INSERT INTO `wp_comments` (`comment_ID`, `comment_post_ID`, `comment_author`, `comment_author_email`, `comment_author_url`, `comment_author_IP`, `comment_date`, `comment_date_gmt`, `comment_content`, `comment_karma`, `comment_approved`, `comment_agent`, `comment_type`, `comment_parent`, `user_id`) VALUES
(7824, 4421, 'Jane Perdue', 'thehrgoddess@gmail.com', '', '76.23.122.124', '2011-01-04 09:37:15', '2011-01-04 15:37:15', 'Mike --\n\nYour excellent remarks about \'trying\' brought to mind Susan Mazza\'s great work on accountability.  She uses a sliding scale from \'try\' to \'do\' to \'commit\' which I think perfectly encapsulates the process.\n\nI\'ve committed the second act of my life to working with leaders who are committed to making a positive difference for themselves and for others.  The Lead Change group shares this purpose, and I\'m delighted to be a contributing member.\n\nWith a smile,\n\nJane', 0, '1', '', '', 0, 0),
(7825, 4421, 'Don Shapiro', 'donshapiro@firstconcepts.com', 'http://leadchangegroup.com/members/donshapiro/', '71.121.43.189', '2011-01-04 17:45:52', '2011-01-04 23:45:52', 'Making a difference in this world is what it\'s all about. Like you said, if we can\'t move the needle enough, might as well spend time on a hobby. I believe in big, bold visions...huge goals, major accomplishments, the Super Bowl Ring, the medal stand at the Olympics and Sandy Koufax pitching no hitters over and over (sorry to date myself a little here but he is one of my big time heroes).\n\nWhat I have loved about the Lead Change Group from the first moment is that everyone I have met on-line and at LeaderPalooza all want the same thing in their own unique way. We all want to make a big difference and leave this world a much better place while we still inhabit this earth.\n\nNow, more than ever, our homes, our communities, our organizations, our country, our world need leadership. Not just people in positions of authority but people who can teach, inspire and guide people to seek more, do more and change things for the better. If each of us inspires just one person to lead and that person inspires just one person to do the same before you know it we\'ve created a legacy that will last an eternity...a world filled with true leaders.\n\nBlessings,\n\nDon', 0, '1', '', '', 0, 261),
(7826, 4425, 'Tweets that mention Just Trust Me... - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/just-trust-me/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-05 08:22:37', '2011-01-05 14:22:37', '[...] This post was mentioned on Twitter by Michael McKinney, David Graziano, Jessica Henry, Vicky Henry, Martin Haworth PCC and others. Martin Haworth PCC said: Just Trust Me… http://bit.ly/fkNJoO [...]', 0, '1', '', 'pingback', 0, 0),
(7827, 4425, 'William Powell', 'wpowell@theleadershipadvisor.com', 'http://www.theleadershipadvisor.com', '184.57.165.110', '2011-01-05 08:30:29', '2011-01-05 14:30:29', 'Such a needed topic for discussion Heather. For leaders or employees: If you want to be trusted, make sure you act trustworthy. I think one of the most important points of this post is that collectively, the answers to questions and solutions to problems are available.\n\nIt\'s when we begin to take things off on our own assuming we know better or have more answers that things get messy. Truly a culture to be developed in any organization and team.\n\nCheers,\nWilliam', 0, '1', '', '', 0, 260),
(7828, 4425, 'David McQueen', 'dave.mcqueen@gmail.com', 'http://simplymagnificent.wordpress.com', '86.26.78.237', '2011-01-05 08:33:14', '2011-01-05 14:33:14', 'I was working with a group of emerging leaders the other day and I asked them what they thought trust meant, either express or implied, and had about ten different answers. There was still a bit of struggle when I asked them to come together with a singular definition that they could all agree on. So trust is a very interesting topic.\n\nLove your take on it.\n\nInteresting question though. How does a leader inspire to those who look up to them, if the no-one trusts the leader\'s superiors?', 0, '1', '', '', 0, 0),
