likely to be excused during calamity than the unreliable. Whether the Boy Who Cried Wolf or the Boy Who Called In Sick All The Time, if not dedicated when required we will be drawing on an empty account during real personal adversity.</span></p>\n\n</div>\n</div>\n<div>\n<div>\n<p class=\"m_-7586691766730896524m_5957998689774963907p2\"><span class=\"m_-7586691766730896524m_5957998689774963907s1\"><em>Focus on the future.</em> There will be a day when the pain ends, the fog lifts, and the wounds heal. Just as exercise tears muscle to build it stronger, calamity will strengthen your soul. Ariely writes, \"Resilience is often considered a process that occurs </span><span class=\"m_-7586691766730896524m_5957998689774963907s2\">in spite of</span><span class=\"m_-7586691766730896524m_5957998689774963907s1\"> adversity, but we might want to instead think of it as a phenomenon that appears </span><span class=\"m_-7586691766730896524m_5957998689774963907s2\">because </span><span class=\"m_-7586691766730896524m_5957998689774963907s1\">of adversity.  Indeed, we can become even more physically and mentally capable as a result of our misfortunes.\"</span></p>\n<p style=\"text-align: center;\">***</p>\n<em>Elliot Anderson is the pseudonym of a midwestern father and writer who wishes work were not such a painful place for people. He believes if leaders would invoke simple courtesies, they could help employees thrive. As a team player, he brings joy to his workplace by cracking jokes and sharing food. He’s worked in both nonprofit and government organizations. He studied religion, journalism, and intercultural studies. Though you won’t find Elliot on social channels, he will respond to comments on his articles here.</em>\n\n</div>\n</div>', 'Elastic Man', '', 'inherit', 'closed', 'closed', '', '34281-revision-v1', '', '', '2017-10-16 14:49:17', '2017-10-16 14:49:17', '', 34281, 'https://lead-change.000webhostapp.com/2017/10/16/34281-revision-v1/', 0, 'revision', '', 0),
(34669, 399, '2017-10-16 14:49:28', '2017-10-16 14:49:28', 'A few weeks back, Steve Scaramucci lost his position as White House Communications Director in part because he was unable to keep a foul mouth in check in a <a href=\"http://www.newyorker.com/news/ryan-lizza/anthony-scaramucci-called-me-to-unload-about-white-house-leakers-reince-priebus-and-steve-bannon\">New Yorker </a>magazine interview. More importantly, Scaramucci and his abrasive demeanor did not cohere with Chief of Staff, General John Kelly.\n\nBut wait. A man with over 45 years of military experience surely would not be offended by salty language, would he? To steal an old recruitment slogan, Kelly hears more cursing before 9am than most people do all day. Following his nomination to Chief of Staff, a former colleague of Kelly’s told NPR that the general is, of course, no stranger to course talk. So how can a man criticize profanity when his own utterances of \"mother\" are rarely a reference to his mom?\n\nIf an old Marine won’t stand for it, where does obscene language fit in the business workplace, if at all?\n\nCursing is commonplace in my line of work, though I keep my own filthy outbursts scarce. Despite this, profanity is in no way offensive to me. There\'s not a word that shocks me, and I would sooner get upset over a label of \"lazy\" or \"inconsiderate\", as these carry more thought and meaning than any common vulgarities. When the F Word is evenly applied to dogs, drivers, expired yogurt, or NFL referees, it lacks umph. I get it, though. You are angry.\n\nWhile not disturbed, I take mental note. I get it. You are angry. Also, you are impulsive. You may lack the restraint necessary for other tasks as well. You might be undisciplined, and you appear inelegant with the English language.\n\nAnd while some aren’t beleaguered by this language, we can\'t be certain that others aren\'t. I have winced at profanity in the office, not because it bothers me but because it does not fit the context. I have told my share of dirty jokes, though none at a funeral...that I can recall. If there is a place for profanity at work, know that place. Are you in the conference room or break room? If there is an audience for profanity, know your audience.\n\n<strong>Some negatives of profanity</strong>:\n\nUsing profanity at work can demonstrate a lack of discipline. I am always amazed when people swear in front of children, usually adding an \"oops\" and covering their mouths. It is foolish to ruin a reputation of hard work by showing you cannot control your tongue. If it makes me question whether someone can manage themselves it can certainly raise the same doubts to a boss or client.\n\nUsing profanity at work can demonstrate a lack of respect. Not to mention possible EEO or HR issues, using foul language around a coworker can be like packing a PBJ everyday when you know he has a peanut allergy. It can cause distress and alienate workmates. Minding your tongue can be a difficult process. An entire Bible chapter is dedicated to this, saying that \"all kinds of animals are tamed...but no one can tame the tongue.\" (James 3:7-8) But the alternative to the discipline of watching our words might be harming relationships or impeding otherwise useful work collaboration.\n\n<strong>Some positives of profanity</strong>:\n\nProfanity in the workplace can demonstrate authenticity. Sprinkled in conversation, colleagues can see that you are honest and just like them. It may allow you to <a href=\"https://www.youtube.com/watch?v=JI3Y1auTFpU\">bond</a> and be accepted by the group. Face it, the Puritan who eats dry toast at their desk while the group laughs it up in the lunch room isn\'t really part of the team. And we have all had that \"Whoa, Jerry!\" moment when the normally stoic partner tosses out a filthy joke. And doesn\'t that help to connect?\n\nProfanity in the workplace can motivate. If you are conservative with your language, a well-placed F Bomb can stir the crowd. Need to emphasize a point? An unexpected profanity can grab attention. Keep in mind that if every conversation includes George Carlin\'s Seven Words, the shock factor is <a href=\"https://www.youtube.com/watch?v=kyBH5oNQOS0\">lost.</a>\n\nAs a side story, my mother absolutely could not handle any form of profanity, whatsoever. The F word in our house was fart, and we were not allowed to use it. Mom once gave me her VHS copy of Apollo 13 because she \"couldn\'t handle the language.\" The best gift she ever received from me was the V Chip, which worked off of the Closed Captioning to audit out bad words. My father would laugh, because on the extreme mode an actor would talk about smoking a cigarette *bottom* after the great *hugs* he had the night <a href=\"https://en.wikipedia.org/wiki/V-chip\">before.</a>\n\nIn mom\'s opinion, it would be best to have a V Chip in the workplace as well.\n<p style=\"text-align: center;\">***</p>\n<em>Elliot Anderson is the pseudonym of a midwestern father and writer who wishes work were not such a painful place for people. He believes if leaders would invoke simple courtesies, they could help employees thrive. As a team player, he brings joy to his workplace by cracking jokes and sharing food. He’s worked in both nonprofit and government organizations. He studied religion, journalism, and intercultural studies. Though you won’t find Elliot on social channels, he will respond to comments on his articles here.</em>\n\n&nbsp;', 'I Swear!', '', 'inherit', 'closed', 'closed', '', '34222-revision-v1', '', '', '2017-10-16 14:49:28', '2017-10-16 14:49:28', '', 34222, 'https://lead-change.000webhostapp.com/2017/10/16/34222-revision-v1/', 0, 'revision', '', 0),
