Welcome to the November 2016 edition of the Leadership Development Carnival!

As I was reviewing this month's submissions to the Leadership Development Carnival, I was wishing we could all get together in a room to exchange these ideas more deeply and directly. As everyone in the US gears up to put the closing moments on a divisive political season tomorrow, I am heartened to be reminded how many great leaders there are out there, committed to helping one another be more effective and more true to themselves. Thank you all.

The Lead Change Group would like to thank the <a href="http://www.remoteleadershipinstitute.com/" target="_blank">Remote Leadership Institute (RLI)</a> for sponsoring the Lead Change Group (including this carnival) for November 2016. Learn more about RLI <a href="http://www.remoteleadershipinstitute.com/" target="_blank">here</a>.
<h3>Let's Get Started</h3>
<strong>Anne Perschel</strong> of <a href="http://germaneconsulting.com/" target="_blank">Germane Coaching and Consulting</a> submitted <a href="http://germaneconsulting.com/real-leaders-apologize/" target="_blank">How Real Leaders Apologize and Mean It</a>. Anne summarizes, "Real leaders don’t apologize AS IF they mean it. They actually mean it because they are empathetic. Empathy is the first of four elements in a genuine apology." Follow Anne on Twitter at <a href="https://twitter.com/bizshrink" target="_blank">@bizshrink</a>.
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<strong>Beth Beutler</strong> of <a href="http://www.bethbeutler.com/" target="_blank">H.O.P.E. Unlimited</a> provided <a href="http://www.bethbeutler.com/faster-colleague/" target="_blank">How to Get Along with the Colleague Who is Faster Than You</a>. Beth recaps, "Do you sometimes have to work with a colleague whose pace is faster than yours? Beth Beutler gives some techniques for navigating swift waters in business relationships." Find Beth on Twitter at <a href="https://twitter.com/bethbeutler" target="_blank">@bethbeutler</a>.
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<strong>Chris Edmonds</strong> of the <a href="http://drivingresultsthroughculture.com/" target="_blank">Purposeful Culture Group</a> contributed <a href="http://drivingresultsthroughculture.com/culture-leadership-charge-be-present/" target="_blank">Culture Leadership Charge: Be Present</a>. In this post, Chris charges leaders with the importance of being fully present, so they don’t send a message of “you’re not that important.” Follow Chris on Twitter at <a href="https://twitter.com/scedmonds" target="_blank">@scedmonds</a>.
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<strong>Dan McCarthy</strong> of <a href="http://www.greatleadershipbydan.com/" target="_blank">Great Leadership</a> provided <a href="http://www.greatleadershipbydan.com/2016/10/leaders-should-define-more-than.html" target="_blank">Leaders Should Define More Than the Mountain Top, but Less Than the Whole Plan</a>. Dan recaps, "When it comes to defining their vision, leaders tend to fall into two camps. Camp one can clearly articulate a mountain top they want to reach, but create zero clarity on how they’re going to get to that mountain top. Camp two has their mountain top defined and they also have a step-by-step guide to get from where they are today (base camp) to their mountain top. Both camps fail to create sustained motivation in their people. Guest author Hamish Knox explains why." Locate Dan on Twitter at <a href="https://twitter.com/greatleadership" target="_blank">@greatleadership</a>.
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<strong>Dana Theus</strong> of <a href="http://inpowercoaching.com/" target="_blank">InPower Coaching</a> contributed <a href="http://inpowercoaching.com/dear-dana-workplace-advice-new-team-dealing-workplace-bullying-colleague/" target="_blank">Dear Dana Workplace Advice: New To the Team And Dealing With Workplace Bullying By A Colleague</a>. Dana writes, "Dear Dana, I recently joined a new team and one of my colleagues is treating me like the hired help! I’m not sure what to do since I am new on the team and don’t want to get a reputation early on for being difficult or refusing to do work. Help! — Signed, Between a rock and a hard place in Iowa." Find Dana on Twitter at <a href="https://twitter.com/DanaTheus" target="_blank">@DanaTheus</a>.