(7829, 4425, 'HeatherEColeman', 'heatherecoleman@yahoo.com', '', '216.11.69.5', '2011-01-05 08:39:06', '2011-01-05 14:39:06', 'William,\nThank you for your comments! I agree - the solutions are there, and it is the responsibility of the *entire* team to take the action to implement them together.\n\nI thought it may be interesting to discuss how leaders can be supported by their team - we spend quality time discussing how leaders can lead, but as Pam said during our conversation, \"I have great leaders on my team...\" Employees are leaders as well - creating a bridge of understanding between employees and leaders is critical to professional and organizational success.\n\nHeather', 0, '1', '', '', 0, 0),
(7830, 4425, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-01-05 12:29:04', '2011-01-05 18:29:04', 'Heather, great post about the two-sided nature of trust.  Trust is an expression of confidence.  As an employee, when I started seeing trust like a fuel gauge, I began to earn more of it.  When everything is functioning properly, your supervisor\'s confidence in you will reflect how much fuel you\'ve put in the tank.  Your supervisor isn\'t trusting you, you may need to look for more and better ways to put fuel into your team.  Your valued, consistent, quality contribution over time will move the needle.\n\nThanks for a great post.', 0, '1', '', '', 0, 243),
(7831, 4425, 'HeatherEColeman', 'heatherecoleman@yahoo.com', '', '216.11.69.5', '2011-01-05 13:37:46', '2011-01-05 19:37:46', 'David,\nThank you for your comments - it *is* interesting that a collaborative definition of trust could not be created among leadership colleagues. Collectively, it seems we all have a lot of work to do!\n\nThe leader in-between has a tough job in that situation - if I don\'t trust my leader\'s superiors, how do I fully trust my leader? In that situation, I believe the leader has to have a tremendous amount of courage and be a fearless advocate for the team.\n\nAppreciate your insights and thought-provoking questions!\nHeather', 0, '1', '', '', 7828, 0),
(7832, 4425, 'HeatherEColeman', 'heatherecoleman@yahoo.com', '', '216.11.69.5', '2011-01-05 14:00:54', '2011-01-05 20:00:54', 'Mike,\nThank you so much for your comments - I love the discussions generated here on the Lead Change Group!\n\nI love what you said here:\n\n\"When everything is functioning properly, your supervisor’s confidence in you will reflect how much fuel you’ve put in the tank. Your supervisor isn’t trusting you, you may need to look for more and better ways to put fuel into your team.\"\n\nI believe a successful working environment is created by collaboration - employees can and should fuel their supervisor\'s efforts, just as the leaders themselves can create an environment of autonomy and trust. Communication, respect and consistency.\n\nHeather :)', 0, '1', '', '', 0, 0),
(7833, 4425, 'Tweets that mention Just Trust Me... - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fjust-trust-me%2F%3Fat_xt%3D4d247a377aacc792%252C0%26sms_ss%3Dfacebook&amp;utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-07 12:36:02', '2011-01-07 18:36:02', '[...] This post was mentioned on Twitter by Phyllis Mufson. Phyllis Mufson said: RT @TheJobQuest: Excellent post by <a href=\"http://leadchangegroup.com/members/heatherecoleman/\" rel=\"nofollow\">@HeatherEColeman</a>: Just Trust Me… http://ow.ly/3z8EA #LeadChange #Leadership [...]', 0, '1', '', 'pingback', 0, 0),
(7834, 4425, 'On Building Trust : The Job Quest', '', 'http://melissacooley.com/2011/01/on-building-trust/', '97.74.24.44', '2011-01-07 16:49:54', '2011-01-07 22:49:54', '[...] friend Heather Coleman-Voss, a career coach in Michigan, wrote a very interesting post about managers developing trust in the workplace. In it, she talks about some of the ways that leaders can encourage their employees to trust them. [...]', 0, '1', '', 'pingback', 0, 0),