(34670, 399, '2017-10-16 14:49:41', '2017-10-16 14:49:41', '<span style=\"font-weight: 400;\">With a “Yeah. Maybe not medically tho. Dunno...” Elon Musk revealed almost glibly that he believes he is bipolar. </span><a href=\"http://www.foxbusiness.com/features/2017/07/31/elon-musk-isnt-only-ceo-suffering-from-possible-bipolar-symptoms.html\"><span style=\"font-weight: 400;\">FoxBusiness</span></a><span style=\"font-weight: 400;\"> picked this up and suggested that many other CEOs suffer from the </span><a href=\"https://en.wikipedia.org/wiki/Hypomania\"><i><span style=\"font-weight: 400;\">hypomania</span></i></a> <span style=\"font-weight: 400;\">associated with bipolar disorder, allowing for creativity and a fighter’s mentality. That elated frenzy which falls just below a true manic state might drive gifted leaders to take risks, making them more successful than those without the associated highs of bipolar disorder.</span>\n\n<span style=\"font-weight: 400;\">But this isn’t a post about mental health.</span>\n\n<span style=\"font-weight: 400;\">I don’t know Elon Musk, and neither do I have medical insight into his state of being. I have, however, read </span><a href=\"https://www.amazon.com/dp/B00KVI76ZS\"><span style=\"font-weight: 400;\">Elon Musk</span></a><span style=\"font-weight: 400;\"> by Ashlee Vance.</span>\n\n<span style=\"font-weight: 400;\">While Musk impressed me with his risk-embracing behavior and devotion to causes over income, what stood out to me most in his biography was what I told my wife when I finished: “I would never want to work for that guy.” There can be something life-fulfilling to be part of a company, idea, or world-changing concept, and I truly recognize that these opportunities are spare. For every SpaceX employee, 100,000 people wake up each day to the dread of a meaningless occupation whose only value is to support themselves or their families.</span>\n\n<span style=\"font-weight: 400;\">Nevertheless, I hold to my original impression. I would never want to work for that guy. Musk’s success has come at the expense of his own marriages, his relationship with his children, and his recently admitted “unrelenting stress.\" Further, Musk is known to often drive his employees until they drop or drop out. Vance’s book, although laudatory, was peppered with stories of partners, apprentices, and laborers unwilling to sacrifice their lives for his ideals.</span>\n\n<span style=\"font-weight: 400;\">The glory of transforming the world notwithstanding, most of us are called to the simple nobility of supporting our families. Innovation and inventiveness are dignified pursuits, but I am not beholden to the public as I am to my wife and children. Society does not need me to teach her how to parallel park. Humanity is not requiring me to play catch in the side yard. The world has yet to ask me for a hug because work today was tough.</span>\n\n<span style=\"font-weight: 400;\">I am grateful for men and women who sacrifice relationships for the good of our future. We have all benefited greatly from those like Elon Musk and (perhaps) his beleaguered employees. Despite this, I do not admire the surrender of life, wife, and children for any cause.</span>\n<h3><b>Know What Matters </b></h3>\n<span style=\"font-weight: 400;\">My number one purpose in life is to build goodness into those around me, starting with my inner circle and moving outward. If you aren’t coming to my funeral, you will take a seat behind those who will. When he dies, many will remark on the great things Musk has done. Perhaps this is what matters to Musk, and perhaps he is right to pursue it. If he is true to himself, then there is much to respect. For me, those who have been placed closest in my life are what really matters, and I would suggest that it is the same for all of us.</span>\n<h3><b>Know What Affects What Matters</b></h3>\n<span style=\"font-weight: 400;\">I serve regularly in my church, exercise, promote community functions, and occasionally try my hand at benevolent acts. It’s not </span><i><span style=\"font-weight: 400;\">all</span></i><span style=\"font-weight: 400;\"> about my family. Any of these can get in the way of what truly matters, though. Too much time in the gym, too much time ministering, too much of anything takes me away from what is central. Heck, I can even dote on my children too much to the detriment of my marriage. Moderation may not change the world, but it also will not destroy what is paramount to me. Key here is not to make excuses by allowing anything else to affect what matters.</span>\n<h3><b>Don’t Make Excuses</b></h3>\n<span style=\"font-weight: 400;\">Does Musk really have bipolar disorder? Maybe. Dunno. It does appear, however, that his hyperdrive is being excused by hypomania. If Musk truly suffers from this illness, he would be best served to seek real help instead of making frivolous remarks on Twitter. If, on the other hand, Musk is justifying a life of unhealthy compulsion without confronting it, then he is victimizing himself as well as those who should matter.</span>\n\n<span style=\"font-weight: 400;\"><img class=\"alignleft size-thumbnail wp-image-34040\" src=\"http://leadchangegroup.com/wp-content/uploads/2017/08/avatar-150x150.jpg\" alt=\"\" width=\"150\" height=\"150\" /></span>\n\n<em><span style=\"font-weight: 400;\">Elliot Anderson is the pseudonym of a midwestern father and writer who wishes work were not such a painful place for people. He believes if leaders would invoke simple courtesies, they could help employees thrive. As a team player, he brings joy to his workplace by cracking jokes and sharing food. He’s worked in both nonprofit and government organizations. He studied religion, journalism, and intercultural studies. Though you won’t find Elliot on social channels, he will respond to comments on his articles here.</span></em>\n\n<span style=\"font-weight: 400;\">\n</span>\n\n&nbsp;', 'Three Lessons from Elon Musk', '', 'inherit', 'closed', 'closed', '', '34037-revision-v1', '', '', '2017-10-16 14:49:41', '2017-10-16 14:49:41', '', 34037, 'https://lead-change.000webhostapp.com/2017/10/16/34037-revision-v1/', 0, 'revision', '', 0),
(34671, 399, '2017-10-16 14:53:05', '2017-10-16 14:53:05', '<em><span style=\"font-weight: 400;\">The following post is a preview excerpt from the Introduction of </span><a href=\"http://www.realitybasedleadership.com/no-ego-book/\"><span style=\"font-weight: 400;\">No Ego: How Leaders Can Cut the Cost of Drama in the Workplace, End Entitlement, and Drive Big Results</span></a><span style=\"font-weight: 400;\"> by Cy Wakeman.</span></em>\n<h6>Shut the Conventional Door</h6>\n<span style=\"font-weight: 400;\">My entry into Reality-Based Leadership started with the Open-Door Policy. After several years as a family therapist, I got a promotion in my organization. For the first time, I would be leading a team, which got me a free ticket to the Human Resources boot camp for managers. Designed to prepare me for my new organizational role, it was a crash course in the current conventional wisdom around leadership.</span>\n\n<span style=\"font-weight: 400;\">One particularly juicy leadership gem, delivered to me by trainers with all the confidence in the world, was that a great leader always has an open door.</span>\n\n<span style=\"font-weight: 400;\">An open door? That was easy. Not only was I going to have an Open-Door Policy, I was going to ace it! I hustled down to the gift shop at the health center where I worked and bought a doorstop to make a visible and decorative point: I’d have the most outstanding open door in the organization. </span>\n\n<span style=\"font-weight: 400;\">The Open-Door Policy did exactly what it was supposed to do. Soon team members began popping their heads into my open door.</span>\n\n<span style=\"font-weight: 400;\">“Do you have a minute?” they asked.</span>\n\n<span style=\"font-weight: 400;\">“Sure, I have two!” I’d reply. “Come on in.”</span>\n\n<span style=\"font-weight: 400;\">It didn’t take long to realize that these people were liars.