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<strong>David Dye</strong> of <a href="http://trailblazeinc.com/" target="_blank">Trailblaze</a> submitted <a href="http://trailblazeinc.com/how-to-lead-when-it-looks-impossible/" target="_blank">How to Lead When It Looks Impossible</a>. David summarizes, "Every leader faces challenges that look impossible. David offers encouragement and practical next steps based on a recent mountain he and Karin Hurt climbed." Follow David on Twitter at <a href="https://twitter.com/davidmdye" target="_blank">@davidmdye</a>.
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<strong>David Grossman </strong>of <a href="http://www.yourthoughtpartner.com/" target="_blank">The Grossman Group</a> shared <a href="http://www.yourthoughtpartner.com/blog/bid/38853/the-7-requirements-of-a-strategic-messaging-methodology" target="_blank">7 Requirements of a Strategic Messaging Methodology</a>. David writes, "What is a Strategic Messaging Methodology, and what can it do for you, your leaders, and your organization? Simply put, it’s a process that helps you think strategically about how you develop your story, drive alignment, and tell it powerfully—whether it’s a large organizational story or whether you want to <a href="http://www.yourthoughtpartner.com/change-management" target="_blank" data-saferedirecturl="https://www.google.com/url?hl=en&amp;q=http://www.yourthoughtpartner.com/change-management&amp;source=gmail&amp;ust=1478188589259000&amp;usg=AFQjCNHpJw1yVCTxLhLgV13ned_ieszjEQ"><b>communicate change</b></a> inside your organization. " Discover David on Twitter at <a href="https://twitter.com/ThoughtPartner" target="_blank">@thoughtpartner</a>.
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<strong>Evan Sinar</strong> of <a href="http://www.ddiworld.com/home?lang=en-US" target="_blank">Development Dimensions International (DDI)</a> provided <a href="http://www.bethbeutler.com/why-ive-cut-back-on-working-at-coffee-shops/http://www.bethbeutler.com/why-ive-cut-back-on-working-at-coffee-shops/" target="_blank">LeaderPulse: The 5 Most Valuable Gifts Most Leaders Aren't Getting</a>. Evan recaps, "If you missed Boss’s Day last month, it’s never too late for employees to recognize their life-changing leaders. We looked to our research to come up with five less common, but more valuable gifts." Find Evan on Twitter at <a href="https://twitter.com/EvanSinar" target="_blank">@evansinar</a>.
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<strong>Jill Malleck</strong> of <a href="http://epiphanyatwork.com/" target="_blank">Epiphany at Work</a> contributed <a href="https://epiphanyatwork.com/told-think-now/" target="_blank">They Told You What They Think of You, Now What?</a>. Jill shares, "Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. Jill explains how you can pluck out the meaningful messages and take positive action." Find Jill on Twitter at <a href="https://twitter.com/epiphanyatwork" target="_blank">@epiphanyatwork</a>.
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<strong>Jesse Lyn Stoner</strong> of the <a href="http://seapointcenter.com/" target="_blank">Seapoint Center</a> shared <a href="http://seapointcenter.com/7-fail-safe-steps-to-increase-responsibility/" target="_blank"> 7 Fail-Safe Steps to Increase Responsibility and Develop Your Team </a>. Jesse Lyn recaps, "If you’re not offering your people the opportunity to grow – to increase their responsibility and learn new skills – you are going to lose them. But increasing responsibility without also delegating authority is a recipe for disaster. And simply delegating is not always the answer either." Follow Jesse Lyn on Twitter at <a href="https://twitter.com/JesseLynStoner" target="_blank">@JesseLynStoner</a>.
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<strong>Jim Taggart</strong> of <a href="https://changingwinds.wordpress.com/" target="_blank">Changing Winds</a> provided <a href="https://changingwinds.wordpress.com/2016/10/16/samsungs-failed-executive-leadership/" target="_blank">Samsung's Failed Executive Leadership</a>. Jim shares, "Being the top leader of an organization, whether in the public or private sphere, is no easy task. What’s more appropriately called executive managerial leadership (as opposed to the overused, feel good term “leadership”), those at the helm of companies or government agencies have huge responsibilities." Find Jim on Twitter at <a href="https://twitter.com/72keys" target="_blank">@72keys</a>.