(7835, 4425, 'Thomas Waterhouse', 'tdwclients@gmail.com', 'http://leadchangegroup.com/members/encouraging/', '68.200.236.32', '2011-01-08 07:17:55', '2011-01-08 13:17:55', 'Yes, people want to be trusted since it represents freedom to grow! This is a quote from \"A Trusting Character\" (contributed here on September 17, 2010). I think it\'s relevant to the discussion, so I hope folks will review the article. \"A trusting character is free to be more concerned with the emotional environment that it creates for others than it is with its own emotional safety.\" I list eight characteristics of a \"trusting character\" that are not only helpful for leaders, but for those they lead! Thank you, Heather. This is a critical topic.', 0, '1', '', '', 0, 254),
(7836, 4425, 'Leading Diversity - Lead Change Group', '', 'http://leadchangegroup.com/leading-diversity/', '174.121.64.152', '2011-01-11 06:31:23', '2011-01-11 12:31:23', '[...] the second element is-  do they trust you? Heather Coleman-Voss recently shared in her post Just Trust Me, &#8220;Employees want to be trusted and respected for their work. Team members believe that their [...]', 0, '1', '', 'pingback', 0, 0),
(7837, 4425, 'HeatherEColeman', 'heatherecoleman@yahoo.com', '', '216.11.69.5', '2011-01-11 12:41:31', '2011-01-11 18:41:31', 'Thomas,\nThank you for the comment - I look forward to reading more on \"A Trusting Character.\" I love this: \"People want to be trusted since it represents freedom to grow.\" This is so true for business as well as personal relationships!\n\n<a href=\"http://leadchangegroup.com/members/heatherecoleman/\" rel=\"nofollow\"><a href=\"http://leadchangegroup.com/members/heatherecoleman/\" rel=\"nofollow\">@HeatherEColeman</a></a>', 0, '1', '', '', 7835, 0),
(7838, 4425, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.164.228.2', '2011-01-21 20:51:03', '2011-01-22 02:51:03', 'Great topic...\n\nTrust is the patience to give someone enough time to keep their word.\nTrust is the perseverance to give someone enough room to make a mistake.\nTrust is the persistence to recognize we\'re in this thing together.\n\nGod Bless,\nC', 0, '1', '', '', 0, 265),
(7839, 4425, 'HeatherEColeman', 'heatherecoleman@yahoo.com', '', '216.11.69.5', '2011-01-31 11:42:19', '2011-01-31 17:42:19', 'Chad,\nWhat a lovely way to describe trust - thank you for your comment!\n\n<a href=\"http://leadchangegroup.com/members/heatherecoleman/\" rel=\"nofollow\"><a href=\"http://leadchangegroup.com/members/heatherecoleman/\" rel=\"nofollow\">@HeatherEColeman</a></a>', 0, '1', '', '', 0, 0),
(7840, 4425, 'The Leadership Development Carnival &#8211; A Love Story', '', 'http://inflexionadvisors.com/blog/2011/02/07/love-leadership-development-carnival/', '65.60.10.2', '2011-02-07 04:26:02', '2011-02-07 10:26:02', '[...] Lead Change Group&#8217;s Heather Coleman-Voss gives the wink and nod with Just Trust Me. [...]', 0, '1', '', 'pingback', 0, 0),
(7841, 4460, 'Tweets that mention New post: Aspire to Lead? Check your aspirations. #leadership -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/aspire-to-lead-check-your-aspirations/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-19 07:13:59', '2011-01-19 13:13:59', '[...] This post was mentioned on Twitter by Mike Henry Sr. and others. Mike Henry Sr. said: New post: Aspire to Lead? Check your aspirations. http://bit.ly/g59SbN #leadership [...]', 0, '1', '', 'pingback', 0, 0),
(7842, 4460, 'William Powell', 'wpowell@theleadershipadvisor.com', 'http://www.theleadershipadvisor.com', '184.57.165.110', '2011-01-19 09:55:58', '2011-01-19 15:55:58', 'Great points Monica! I think aspiration is infinitely more important than motivation. Why people want to be leaders is just as important as what they do as leaders. Thanks so much for sharing such an insightful post!', 0, '1', '', '', 0, 260),
(7843, 4460, 'Monica Diaz', 'monica@e-quidam.com', 'http://www.e-quidam.com/theblog', '87.61.172.175', '2011-01-19 12:41:12', '2011-01-19 18:41:12', 'Yes, William! And we do often overlook it. Especially when we have \"fallen into\" a position of influence, we do not realize how we are leading (or not) and why.', 0, '1', '', '', 0, 0),