</span>\n\n<span style=\"font-weight: 400;\">They’d ask for a minute or two, but they stayed planted in my office for an average of 45 minutes.</span>\n\n<span style=\"font-weight: 400;\">Now, if they had really needed me—to talk through a critical decision for serving the business or to help them develop or hone skills— the time investment would have had a satisfying payoff. But people weren’t coming to me for that.</span><span style=\"font-weight: 400;\">\n</span>\n\n<span style=\"font-weight: 400;\">People came in to tattle on others. They wanted to tell me stories about things that had happened only in their heads. Or they’d vent about circumstances that couldn’t be changed (what I call reality).  They’d use our time to spin fantasies about a dismal or doomed future. Frequently, it was a combination. I spent the majority of these impromptu “Got a minute?” meetings listening to elaborate narratives that had almost no basis in reality.</span>\n\n<span style=\"font-weight: 400;\">The kicker? At the end of the meeting, they would say to me, with a straight face: “Please don’t do anything about this. I just wanted you to be aware.”</span>\n\n<span style=\"font-weight: 400;\">As I witnessed the economic effect of this Open-Door Policy in action, it made no sense to me. Where was the return on the investment I had made in that door stop? Can you imagine what would happen if I went to the CEO and said, “I plan to spend 10 hours a day in a series of 45-minute one-on-one meetings talking about stuff that doesn’t add one whit of value to the company. And I’m going to expense the doorstop”? I’d soon be opening the door to the unemployment office.</span>\n\n<span style=\"font-weight: 400;\">The HR wisdom that had been drilled into me said having an open door was the right thing to do. It was touted as a best practice that would lead to happy, engaged employees. We had been instructed that we should allow employees to vent because venting is “healthy.”</span>\n\n<span style=\"font-weight: 400;\">During my time as an Open-Door Policy devotee, I don’t recall team members ever tattling on themselves. They weren’t coming to me and saying “You know, I am really having trouble aligning my actions and decision-making with the strategy of this business. I’d like to become more effective at serving our customers. Can you help me develop my skills and work processes so I can meet company goals, add value to the team, and better contribute to return on investment?”</span>\n\n<span style=\"font-weight: 400;\">No one came through my open door to directly ask for coaching on handling sticky issues in a more effective, productive, and efficient way. In fact, they drove their bitching, moaning, and whining (BMWs) through the open door and parked with their engines idling, wasting fuel, and polluting the atmosphere. Then they demanded that I withhold the kind of direction and assistance that would help them get where we needed to go.</span>\n\n<span style=\"font-weight: 400;\">I realized pretty quickly that the open door was a portal for drama. It catered to ego, fueled feelings of victimhood, and contributed to low morale. Worse, it cost the company a lot of money. We had been hired for the value we could contribute to the important work we did, not for the ego-based, drama-filled stories we could concoct. I knew my time would be better invested in helping people reflect, increase their self-awareness, and look at situations from a higher level of consciousness.</span>\n\n***\n\n<span style=\"font-weight: 400;\"> </span><i><span style=\"font-weight: 400;\">No Ego: How Leaders Can Cut the Cost of Workplace Drama, End Entitlement, and Drive Big Results</span></i><span style=\"font-weight: 400;\"> can be purchased </span><a href=\"http://www.realitybasedleadership.com/no-ego-book/\"><span style=\"font-weight: 400;\">here</span></a><span style=\"font-weight: 400;\">.</span>\n\n<span style=\"font-weight: 400;\"><a href=\"http://leadchangegroup.com/wp-content/uploads/2017/09/WakemanCyInc51-copy.jpg\"><img class=\"size-thumbnail wp-image-34360 alignleft\" src=\"http://leadchangegroup.com/wp-content/uploads/2017/09/WakemanCyInc51-copy-150x150.jpg\" alt=\"\" width=\"150\" height=\"150\" /></a>Cy Wakeman is a drama researcher, international leadership speaker, and consultant. In 2001, she founded </span><a href=\"http://www.realitybasedleadership.com/\"><span style=\"font-weight: 400;\">Reality-Based Leadership</span></a><span style=\"font-weight: 400;\">. She is the author of three books: </span><i><span style=\"font-weight: 400;\">Reality-Based Leadership: Ditch the Drama, Restore Sanity to the Workplace and Turn Excuses into Results</span></i><span style=\"font-weight: 400;\"> (2010), New York Times bestseller </span><i><span style=\"font-weight: 400;\">The Reality-Based Rules of the Workplace: Know What Boosts Your Value, Kills Your Chances, and Will Make You Happier</span></i><span style=\"font-weight: 400;\"> (2013) and </span><i><span style=\"font-weight: 400;\">No Ego: How Leaders Can Cut the Cost of Workplace Drama, End Entitlement, and Drive Big Results</span></i><span style=\"font-weight: 400;\"> (2017). In 2017, she was named as one of the Top 30 Global Leadership Gurus by Global Gurus, a Top 100 Leadership Expert to follow on Twitter, and was deemed \"the secret weapon to restoring sanity to the workplace.\" She lives in Waterloo, NE.</span>\n\n&nbsp;', 'Preview Thursday: No Ego by Cy Wakeman', '', 'inherit', 'closed', 'closed', '', '34358-revision-v1', '', '', '2017-10-16 14:53:05', '2017-10-16 14:53:05', '', 34358, 'https://lead-change.000webhostapp.com/2017/10/16/34358-revision-v1/', 0, 'revision', '', 0),
(34672, 399, '2017-10-16 14:53:16', '2017-10-16 14:53:16', '<em>The following post is a preview excerpt from the Introduction of the <a href=\"https://www.amazon.com/New-Leadership-Literacies-Disruption-Distributed/dp/1626569614/ref=sr_1_1?ie=UTF8&amp;qid=1504751087&amp;sr=8-1&amp;keywords=new+leadership+literacies\">New Leadership Literacies</a> by Bob Johansen.</em>\n\nIn simpler times, perhaps action orientation was enough to make a great leader. Perhaps the future was more clear back then, the insights more obvious. But the next decade will be extremely complex, messy, and threatening. Leaders will need to combine the practices of foresight, insight, and action. Even thousands of hours of practice in the present won’t be enough for this future world. Leaders will need to develop new literacies in new ways for a new future.\n\nFuture leaders will be facing a <strong>VUCA</strong> World: Volatile, Uncertain, Complex, and Ambiguous. I learned this term at the Army War College in Carlisle, Pennsylvania, where I have done immersion experiences, workshops, and talks since 9/11. This book is about what’s next in what I believe will be an increasingly VUCA World, on a meandering path toward—but never quite reaching—distributed everything.\n\nThe Oxford Dictionary Word of the Year for 2016 was “post-truth,” an adjective that they defined as “relating to or denoting circumstances in which objective facts are less influential in shaping public opinion than appeals to emotion and personal belief.” Post-truth VUCA will be a <em>scramble</em>: lots of practices and processes that have been stuck will get unstuck. In the scramble, many creative things will happen—including shifts that are very different from what the scramblers intended. Unintended consequences will abound. Those who are good at unsticking—the scramblers—are not likely to be good at putting things back together again in new ways. This is a future that will be ripe for innovation of all kinds—for good and for evil.\n\nI’ll be using the Foresight-Insight-Action Cycle throughout the book to summarize how leaders can take the content of this book and translate it into their own personal process of leading.