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<strong>Joel Garfinkle</strong> of the <a href="http://careeradvancementblog.com/" target="_blank">Career Advancement Blog</a> submitted <a href="http://careeradvancementblog.com/developing-personal-brand" target="_blank">5-Step Plan to Developing Your Personal Brand</a>. Joel recaps: "Have you developed your personal brand? No? Then it's no surprise that you're not moving up in your career. Implement this 5-step plan for career advancement." Discover Joel on Twitter at <a href="https://twitter.com/JoelGarfinkle" target="_blank">@JoelGarfinkle</a>.

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<strong>John Hunter</strong> of the <a href="http://management.curiouscatblog.net/" target="_blank">Curious Cat Management Improvement Blog</a> shared <a href="http://management.curiouscatblog.net/2016/10/19/bell-labs-designing-a-new-phone-system-using-idealized-design/" target="_blank">Bell Labs Designing a New Phone System Using Idealized Design</a>. John summarizes, "The basic idea of idealized design is to create a new design for a product, service or the organization based on what is feasible today (but without being limited by the constraints of the existing state). Then, use that ideal to guide you as you figure out a plan to move from the existing state to that idealized design." Find John on Twitter at <a href="https://twitter.com/curiouscat_com" target="_blank">@curiouscat_com</a>.
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<strong>Jon Mertz</strong> of <a href="https://www.thindifference.com/" target="_blank">Thin Difference</a> contributed <a href="https://www.thindifference.com/2016/10/discontentment-great-leadership-challenge/" target="_blank">Discontentment: A Great Leadership Challenge</a>. Jon shares, "Discontentment seems to be reaching epidemic proportions. What can we do as leaders to begin to unravel it? " Follow Jon on Twitter at <a href="https://twitter.com/ThinDifference" target="_blank">@thindifference</a>.
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<strong>Jon Verbeck</strong> of <a href="http://www.jonverbeck.com/" target="_blank">JonVerbeck.com</a> provided <a href="http://www.jonverbeck.com/dashboard-may-important-part-company-vehicle/" target="_blank">The Dashboard May be the Most Important Part of Your Company Vehicle</a>. In this post, Virtual CFO Jon Verbeck explains the important parts of a financial dashboard for your company. Find Jon on Twitter at <a href="https://twitter.com/jonverbeck1" target="_blank">@jonverbeck1</a>.
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<strong>Julie Winkle-Giulioni </strong>of <a href="http://www.juliewinklegiulioni.com/" target="_blank">Julie Winkle-Giulioni</a> provided <a href="http://smartbrief.com/original/2016/10/whoa-what-are-todays-most-common-leadership-mistakes" target="_blank">Whoa! What are today's most common leadership mistakes?</a> Julie recaps, "As counterintuitive as it may seem, well-meaning leaders undermine staff development - and ultimately results - not because they are doing too little but because they are doing too much." Find Julie on Twitter at <a href="https://twitter.com/julie_wg" target="_blank">@julie_wg</a>.
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<strong>Karin Hurt </strong>of <a href="http://letsgrowleaders.com/" target="_blank">Let's Grow Leaders</a> contributed <a href="http://letsgrowleaders.com/winning-well/7-things-your-high-performing-employees-long-to-hear-you-say/" target="_blank">7 Things Your High-Performance Employees Long to Hear You Say</a>. Karin recaps, "Your high-performing employees never seem like the MIT (Most Important Thing), but the truth is, when I meet with them and ask what they need, I hear about things they long for from their boss." Follow Karin on Twitter at <a href="https://twitter.com/LetsGrowLeaders" target="_blank">@letsgrowleaders</a>.