(7844, 4460, 'Brian W. Kenney', 'Brian@c3-performance.com', 'http://leadchangegroup.com/members/bwkenney/', '70.113.115.97', '2011-01-19 12:56:48', '2011-01-19 18:56:48', 'Monica, thanks for the insightful post.  I think you\'ve hit the mark here.\n\nIn my experience there are those that aspire to leadership for the reasons you listed above.  They want to connect with others and create something- bigger than themselves- that serves a deeply meaningful purpose.\n\nThere are also those whose aspirations trace their roots to ambition (naked or otherwise) and this, I believe, it also where the potential for poor leadership is most prevalent. Instead of connecting &amp; creating for a cause these types seek to command and control for their career or some other self-centric goal.\n\nThe most effective leaders I\'ve ever encountered in the military and civilians worlds have been those who were \"called\" to it (via nobel aspiration) or recognized the moment when their leadership was needed.  They assumed the mantle of leadership without hesitation and with a deep conviction that the cause was bigger than themselves.\n\n@emergentinsight', 0, '1', '', '', 0, 0),
(7845, 4460, 'Monica Diaz', 'monica@e-quidam.com', 'http://www.e-quidam.com/theblog', '87.61.172.175', '2011-01-20 03:17:21', '2011-01-20 09:17:21', 'Thanks for your comment, Brian. There are some people that have influence over others or assigned power for the reasons you mention. Ambition like you describe is a real desire for transcendence gone wild, when it is not tempered by aspirations to wisdom and happiness. It is self-defeating, of course, in the end, but does a lot of damage while it is going on. And it is not really leadership, but mostly shows as abuse of power or senseless exercise of it. And I loved the way you described that conviction. It is a thing of beauty to witness it.', 0, '1', '', '', 0, 0),
(7846, 4460, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-01-21 00:12:37', '2011-01-21 06:12:37', 'Some of the most effective leaders I know have no aspirations to lead at all. They don\'t think of themselves as leaders, they\'ve not pursued a position nor have the attempted to exert influence over a group of people. Instead they\'ve seen a need, seen that they have the ability to meet that need and considered it their duty to step up and do so.\n\nMany in the WWII generation fit this description. So many of them weren\'t looking to lead, they weren\'t looking to be heroes. They simply saw something that had to be confronted and saw that they were the ones who had to do the confronting.\n\nMay we all aspire to lead in this way - not simply for glory and gain, but for the good of others, not for position or power, but because there is a significant task to be done and we are the generation to do it.', 0, '1', '', '', 0, 265),
(7847, 4460, 'Monica Diaz', 'monica@e-quidam.com', 'http://www.e-quidam.com/theblog', '87.61.172.175', '2011-01-21 01:58:51', '2011-01-21 07:58:51', 'Yes! Exactly, Chad! There is no better, truer way to lead than to be in synch with others. Actually there is no way to transcendence, wisdom and happiness that I know of that will get you there without serving your fellow humans, your community, the world. Thanks for your thoughts here.', 0, '1', '', '', 0, 0),
(7848, 4460, 'The Path of the Honorable Leader &#8211; Results | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/02/02/the-path-of-the-honorable-leader-results/', '64.151.83.168', '2011-02-02 09:50:00', '2011-02-02 15:50:00', '[...] Aspire to Lead? Check your aspirations. (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(7849, 4460, 'Awakening &#8211; The Path of the Honorable Leader | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/02/21/awakening-the-path-of-the-honorable-leader/', '64.151.83.168', '2011-02-21 19:38:01', '2011-02-22 01:38:01', '[...] Aspire to Lead? Check your aspirations. (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(7850, 17859, 'Tweets that mention Standing Alone - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/standing-alone/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2010-12-15 08:47:17', '2010-12-15 14:47:17', '[...] This post was mentioned on Twitter by Mike Henry Sr., David McQueen. David McQueen said: Standing Alone http://t.co/bmhLbdk. Great article by <a href=\"http://leadchangegroup.com/members/jennifervmiller/\" rel=\"nofollow\">@jennifervmiller</a> #leadership [...]', 0, '1', '', 'pingback', 0, 0),