\n\n<strong>In Future Tense</strong>\n\nThis is a book about the future and so it is by definition an opinion book, since the future hasn’t happened yet. I will share many signals from the future, but are no facts from the future.\n\nIn this book, I will explore the external future forces most likely to disrupt leaders and leadership. This book will give practical advice for how leaders can make the future a better place. This book will suggest an ideal talent profile for future leaders.\n\nI will propose five new leadership literacies, but I ask that you open yourself to other new literacies that go beyond what I am suggesting. The literacies I introduce here will give you a head start on the future, but there will be others to come. What we’ve been taught about leadership in the past won’t be enough—even though the new literacies are informed by enduring leadership wisdom from the past.\n\nMy opinions are based on working as a professional futurist in Silicon Valley for some forty years. My forecasts are plausible, internally consistent, and provocative. While nobody can predict the future, my forecasted futures over the years have usually happened. While I don’t claim to be an expert in the present, I have been pretty good at listening for and foreseeing the future. The best futurists I know don’t really fit in the present. I don’t quite fit in the present either and I think that is an advantage.\n<p style=\"text-align: center;\">***</p>\n<a href=\"http://leadchangegroup.com/wp-content/uploads/2017/09/RTEmagicC_johansen_bob.jpg.jpg\"><img class=\"size-full wp-image-34291 alignleft\" src=\"http://leadchangegroup.com/wp-content/uploads/2017/09/RTEmagicC_johansen_bob.jpg.jpg\" alt=\"\" width=\"130\" height=\"130\" /></a>Bob Johansen is a distinguished fellow with the <a href=\"http://www.iftf.org/home/\">Institute for the Future</a> in Silicon Valley. For more than 30 years, Bob has helped organizations around the world prepare for and shape the future, including corporations such as P&amp;G, Walmart, McKinsey, United Rentals, and Syngenta, as well as major universities and nonprofits.\n\nThe author or co-author of ten books, Bob is a frequent keynote speaker. His best-selling book <em>Get There Early: Sensing the Future to Compete in the</em> <em>Present</em> was selected as one of the top business books of 2007. His latest book is <a href=\"https://www.amazon.com/New-Leadership-Literacies-Disruption-Distributed/dp/1626569614\"><em>The New Leadership Literacies:</em> <em>Thriving in a Future of Extreme Disruption and Distributed Everything</em></a> discusses five new leadership literacies—combinations of disciplines, practices, and worldviews—that will be needed to thrive in a VUCA world of increasing volatility, uncertainty, complexity, and ambiguity.\n\n&nbsp;', 'Preview Thursday: the New Leadership Literacies by Bob Johansen', '', 'inherit', 'closed', 'closed', '', '34290-revision-v1', '', '', '2017-10-16 14:53:16', '2017-10-16 14:53:16', '', 34290, 'https://lead-change.000webhostapp.com/2017/10/16/34290-revision-v1/', 0, 'revision', '', 0),
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(34674, 399, '2017-10-16 16:31:49', '2017-10-16 16:31:49', '<h3>Lead Change History:</h3>\r\n<a href=\"https://lead-change.000webhostapp.com/lead-change-history/\">Learn the story</a> behind the movement.\r\n<h3>Our Contributors:</h3>\r\nLead Change <a href=\"https://lead-change.000webhostapp.com/contributors/\">contributors</a> are CEOs, authors, consultants, small business owners, and employees that share a passion for leadership.\r\n<h3>All Other Inquiries:</h3>\r\nEmail our community manager, Ellen Snyder: <a href=\"mailto:ellen@weavinginfluence.com\">ellen@weavinginfluence.com</a>.', 'Contact', '', 'inherit', 'closed', 'closed', '', '8-revision-v1', '', '', '2017-10-16 16:31:49', '2017-10-16 16:31:49', '', 8, 'https://lead-change.000webhostapp.com/2017/10/16/8-revision-v1/', 0, 'revision', '', 0),
(34675, 399, '2017-10-16 16:32:20', '2017-10-16 16:32:20', '<h3>Lead Change History:</h3>\r\n<a href=\"https://lead-change.000webhostapp.com/lead-change-history/\">Learn the story</a> behind the movement.\r\n<h3>Our Contributors:</h3>\r\nLead Change <a href=\"https://lead-change.000webhostapp.com/contributors/\">contributors</a> are CEOs, authors, consultants, small business owners, and employees that share a passion for leadership.\r\n<h3>All Other Inquiries:</h3>\r\nEmail our community manager, Ellen Snyder: <a href=\"mailto:ellen@weavinginfluence.com\">ellen@weavinginfluence.com</a>.', 'Contact', '', 'inherit', 'closed', 'closed', '', '8-revision-v1', '', '', '2017-10-16 16:32:20', '2017-10-16 16:32:20', '', 8, 'https://lead-change.000webhostapp.com/2017/10/16/8-revision-v1/', 0, 'revision', '', 0),
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(34677, 399, '2017-10-16 16:33:45', '2017-10-16 16:33:45', '<h1>Lead Change History</h1>\r\nMike Henry, Sr. founded the Lead Change Group in 2009 as a non-profit dedicated to instigating a leadership revolution. As of 2014 this virtual network has been a division of <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc.</a>, a boutique PR and digital firm for business and leadership authors, and CEO Becky Robinson. Weaving Influence continues to develop the Lead Change Group website as a powerful resource for leaders and leaders-in-training worldwide.\r\n\r\nDuring the creation of the Lead Change blog, a team of authors created two publications through the community they built over the years.\r\n\r\nThe first one was <a href=\"http://leadchangegroup.com/wp-content/downloads/aZDjr6UllJnCWroOo7wDvOH565uP8fkV.pdf?inf_contact_key=3dbced38a1670a13bf9af900151f4847\">The Lead Change Revolution</a>. A note from the authors: \"This contains our thoughts and reflections on LeaderPalooza and the challenge to take up the fight for character-based leadership. Our definitions are all slightly different; the goal is very complex. But we know bad, ego-centered leadership when we see it and we’re against it. We choose to instigate. This ebook encapsulates our thoughts on the LeadChange group, the LeaderPalooza un-conference, and the movement(s) we foresee. Everyone who was at the conference contributed.\"\r\n\r\nThe second publication was the <a href=\"https://www.amazon.com/Character-Based-Leader-Instigating-Leadership-Revolution-ebook/dp/B008Z4HDPS/\">Character-Based Leader</a>. A note from the authors: \"A virtual community of 21 authors (all contributing authors to the Lead Change Group) came together to share their wisdom and perspectives regarding character-based leadership.\r\n\r\nIt’s like a leadership conference in book form! Come and \'hear\' what Mike Henry, S. Max Brown, Dan Rockwell, and many others have to say that will encourage you along your journey to becoming the character-based leader you want to be, no matter what your role in life.\r\n\r\nThis book is all about the Character-Based Leader and explores why character-based leadership is important, how you can lead from who you are (regardless of organizational position), and what character traits are crucial for a character-based leader to develop. It also looks at how communities can be built and what the future of character-based leadership looks like.\r\n\r\nEver since the Lead Change Group formed, we’ve had a passion for spreading the message of character-based leadership. Those in our community who had already published books encouraged the Lead Change community to put into print ideas that will help move this leadership revolution forward. So, starting in the summer of 2011, a book project (and, along with it, a project team) began to take shape, albeit in a non-traditional way. We wrote this book to help further the discussion on how to become a character-based leader.