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<strong>Lisa Kohn </strong>of <a href="http://chatsworthconsulting.com/thoughtful-leaders/" target="_blank">Thoughtful Leaders</a> contributed <a href="http://chatsworthconsulting.com/2016/08/15/are-you-really-a-leader-an-easy-way-to-tell-2/" target="_blank">Four Key Steps to Being, and Getting More Done</a>. Lisa shares why we need to spend at least as much time “being” as “doing,” and how to do this in our too-busy world. Follow Lisa on Twitter at <a href="https://twitter.com/ThoughtfulLdrs" target="_blank">@thoughtfulldrs</a>.
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<strong>Marcella Bremer</strong> of <a href="http://www.leadershipandchangemagazine.com/" target="_blank">Leadership and Change Magazine</a> provided <a href="http://www.leadershipandchangemagazine.com/the-power-of-less-get-more-done/" target="_blank">The Power of Less: Get More Done</a>. Marcella recaps, "I love Leo Babauta's message from The Power Of Less. It sounds so simple, but it's easier said than done: Identify the essential and eliminate the rest. If you spread yourself too thin; it dilutes your power and effectiveness. Do you do little of too many things? Or do you focus on just one big goal?" Find Marcella on Twitter at <a href="https://twitter.com/MarcellaBremer" target="_blank">@marcellabremer</a>.
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<strong>Mary Jo Asmus </strong>of <a href="http://www.aspire-cs.com/need-really-listen/" target="_blank">Aspire Collaborative Services LLC</a> submitted <a href="http://www.aspire-cs.com/do-less-and-be-more-of-a-leader/" target="_blank">Do Less and Be More of a Leader</a>. Mary Jo summarizes, "Being a people leader requires you to shift your mindset into knowing who you are and developing yourself within that framework." Follow Mary Jo on Twitter at <a href="https://twitter.com/mjasmus" target="_blank">@mjasmus</a>.
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<strong>Mary Ila Ward </strong>of <a href="http://horizonpointconsulting.com/" target="_blank">Horizon Point Consulting</a> contributed <a href="http://horizonpointconsulting.com/blog3/item/leaders-and-runners-dont-run-the-race-alone/" target="_blank">Leaders and Runners, Don’t Run the Race Alone</a>. She recaps, "In 'Leaders and Runners, Don't Run the Race Alone,' Mary Ila encourages leaders to arm themselves with a wingman or wingwoman and provides tips on how leaders can gain 'wing strength,' emphasizing that 'All runners, and leaders, especially those out for the long haul, need a wingman.'" Discover Mary Ila on Twitter at <a href="https://twitter.com/MaryIlaWard" target="_blank">@maryilaward</a>.
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<strong>Michael Lee Stallard </strong>of <a href="http://www.michaelleestallard.com/" target="_blank">Michael Lee Stallard</a> submitted <a href="http://connectionculture.com/finish-2016-strong/" target="_blank">Finish 2016 Strong: Refocus, Reconnect, Reenergize </a>. Michael shares, "With 2016 rapidly drawing to a close, now is the time to establish your plan to finish the year strong. Michael Stallard shares advice for leaders on meeting year-end goals." Follow Michael on Twitter at <a href="https://twitter.com/michaelstallard" target="_blank">@michaelstallard</a>.
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<strong>Miki Saxon</strong> of <a href="http://mappingcompanysuccess.com/" target="_blank">MAPping Company Success</a> contributed <a href="http://mappingcompanysuccess.com/2016/10/golden-oldies-customer-service-week-2016/" target="_blank">Golden Oldie: Customer Service Week 2016</a>. Miki writes, "There is much talk, and even some action, about "enhancing customer experience," but, when you're a line manager, who exactly are your customers?" Discover Miki on Twitter at <a href="https://twitter.com/OptionSanity" target="_blank">@optionsanity</a>.
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<strong>Neal Burgis</strong> of <a href="http://www.successful-solutions.com/" target="_blank">Burgis Successful Solutions</a> submitted <a href="http://www.successful-solutions.com/2016/10/28/leaders-start-viewing-setbacks-as-opportunities/" target="_blank">Leaders, Start Viewing Setbacks as Opportunities</a>. Neal recaps, "Too many leaders get flustered when a business setback occurs. You need to take a step back and look at what happened and take action to move forward." Find Neal on Twitter at <a href="https://twitter.com/Exec_Solutions" target="_blank">@exec_solutions</a>.