(7851, 17859, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '67.97.209.36', '2010-12-15 09:16:17', '2010-12-15 15:16:17', 'Excellent post, Jennifer, thank you!\n\nI\'ve had to mention the proverbial \"Elephant in the Room\" more times than I care to count. The effort has been most effective when I first take a moment to reflect. If I can identify shared, big-picture goals among the stake-holders, and frame the controversy in a collaborative context, I find others more inclined to move forward.  The key has been to:\n\n  1) Remind stakeholders of shared, overarching objectives\n  2) Frame conflict in this context\n  3) Remove personalization, whenever possible\n  4) Speak in hopeful tones\n\nIt\'s possible to speak a message of hope into most stalemates, but it works better for me when I take these steps. It\'s seldom fun, but often necessary and usually productive.\n\nThanks again!\n\nTristan', 0, '1', '', '', 0, 253),
(7852, 17859, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://leadchangegroup.com/members/jennifervmiller/', '99.96.26.6', '2010-12-15 11:52:33', '2010-12-15 17:52:33', 'Tristan,\n\nThanks for adding such concrete suggestions to how you “step out” into difficult discussions. I especially appreciate your suggestion to add a message of hope.', 0, '1', '', '', 0, 245),
(7853, 17859, 'Leadership Reads of The Week | Leadership4:The Future', '', 'http://www.leadership4thefuture.com/?p=100', '66.147.242.189', '2010-12-17 14:56:57', '2010-12-17 20:56:57', '[...] Ever had to stand alone in a leadership decision? Jennifer V. Miller at Lead Change Group takes a look at the paradox of leading. Her article is called Standing Alone [...]', 0, '1', '', 'pingback', 0, 0),
(7854, 17859, 'Thomas Waterhouse', 'twclients@mac.com', 'http://www.SimpleEncouragement.com', '68.200.236.32', '2010-12-18 09:14:27', '2010-12-18 15:14:27', 'Sometimes leadership is a lonely experience. It takes strength, conviction, and character to stand alone, and to do the right thing. I think those are qualities that flow from abiding faith, living under its authority, and never leaving that center. If our motive is love, and our outcome is to call people to higher ground, then we won’t have to anguish over the words, or the delivery. Sometimes people throw stones at what they fear but eventually, they will follow love.', 0, '1', '', '', 0, 0),
(7855, 17859, 'Susan Wright-Boucher', 'swrightb@gmail.com', 'http://leadchangegroup.com/members/swrightboucher/', '63.238.216.253', '2010-12-18 09:58:18', '2010-12-18 15:58:18', 'Jennifer, your words resonate.   This is one blog post I\'ll bookmark and reread.\n\nI recently learned a critical lesson about making a stand for change.  When you\'re the only one pointing out a problem in need of a solution it can be off-putting for others.  I\'m training myself to find great questions to ask rather than coming out with problem statements.  I adore problem statements because you can do so much with them but they\'re only effective when everyone agrees there IS a problem -- not in the early stages when you\'re trying to get air time for an issue that hasn\'t yet surfaced.\n\nSusan', 0, '1', '', '', 0, 0),
(7856, 17859, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://leadchangegroup.com/members/jennifervmiller/', '99.96.26.6', '2010-12-19 07:55:32', '2010-12-19 13:55:32', '@Thomas, I agree that if our motive is honorable, we don\'t have to fret about the exact words. Having said that, a leader should also be aware that even the most pure of intentions can be misinterpreted or twisted by skeptics out to do harm. I read an interesting study the other day that said that the more a person doubts his/her conviction, the more strenously they are to speak out against the opposite viewpoint. Perhaps this is why the naysayers speak loudest-- maybe they actually *do* want to believe in the higher ground, but are afraid.\n\n@Susan-- how astute of you to identify the \"problem\" with problem statements. Yes, people are put off by someone who points out a deficiency (see my comment to Thomas) and I agree that asking questions can be less threatening.\n\nThanks to both of you for your contributions!', 0, '1', '', '', 0, 245),