\r\n\r\nHere’s the cool thing about this project: we did it 100% on a volunteer basis and completely virtually. It’s been a testament to the ability to get things done, even if there isn’t a formal titled “leader” in charge. To date, nearly three dozen people have contributed in some way — as authors of a book chapter, project managers, editors, and researchers. It’s been fascinating to see a tangible product come to fruition, with people we haven’t met face-to-face, and with whom we have only the thread of character-based leadership binding us together.\"\r\n\r\nWhile the Lead Change blog has morphed many times over the years, we believe that adaptation proves leadership and development will always be moving forward. We are excited you are here and invite you to explore the new Lead Change.\r\n\r\n<strong>Want to learn more? <a href=\"http://leadchangegroup.com/wp-content/downloads/aZDjr6UllJnCWroOo7wDvOH565uP8fkV.pdf?inf_contact_key=3dbced38a1670a13bf9af900151f4847\">Download</a> the free Lead Change ebook, <em>The Lead Change Revolution: Instigating a Global Movement for Character-Based Leadership</em>! </strong>', 'Lead Change History', '', 'inherit', 'closed', 'closed', '', '34562-revision-v1', '', '', '2017-10-16 16:33:45', '2017-10-16 16:33:45', '', 34562, 'https://lead-change.000webhostapp.com/2017/10/16/34562-revision-v1/', 0, 'revision', '', 0),
(34678, 399, '2017-10-16 16:35:51', '2017-10-16 16:35:51', '<h3>Lead Change History:</h3>\r\n<a href=\"https://lead-change.000webhostapp.com/lead-change-history/\">Learn the story</a> behind the movement.\r\n<h3>Our Contributors:</h3>\r\nLead Change <a href=\"https://lead-change.000webhostapp.com/contributors/\">contributors</a> are CEOs, authors, consultants, small business owners, and employees that share a passion for leadership.\r\n<h3>All Other Inquiries:</h3>\r\nEmail our community manager, Ellen Snyder: <a href=\"mailto:ellen@weavinginfluence.com\">ellen@weavinginfluence.com</a>.', 'Contact', '', 'inherit', 'closed', 'closed', '', '8-revision-v1', '', '', '2017-10-16 16:35:51', '2017-10-16 16:35:51', '', 8, 'https://lead-change.000webhostapp.com/2017/10/16/8-revision-v1/', 0, 'revision', '', 0),
(34679, 399, '2017-10-16 16:38:00', '2017-10-16 16:38:00', '', 'Home', '', 'inherit', 'closed', 'closed', '', '10-revision-v1', '', '', '2017-10-16 16:38:00', '2017-10-16 16:38:00', '', 10, 'https://lead-change.000webhostapp.com/2017/10/16/10-revision-v1/', 0, 'revision', '', 0),
(34680, 399, '2017-10-16 16:38:47', '2017-10-16 16:38:47', '<h2>Reach New Audiences Through Targeted Sponsorship</h2>\r\nRanked by <a href=\"https://cmoe.com/top-shared-leadership-blogs/\">CMOE</a> as the 5th most socially-shared leadership blog on the web, Lead Change has been inspiring individuals to innovate and grow in their personal and professional leadership since 2009. We are passionate about connecting to audiences that can make a difference in their organizations across the world, while maintaining a legacy and reputation that draws tens of thousands of readers to our website each month. As a media destination for the best leadership content on the web, we are uniquely positioned to help your business or organization reach the right audiences.\r\n\r\nHelp propel your brand to the next level by connecting with our diverse and growing audiences of leaders and decision-makers.\r\n\r\nSponsorship can include the following, or other custom-developed opportunities:\r\n<ul>\r\n 	<li>Participation as a featured guest in a live webinar event marketed to our list of 8,000 corporate, government, and non-profit professionals who regularly attend <a href=\"http://www.weavinginfluence.com\">Weaving Influence</a> webinars.</li>\r\n 	<li>Prominently featured ads for your organization, services, and/or events.</li>\r\n 	<li>Features in the Lead Change email newsletter and digest.</li>\r\n 	<li>Weekly promotion of your organization, services, and/or events through Weaving Influence\r\nand Lead Change social media channels.</li>\r\n</ul>\r\nInterested in exploring sponsorship opportunities? Fill out our <a href=\"https://lead-change.000webhostapp.com/contact/\" target=\"_blank\" rel=\"noopener\">contact form</a> and we will be in touch soon.', 'Sponsorship Opportunities', '', 'inherit', 'closed', 'closed', '', '34586-revision-v1', '', '', '2017-10-16 16:38:47', '2017-10-16 16:38:47', '', 34586, 'https://lead-change.000webhostapp.com/2017/10/16/34586-revision-v1/', 0, 'revision', '', 0),
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(34689, 452, '2017-10-17 07:12:24', '2017-10-17 07:12:24', 'For a couple of decades, I began every supervisory skills class by asking the participants what they wanted to learn most. “How to talk to team members about behavior and performance” was always at the top of the list. Here’s what you need to know if you want to do that part of your job well.\r\n<h3>Prepare the Ground</h3>\r\nThe time to start laying the groundwork for a successful conversation about performance is every day before you must have that conversation. These conversations are much more likely to turn out well when you and your team member have established a relationship of trust before you have to talk about a difficult subject.\r\n\r\nDo what great bosses do. Touch base a lot. When you touch base, have conversations. Those conversations can be about work, but most of them should be about other matters. That’s how you build relationships, and strong relationships give people the trust to listen to what you’re saying.\r\n<h3>Don’t Wait</h3>\r\nHave a conversation about performance or behavior as soon as possible after you know it’s necessary. Performance and behavior issues are not self-healing. Left to themselves, they will go from bad to worse and your conversations will become more difficult.\r\n<h3>Have A Conversation About One Specific Issue</h3>\r\nDo not bundle things together and expect the conversation to end well. Have a conversation about one issue or incident.\r\n<h3>Tailor Your Conversation to The Person</h3>\r\nIf you spent the time touching base a lot, having conversations, and building relationships, you’ll know how your team members differ from each other. Use that knowledge to increase the odds of a good outcome.\r\n<h3>Your Goals</h3>\r\nYour goal is to have a conversation that results in a positive change in behavior or performance. Conversations are two-way. Your other goal is to have the conversation end with your team member thinking about what will change, not about how you treated them.\r\n<h3>Rules of Engagement</h3>\r\nStart by describing why you’re having the conversation in terms of what you’re going to discuss and why it matters. Be as non-judgmental as possible. The easiest way to do that is to describe the issue and its impact without using any adjectives. This will be hard at first, but you can master the technique.\r\n<h3>The Really Hard Part</h3>\r\nOnce you’ve made your one or two-sentence statement of what you’re going to talk about and why, shut up. Be quiet. Don’t talk. Wait for your team member to talk next.\r\n\r\nIf you’re a manager in North America, that will probably be very hard for you. We are bred and trained to get right to it, and we hate dead air. But you’ll have more success with this kind of conversation if you allow the other person to speak next, no matter how uncomfortable that makes you.\r\n<h3>Don’t Declare Victory Too Soon</h3>\r\nWhen you get to the conversation stage, you’ll be tempted to wrap things up sooner than you need to. Resist the temptation. Let the conversation proceed until it naturally winds down. Then summarize the situation before you part ways.\r\n\r\nSpecify and agree to what will change, when it will change, and how both you and your team member will know it’s changed. Otherwise, the conversation you’ve just had was more like social chit-chat than a performance conversation.\r\n<h3>Write Up Your Agreement</h3>\r\nAfter the conversation is over, make notes about what you and your teammate have agreed to. Share what you’ve got with your team member and make any changes necessary.