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<strong>Paul LaRue </strong>of <a href="https://upwardsleader.com/" target="_blank">The UPwards Leader</a> contributed <a href="https://upwardsleader.com/2016/10/24/how-to-lead-with-a-sandbox-culture/" target="_blank">How To Lead With A Sandbox Culture</a>. Paul summarizes, "Striking a balance between cultural and operational parameters that allows your employees room to innovate is always a challenge. Thinking of it as a sandbox in a playground will help that balance." Follow Paul on Twitter at <a href="https://twitter.com/paul_larue" target="_blank">@paul_larue</a>.
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<strong>Randy Conley</strong> of <a href="http://leadingwithtrust.com/" target="_blank">Leading With Trust</a> shared <a href="https://leadingwithtrust.com/2016/10/16/10-ways-leaders-can-easily-build-trust-with-their-new-teams/" target="_blank">10 Ways Leaders Can Easily Build Trust with Their New Teams</a>. Randy writes, "Trust doesn’t 'just happen' by accident. It takes intentional effort and leaders need to have a specific game plan to establish and nurture trust in relationships. Randy Conley offers advice from the trenches in this post." Find Randy on Twitter at <a href="https://twitter.com/RandyConley" target="_blank">@randyconley</a>.
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<strong>Shelley Row</strong> of <a href="http://www.shelleyrow.com/" target="_blank">Shelley Row</a> submitted <a href="http://www.shelleyrow.com/pushing-a-wheel-chair-lessons-in-servant-leadership/" target="_blank">Pushing a Wheel Chair: Lessons in Servant Leadership</a>. In this piece, Shelley shared lessons learned about servant leadership as she took on caregiving responsibilities for her husband." Discover Shelley on Twitter at <a href="https://twitter.com/ShelleyRow" target="_blank">@shelleyrow</a>.
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<strong>Susan Mazza</strong> of <a href="http://randomactsofleadership.com/" target="_blank">Random Acts of Leadership</a> provided <a href="http://randomactsofleadership.com/i-choose-to-honor-you/" target="_blank">I Choose to Honor You</a>. Susan explains, "If we truly want to be constructive participants and collaborators in our democracy, we need to bring a better spirit to our conversations with each other. We need to start talking with one another about the things that are hard to talk about, to engage in conversations with people who do not look or think like us, so we can learn. We need to be far more curious and much more discerning about what we believe and what we think we know, and seek truth rather than assume we are being told the truth." Follow Susan on Twitter at <a href="https://twitter.com/SusanMazza" target="_blank">@susanmazza</a>.
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<strong>Tanveer Naseer</strong> of <a href="http://tanveernaseer.com/" target="_blank">Tanveer Naseer</a> submitted <a href="http://www.tanveernaseer.com/the-importance-of-gratitude-in-leadership/" target="_blank">Why Expressing Gratitude Through Our Leadership Matters</a>. Tanveer explains the post is, "A look at how expressing gratitude can help leaders bring out the best in those they lead and drive their organizations to succeed." Discover Tanveer on Twitter at <a href="https://twitter.com/TanveerNaseer" target="_blank">@tanveernaseer</a>.
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<strong>Wally Bock</strong> of <a href="http://www.threestarleadership.com/" target="_blank">Three Star Leadership</a> submitted <a href="http://www.threestarleadership.com/life/thoughts-on-retirement-and-purpose" target="_blank">Thoughts on Retirement and Purpose</a>. Wally recaps, "People need a purpose. Without purpose, there’s not much reason to get up in the morning." Find Wally on Twitter at <a href="https://twitter.com/wallybock" target="_blank">@wallybock</a>.
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<em>Thank you to everyone who submitted articles for this month's carnival! If you would like to be on the distribution list for submission calls, please contact Paula Kiger (paula @ weavinginfluence (dot) com)!</em>

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