(7857, 17863, 'Tweets that mention Leadership Guidance for Our Children - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/leadership-guidance-for-our-children-2/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2010-12-16 06:51:04', '2010-12-16 12:51:04', '[...] This post was mentioned on Twitter by Mike Henry Sr., artpetty, Michael McKinney, Skip Reardon, Vicky Henry and others. Vicky Henry said: New Post: Leadership Guidance for Our Children http://bit.ly/gbRHoi (via <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>) [...]', 0, '1', '', 'pingback', 0, 0),
(7858, 17863, 'William Powell', 'william@williampowellcoaching.com', 'http://leadchangegroup.com/members/williampowell/', '184.57.165.110', '2010-12-16 08:41:06', '2010-12-16 14:41:06', 'What a brilliant post Art! The interwoven theme of embracing diversity and making leadership about people, not things or only the bottom line is spot on. Thanks so much for such great insight.\n\nCheers,\nWilliam', 0, '1', '', '', 0, 260),
(7859, 17863, 'Art Petty', 'art.petty@artpetty.com', 'http://artpetty.com', '99.189.133.129', '2010-12-16 11:12:11', '2010-12-16 17:12:11', 'William, thank you for your kind words! This is in my opinion such an important topic for all of us.\n\nBest,\n\nArt', 0, '1', '', '', 0, 0),
(7860, 17863, 'Brent Tucker', 'brent.tucker77@gmail.com', '', '69.19.14.25', '2010-12-17 21:37:35', '2010-12-18 03:37:35', 'Great post Art.\nOn number 1, you might add the word \'character\'\n\"Always lead with grace, character, humility and strength. All at the same time.\"\nNo matter what our cultural differences are, if we fail to demonstrate good character, it will bite us in the rear in the end and will cause our downfall.  No matter what people say, down deep inside, the reality is that they\'d rather work with someone with character, someone they can trust, than with a \'fly by night.\'\n\nBrent in Tennessee', 0, '1', '', '', 0, 0),
(7861, 17864, 'Tweets that mention Contributors Call January 6, 2011 - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/contributors-call-january-2011/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2010-12-24 09:56:35', '2010-12-24 15:56:35', '[...] This post was mentioned on Twitter by John S. John S said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: New post: Contributors Call January 6, 2011 http://bit.ly/fo8aHF #leadership [...]', 0, 'post-trashed', '', 'pingback', 0, 0),
(7862, 17865, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '68.82.184.219', '2010-12-30 10:31:42', '2010-12-30 16:31:42', 'Tara, what a great post.  Inspiring reflection and challenge.\n\nThis is one of the things that has been bugging me about some leaders (in title) that I have seen in the public light lately.  My reaction has been, \"Doesn\'t anyone have any personal ambition lead in a way that reflects being a good person, or serving their fellow human beings anymore?\"\n\nYou said it well this say: \"Will you choose to make the world a better place as you build your business, your teams, and the community around you? Or will you fall into the trap of worldly ambition, seeking instead for power, honor, fame or wealth?\"\n\nIf I haven\'t been clear about it before, my ambition is to <b>transform how corporations view their employees, with reverence for the precious Human resources they are.</b> My wish is that one day we all embrace the belief that there is an inestimable power and potential in human beings treating each other humanly.\n\nThank you Tara for reminding me to reconnect to my ambition today and in 2011.', 0, '1', '', '', 0, 252),