\r\n<h3>Follow Up</h3>\r\nYou’re still not done. You need to follow up to see that the agreement has turned into an actual change in behavior or performance. Otherwise, you need to loop around and have another conversation.\r\n<h3>Bottom Line</h3>\r\nConversations about performance or behavior are more likely to be successful if you’ve already established a trusting relationship with a team member. Then, you can take steps to make sure that what you have is a conversation and not a supervisory monologue. Finally, you need to make sure you and your team member both agree to what’s going to change and then follow up to make sure it happens.\r\n\r\nThere are lots of tips about performance conversations in my ebook, <em><a href=\"http://www.threestarleadership.com/about-three-star-leadership/become-a-better-boss-one-tip-at-a-time\" target=\"_blank\" rel=\"noopener\">Become a Better Boss One Tip at a Time.</a></em>', 'How to Handle those Tough Performance Conversations', '', 'publish', 'open', 'open', '', 'how-to-handle-those-tough-performance-conversations', '', '', '2017-10-17 07:14:04', '2017-10-17 07:14:04', '', 0, 'https://lead-change.000webhostapp.com/?p=34689', 0, 'post', '', 0),
(34690, 1, '2017-10-17 07:12:24', '2017-10-17 07:12:24', 'For a couple of decades, I began every supervisory skills class by asking the participants what they wanted to learn most. “How to talk to team members about behavior and performance” was always at the top of the list. Here’s what you need to know if you want to do that part of your job well.\r\n<h3>Prepare the Ground</h3>\r\nThe time to start laying the groundwork for a successful conversation about performance is every day before you must have that conversation. These conversations are much more likely to turn out well when you and your team member have established a relationship of trust before you have to talk about a difficult subject.\r\n\r\nDo what great bosses do. Touch base a lot. When you touch base, have conversations. Those conversations can be about work, but most of them should be about other matters. That’s how you build relationships, and strong relationships give people the trust to listen to what you’re saying.\r\n<h3>Don’t Wait</h3>\r\nHave a conversation about performance or behavior as soon as possible after you know it’s necessary. Performance and behavior issues are not self-healing. Left to themselves, they will go from bad to worse and your conversations will become more difficult.\r\n<h3>Have A Conversation About One Specific Issue</h3>\r\nDo not bundle things together and expect the conversation to end well. Have a conversation about one issue or incident.\r\n<h3>Tailor Your Conversation to The Person</h3>\r\nIf you spent the time touching base a lot, having conversations, and building relationships, you’ll know how your team members differ from each other. Use that knowledge to increase the odds of a good outcome.\r\n<h3>Your Goals</h3>\r\nYour goal is to have a conversation that results in a positive change in behavior or performance. Conversations are two-way. Your other goal is to have the conversation end with your team member thinking about what will change, not about how you treated them.\r\n<h3>Rules of Engagement</h3>\r\nStart by describing why you’re having the conversation in terms of what you’re going to discuss and why it matters. Be as non-judgmental as possible. The easiest way to do that is to describe the issue and its impact without using any adjectives. This will be hard at first, but you can master the technique.\r\n<h3>The Really Hard Part</h3>\r\nOnce you’ve made your one or two-sentence statement of what you’re going to talk about and why, shut up. Be quiet. Don’t talk. Wait for your team member to talk next.\r\n\r\nIf you’re a manager in North America, that will probably be very hard for you. We are bred and trained to get right to it, and we hate dead air. But you’ll have more success with this kind of conversation if you allow the other person to speak next, no matter how uncomfortable that makes you.\r\n<h3>Don’t Declare Victory Too Soon</h3>\r\nWhen you get to the conversation stage, you’ll be tempted to wrap things up sooner than you need to. Resist the temptation. Let the conversation proceed until it naturally winds down. Then summarize the situation before you part ways.\r\n\r\nSpecify and agree to what will change, when it will change, and how both you and your team member will know it’s changed. Otherwise, the conversation you’ve just had was more like social chit-chat than a performance conversation.\r\n<h3>Write Up Your Agreement</h3>\r\nAfter the conversation is over, make notes about what you and your teammate have agreed to. Share what you’ve got with your team member and make any changes necessary.\r\n<h3>Follow Up</h3>\r\nYou’re still not done. You need to follow up to see that the agreement has turned into an actual change in behavior or performance. Otherwise, you need to loop around and have another conversation.\r\n<h3>Bottom Line</h3>\r\nConversations about performance or behavior are more likely to be successful if you’ve already established a trusting relationship with a team member. Then, you can take steps to make sure that what you have is a conversation and not a supervisory monologue. Finally, you need to make sure you and your team member both agree to what’s going to change and then follow up to make sure it happens.\r\n\r\nThere are lots of tips about performance conversations in my ebook, <em><a href=\"http://www.threestarleadership.com/about-three-star-leadership/become-a-better-boss-one-tip-at-a-time\" target=\"_blank\" rel=\"noopener\">Become a Better Boss One Tip at a Time.</a></em>', 'How to Handle those Tough Performance Conversations', '', 'inherit', 'closed', 'closed', '', '34689-revision-v1', '', '', '2017-10-17 07:12:24', '2017-10-17 07:12:24', '', 34689, 'https://lead-change.000webhostapp.com/2017/10/17/34689-revision-v1/', 0, 'revision', '', 0),
(34691, 471, '2017-10-17 07:15:57', '2017-10-17 07:15:57', '<em><strong>\"Empathy is about standing in someone else\'s shoes, feeling with his or her heart, seeing with his or her eyes. Not only is empathy hard to outsource and automate, but it makes the world a better place.\" Daniel H. Pink</strong></em>\r\n\r\nRecently read the book\"Hit Refresh\" by Satya Nadella\r\nWhat stuck with me, is the episode he narrates about a question that he was asked while interviewing with Microsoft.\r\nHere is what the story says,\r\n\r\n&nbsp;\r\n\r\nSatya Nadella was asked this question when he wanted to be part of Microsoft.\r\n\r\n“Imagine you see a baby laying in the street, and the baby is crying. What do\r\nyou do?” he asked.\r\n\r\n“You call 911,” I replied without much forethought.\r\n\r\nRichard walked me out of his office, put his arm around me, and said, “You need some empathy, man. If a baby is laying on a street crying, pick up the baby.”\r\n\r\nNeed to learn to have some empathy !!!\r\n<h3>Why so much talk about empathy?</h3>\r\nIt is interesting how a CEO of a large Company like Microsoft talks about empathy and its importance.\r\n\r\nEmpathy is considered the most important skill to have in the corporate world. It is not specific to any level, an individual on any step of the corporate ladder needs to have this skill. With so much technological disruptions taking place in the digital global world, the human quality -Empathy becomes crucial.\r\n\r\nAs managers and leaders we are so focused on achieving productivity, efficiency and growth, we tend to forget those softer qualities like Empathy, trust, relationships that are key to achieving success in the workplace. Even as a marketer or a product development person, if you do not showcase empathy for your customers, you cannot create an experience that they value.\r\nFortunately, Empathy in the real sense cannot be easily automated.\r\n<h3>Lift someone up- that is empathy</h3>\r\n<h3><em>“It’s not so much the journey that’s important; as is the way that we treat those we encounter and those around us, along the way” </em>\r\n<em>― Jeremy Aldana</em></h3>\r\nDeepa was a young lady who had joined us straight from college. She was smart and knowledgeable. She was once asked to present a business case to her manager and managers manager. Deepa was nervous and was trying hard to present. In her nervousness, she skipped a few slides. Her manager was quick to make fun of her and rebuked her in front of all the people in the meeting room. While some of us sitting in the room, empathized with her, the manager did not show any sign of understanding her predicament.\r\nIf he would have understood his team member, provided her guidance and encouragement, Deepa would have been successful in the first presentation. But her managers \"EGO\" came in the way.\r\n\r\nDo you find the above scenario familiar? Do you have a colleague like Deepa\'s manager?\r\nMany managers &amp; leaders have a deficit of empathy. Their ego\'s hijack their effectiveness.\r\n<h3>How well do you know your people</h3>\r\n<h3><em>“Walk with me for a while, my friend—you in my shoes, I in yours—and then let us talk.” </em>\r\n<em>― Richelle E. Goodrich, Smile Anyway</em></h3>\r\nPeople spend more than 8 hours of the day in the office. Which is sometimes more than the time that you get to spend with your family at home?\r\n\r\nWith so much time in office, do you make an effort to have a meaningful conversation with your people?\r\nIt is all about caring for your people, understanding them and making an effort in getting to know them. Only then would you know about their strengths and weakness. Treating them as individuals earn you the trust and respect which is crucial for your success and the success of the individuals that you lead. Caring will inspire them to put their best efforts for you. Have a meaningful conversation with them regularly.\r\n\r\nBy making this effort, you tend to increase their trust in your leadership. A team built on such trust goes a long way in solving complex problems and meeting all goals.\r\n<h3>Empathy or Sympathy.</h3>\r\n<h3><em><strong>“Empathy fuels connection. Sympathy drives disconnection.” – Dr. Brene Brown</strong></em></h3>\r\nFrankly, if you ask me, people don\'t like being sympathized. All they want is for you to understand them and listen to them. A manager or a leader who is good at empathizing, tend to gain the respect of their team.\r\nMaking your people feel important, understanding their perspectives and point of views goes a long way in building a trusting relationship with your team.\r\nThis skill becomes even more important when you are working across cultures. Understanding different cultures, respecting them and learning the nuances of other cultures, earns you more respect from your global team.\r\nYou can be a task-oriented manager, but to be successful you have to demonstrate empathy.\r\n<h3><em>Practical tips for improving your empathy quotient</em>.</h3>\r\n1 While talking to your team and building relationship with them, ego should not be part of the equation.\r\n2.Be generous in spending time with your team members and listen to them. Don\'t look busy with your mobile or laptop while they are talking to you. Busying yourself will signal that they are less important.\r\n3.Be a good coach\r\n4. Give genuine recognition. It helps to motivate your team.\r\n<h3><em><strong>\"if leaders care about each individual as a person, then people respond well to them. The greater the depth of their concern, the broader and longer lasting their influence.\" (from \"The 360 Degree Leader: Developing Your Influence from Anywhere in the Organization\" by John C. Maxwell)</strong></em></h3>\r\n&nbsp;', 'Empathy at workplace-Practical tips', '', 'pending', 'open', 'open', '', '', '', '', '2017-10-17 07:25:43', '2017-10-17 07:25:43', '', 0, 'https://lead-change.000webhostapp.com/?p=34691', 0, 'post', '', 0),
(34692, 1, '2017-10-17 07:15:57', '2017-10-17 07:15:57', '<em><strong>\"Empathy is about standing in someone else\'s shoes, feeling with his or her heart, seeing with his or her eyes. Not only is empathy hard to outsource and automate, but it makes the world a better place.\" Daniel H. Pink</strong></em>\r\n\r\nRecently read the book\"Hit Refresh\" by Satya Nadella\r\nWhat stuck with me, is the episode he narrates about a question that he was asked while interviewing with Microsoft.\r\nHere is what the story says,\r\n\r\n&nbsp;\r\n\r\nSatya Nadella was asked this question when he wanted to be part of Microsoft.\r\n\r\n“Imagine you see a baby laying in the street, and the baby is crying. What do\r\nyou do?” he asked.\r\n\r\n“You call 911,” I replied without much forethought.\r\n\r\nRichard walked me out of his office, put his arm around me, and said, “You need some empathy, man. If a baby is laying on a street crying, pick up the baby.”\r\n\r\nNeed to learn to have some empathy !!!\r\n<h3>Why so much talk about empathy?</h3>\r\nIt is interesting how a CEO of a large Company like Microsoft talks about empathy and its importance.\r\n\r\nEmpathy is considered the most important skill to have in the corporate world. It is not specific to any level, an individual on any step of the corporate ladder needs to have this skill. With so much technological disruptions taking place in the digital global world, the human quality -Empathy becomes crucial.\r\n\r\nAs managers and leaders we are so focused on achieving productivity, efficiency and growth, we tend to forget those softer qualities like Empathy, trust, relationships that are key to achieving success in the workplace. Even as a marketer or a product development person, if you do not showcase empathy for your customers, you cannot create an experience that they value.\r\nFortunately, Empathy in the real sense cannot be easily automated.\r\n<h3>Lift someone up- that is empathy</h3>\r\n<h3><em>“It’s not so much the journey that’s important; as is the way that we treat those we encounter and those around us, along the way” </em>\r\n<em>― Jeremy Aldana</em></h3>\r\nDeepa was a young lady who had joined us straight from college. She was smart and knowledgeable. She was once asked to present a business case to her manager and managers manager. Deepa was nervous and was trying hard to present. In her nervousness, she skipped a few slides. Her manager was quick to make fun of her and rebuked her in front of all the people in the meeting room. While some of us sitting in the room, empathized with her, the manager did not show any sign of understanding her predicament.\r\nIf he would have understood his team member, provided her guidance and encouragement, Deepa would have been successful in the first presentation. But her managers \"EGO\" came in the way.\r\n\r\nDo you find the above scenario familiar? Do you have a colleague like Deepa\'s manager?\r\nMany managers &amp; leaders have a deficit of empathy. Their ego\'s hijack their effectiveness.\r\n<h3>How well do you know your people</h3>\r\n<h3><em>“Walk with me for a while, my friend—you in my shoes, I in yours—and then let us talk.” </em>\r\n<em>― Richelle E. Goodrich, Smile Anyway</em></h3>\r\nPeople spend more than 8 hours of the day in the office. 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(34697, 399, '2017-10-17 07:17:51', '2017-10-17 07:17:51', '<strong>Lead Change</strong> is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change inspires readers to boldly step up and serve wherever and whenever leadership is needed, and provides real and concrete advice on how to grow. Written for, by, and about top leadership and business professionals around the world, Lead Change, owned and operated by <a href=\"http://www.weavinginfluence.com\">Weaving Influence, Inc</a>., has been a top source of leadership learning since its founding.\r\n\r\nLead Change is more than a blog. We are a global, virtual platform for encouraging and showcasing great ideas and helping leaders in their own professional growth by sharing and multiplying powerful leadership content. Find us on <a href=\"http://facebook.com/leadchangegroup\">Facebook</a>, <a href=\"http://twitter.com/leadchangegroup\">Twitter</a>, or <a href=\"http://www.linkedin.com/groups?gid=1875191\">LinkedIn</a> to join the conversation.', 'About', '', 'inherit', 'closed', 'closed', '', '4-revision-v1', '', '', '2017-10-17 07:17:51', '2017-10-17 07:17:51', '', 4, 'https://lead-change.000webhostapp.com/2017/10/17/4-revision-v1/', 0, 'revision', '', 0),