(7863, 17865, 'Tara R. Alemany', 'alewebsocial@gmail.com', 'http://leadchangegroup.com/members/alewebsocial/', '68.191.55.98', '2010-12-30 13:45:36', '2010-12-30 19:45:36', 'Thanks so much for your kind words, Mary. I\'m glad that you found the post inspiring. I did too, as I was writing it! So much so that I felt compelled to share it with my 13-year-old daughter. I\'d like to say that she found it revealing and inspiring, but she didn\'t see what got me so excited... :-)\n\nYour phrase <strong>human beings treating each other humanly</strong> jumped off the screen at me. That\'s exactly the choice we all (leaders and followers alike) need to take in order to make a difference in our little piece of the world. It\'s what puts us in a mindset of being \"other focused\" instead of self-focused.\n\nThanks for sharing your insight, and more importantly for sharing your ambition. I am convinced that you have been, are and will continue to make a difference in the world around you.', 0, '1', '', '', 7862, 259),
(7864, 17865, 'Tweets that mention New post: What’s Your Driving Ambition? #leadership #LeadChange -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/whats-your-driving-ambition/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2010-12-30 18:29:23', '2010-12-31 00:29:23', '[...] This post was mentioned on Twitter by , and Becky Robinson. Becky Robinson said: RT <a href=\"http://leadchangegroup.com/members/brandleadership/\" rel=\"nofollow\">@brandleadership</a>: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: New post: What’s Your Driving Ambition? http://bit.ly/hLtrYI #leadership #LeadChange [...]', 0, '1', '', 'pingback', 0, 0),
(7865, 17865, 'Thomas Waterhouse', 'tdwclients@gmail.com', 'http://www.SimpleEncouragement.com', '68.200.236.32', '2010-12-31 06:35:56', '2010-12-31 12:35:56', 'Yes, Tara, my driving ambition is Simple Encouragement®; that we all might learn to cherish one another in the three distinct ways the construct embodies. Simple Encouragement® speaks life to potential that another can barely see, much less claim. Simple Encouragement® speaks healing to pain that hides politely behind pleasant smiles. Simple Encouragement® speaks light to darkness, and with grace, frees others from hiding and shame. Simple Encouragement® will always animate something in another that reveals a gift, heals a hurt, or breaks a bonding fear. I endeavor that one day we will all quite naturally, and intimately, relate to one another with that very focus, depth, and breadth. I dream that we all live with the connection that we shared in those post 9/11 times (http://budurl.com/NineEleven)! I notice, dear friend that you love and relate quite naturally in that fashion. I also notice that as your honor your Leader, you shine with His light! Love, blessings, and joyful productivity to you in 2011, Tara! Happy New Year, everyone!', 0, '1', '', '', 0, 0),
(7866, 17865, 'Tara R. Alemany', 'alewebsocial@gmail.com', 'http://leadchangegroup.com/members/alewebsocial/', '68.191.55.98', '2010-12-31 10:09:22', '2010-12-31 16:09:22', 'Thomas, I\'ve been quite blessed by our friendship this year. I can state firsthand that your Simple Encouragement® is remarkable. Your driving ambition is clear, and you pursue it with honor, grace and integrity. I love how naturally you embrace others and connect with them, as Mary states above, as a human being treating others humanly.\n\nI am certain that through your work, pursuing your ambition, more of us will find it easier to speak those words to others that bring life to potential, healing to pain and light to darkness. Thanks for being a leader worth following!\n\nMy love and blessings to you too, Thomas! May you have a happy, healthy and prosperous New Year!', 0, '1', '', '', 7865, 259),
(7867, 17865, 'Elmer Querubin', 'elmerq1@gmail.com', 'http://www.cherubdefense.com', '199.204.225.10', '2010-12-31 14:51:02', '2010-12-31 20:51:02', 'I really love your post, Tara.  Especially your reference to Jesus, as he was the greatest servant of all time who gave it all for us.\n\nHonestly, what is driving my ambition is simply to have the time to spend with my wife and future kids.  I grew up in the latch key kid era.  This was a time where america gave young kids the keys to the house, but no parent to oversee us.  I don\'t even remember having dinner with my mom or dad as a child.  I just remember they worked... a lot.\n\nMy ambition driven by the fact that I want to be there for my family.  I want to generate as much passive income as I can so I can be there for my wife\'s anniversary.  I also want to be there for my children\'s activities, like the football game or the dance recital.  My ambition is really simple, I want to be the father who is around... not at work.\n\nThanks,\n\nElmer', 0, '1', '', '', 0, 0),