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(34699, 418, '2017-10-17 07:27:45', '2017-10-17 07:27:45', 'For decades, putting the word empathy in the same sentence as leadership would evoke derision and scorn. The take-no-prisoners, bullying approach evidenced by Steven Job, Steve Ballmer, Travis Kalanick (Uber) and epitomized by Donald Trump seems to capture attention media attention.\r\n\r\nBut the tide is turning. Consider Microsoft CEO Satya Nadella who has used empathy and collaboration to turn a fading organization into a $250 billion success. In a published interview with LinkedIn CEO Jeff Weiner, his ardent practice of compassionate leadership brought potential employees exclaiming how they’d want to work for him.\r\n\r\nTo attract and retain talent, develop teamwork, and succeed as a resilient organization, these soft skills are often the hardest to develop.  It’s one thing to understand marketing strategy, balance sheets, and competitive analysis, but it is quite something else to purposely behave in a way that is more about inspiration and collaboration rather than command and control.\r\n\r\nAs noted by Dr. Sherry Turkle in her book, Reclaiming Conversation, “Empathy is uniquely human. It cannot be mastered without face-to-face conversations.”\r\n\r\nThat’s the rub.  Improving empathy requires an investment—an investment of time to actually know people as individuals and to encourage face-to-face communication. The good news is that the actual cost of improving empathy is small, and the potential payout huge.  Consider the “new” Microsoft.\r\n\r\nBut it’s not enough to come face-to-face (even if over a teleconference line). To develop as an empathetic leader, here are six behaviors to begin practicing:\r\n<ul>\r\n 	<li>Listen more than speak.  Specifically, refrain from judgment in order to understand the other person. Ask reflective questions to discover if what you “think” you hear is accurate.</li>\r\n 	<li>Seek authentic ways to positively acknowledge others. More often than not, we have been taught to lead by correcting faults rather than focusing on what is positive.</li>\r\n 	<li>Consider Nadella’s emphasis on collaboration by creating a “learn-it-all” culture versus a know-it-all one. A forward moving organization requires that ideas and input from all quadrants of the business and not just the C-Suite.</li>\r\n 	<li>Reveal your humanity. Human beings make mistakes and experience setbacks. When a leader reveals such personal information, she becomes both real and accessible. Course corrections in business and life are as essential as the standard course corrections used in flying a plane.</li>\r\n 	<li>Look to unleash talent within the organization and not just from outside. Encourage all employees and managers to explore what interests are untapped. Have the conversations that ask “what will keep you excited and engaged in this enterprise?”</li>\r\n 	<li>Celebrate and come together.  There’s a huge difference between the morale of a company in which managers were told NOT to eat lunch with subordinates and the one that said, “break bread together”.</li>\r\n</ul>\r\nSix simple behaviors. Easy to write and harder to do. Consider an internal “nudge” or a coach to remind you and work on these skills. You want your “mindware” working with software, the softest of software: PEOPLE.', 'The \"Softest\" Software', '', 'draft', 'open', 'open', '', '', '', '', '2017-10-17 07:28:57', '2017-10-17 07:28:57', '', 0, 'https://lead-change.000webhostapp.com/?p=34699', 0, 'post', '', 0),
(34700, 1, '2017-10-17 07:27:05', '2017-10-17 07:27:05', 'For decades, putting the word empathy in the same sentence as leadership would evoke derision and scorn. The take-no-prisoners, bullying approach evidenced by Steven Job, Steve Ballmer, Travis Kalanick (Uber) and epitomized by Donald Trump seems to capture attention media attention.\r\n\r\nBut the tide is turning. Consider Microsoft CEO Satya Nadella who has used empathy and collaboration to turn a fading organization into a $250 billion success. In a published interview with LinkedIn CEO Jeff Weiner, his ardent practice of compassionate leadership brought potential employees exclaiming how they’d want to work for him.\r\n\r\nTo attract and retain talent, develop teamwork, and succeed as a resilient organization, these soft skills are often the hardest to develop.  It’s one thing to understand marketing strategy, balance sheets, and competitive analysis, but it is quite something else to purposely behave in a way that is more about inspiration and collaboration rather than command and control.\r\n\r\nAs noted by Dr. Sherry Turkle in her book, Reclaiming Conversation, “Empathy is uniquely human. It cannot be mastered without face-to-face conversations.”\r\n\r\nThat’s the rub.  Improving empathy requires an investment—an investment of time to actually know people as individuals and to encourage face-to-face communication. The good news is that the actual cost of improving empathy is small, and the potential payout huge.  Consider the “new” Microsoft.\r\n\r\nBut it’s not enough to come face-to-face (even if over a teleconference line). To develop as an empathetic leader, here are six behaviors to begin practicing:\r\n<ul>\r\n 	<li>Listen more than speak.  Specifically, refrain from judgment in order to understand the other person. Ask reflective questions to discover if what you “think” you hear is accurate.</li>\r\n 	<li>Seek authentic ways to positively acknowledge others. More often than not, we have been taught to lead by correcting faults rather than focusing on what is positive.</li>\r\n 	<li>Consider Nadella’s emphasis on collaboration by creating a “learn-it-all” culture versus a know-it-all one. A forward moving organization requires that ideas and input from all quadrants of the business and not just the C-Suite.</li>\r\n 	<li>Reveal your humanity. Human beings make mistakes and experience setbacks. When a leader reveals such personal information, she becomes both real and accessible. Course corrections in business and life are as essential as the standard course corrections used in flying a plane.</li>\r\n 	<li>Look to unleash talent within the organization and not just from outside. Encourage all employees and managers to explore what interests are untapped. Have the conversations that ask “what will keep you excited and engaged in this enterprise?”</li>\r\n 	<li>Celebrate and come together.  There’s a huge difference between the morale of a company in which managers were told NOT to eat lunch with subordinates and the one that said, “break bread together”.</li>\r\n</ul>\r\nSix simple behaviors. Easy to write and harder to do. Consider an internal “nudge” or a coach to remind you and work on these skills. You want your “mindware” working with software, the softest of software: PEOPLE.', 'The \"Softest\" Software', '', 'inherit', 'closed', 'closed', '', '34699-revision-v1', '', '', '2017-10-17 07:27:05', '2017-10-17 07:27:05', '', 34699, 'https://lead-change.000webhostapp.com/2017/10/17/34699-revision-v1/', 0, 'revision', '', 0);

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