(7868, 17865, 'Tara R. Alemany', 'alewebsocial@gmail.com', 'http://leadchangegroup.com/members/alewebsocial/', '68.191.55.98', '2010-12-31 21:20:28', '2011-01-01 03:20:28', 'Thanks for sharing, Elmer. I believe that when men choose to stand and be leaders of themselves and their households, families are blessed. Your wife will know she is cherished, because you choose her above all worldly things. Your future children will know the same. That instills something wonderful in the people we love, and is a gift beyond compare to them and to the world around you.', 0, '1', '', '', 7867, 259),
(7869, 17865, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '99.17.7.206', '2011-01-02 20:17:01', '2011-01-03 02:17:01', 'Tara,\nI\'m grateful to have you as part of my circle of peers. Here\'s to a year of unstoppable success!', 0, '1', '', '', 0, 0),
(7870, 17865, 'Elmer Querubin', 'elmerq1@gmail.com', 'http://www.cherubdefense.com', '71.65.86.182', '2011-01-02 23:02:50', '2011-01-03 05:02:50', 'I do try my best to make my family know that they are a priority in my life.  In fact, my wife knows that she\'s a priority.  The trick is keeping my priorities.  I already know that I can become a work-a-holic, but I must go against the grain and spend time with my wife.  It\'s important and I think it\'s a challenge all men will face in their life.\n\nThanks for your encouraging words, Tara.', 0, '1', '', '', 7868, 0),
(7871, 17865, 'dc legends cheats', 'alina_webb@gmail.com', 'http://dclegendscheats.tumblr.com/', '191.101.119.190', '2017-05-11 11:26:18', '2017-05-11 15:26:18', 'It\'s an remarkable piece of writing designed for all the web people; they will get advantage from it I am sure.', 0, '0', '', '', 0, 0),
(7872, 17866, 'Tweets that mention foodsho 3 Drivers to Grow As a Character-Based Leader: Naturally at this time of year our atte... via -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/3-drivers-grow-character-based-leader/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2010-12-28 08:59:10', '2010-12-28 14:59:10', '[...] This post was mentioned on Twitter by Mike Henry Sr., jdhenry09, kathleen sears and others. kathleen sears said: Lead Change Group 3 Drivers to Grow As a Character-Based Leader http://bit.ly/gnNSYh [...]', 0, '1', '', 'pingback', 0, 0),
(7873, 17866, 'Kate Nasser, The People-Skills Coach', 'info@katenasser.com', 'http://katenasser.com', '70.111.24.253', '2010-12-28 09:35:08', '2010-12-28 15:35:08', 'Hi Shawn,\nThis post on 3 Drivers to Grow as a Leader uncovers, not surprisingly, 3 key traits:\n-------------\nThe insight needed to see long term gain as more valuable than greed (get the money and run).\n\nThe character it takes to inspire all to care about the long term instead of immediate gratification.\n\nThe pluck to live up to a bold vision by overcoming the selfish need to CYA and live in safety.\n-------------\n\nYou have set a high bar for 2011 and it\'s a bar from which we (especially in the USA) will all benefit.  Somewhere we shifted from \"create your future\" to \"I am entitled.\"  Yet we can shift ahead and create a new American dream.   Nice post!  I will RT on Twitter.\n\nBest wishes,\nKate', 0, '1', '', '', 0, 0),
(7874, 17866, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2010-12-28 09:37:59', '2010-12-28 15:37:59', 'Shawn, thanks for the great post.  I think you hit it perfectly for me.  Although I know this is an over-simplification, I\'m going to focus on 3 words, Accountability, Integrity, and Excellence.  Many other words seem to amplify those three at least for me.  Those are key.', 0, '1', '', '', 0, 243),
(7875, 17866, 'Tara R. Alemany', 'alewebsocial@gmail.com', 'http://leadchangegroup.com/members/alewebsocial/', '68.191.55.98', '2010-12-28 18:05:34', '2010-12-29 00:05:34', 'Thanks for the post, Shawn! You really got me thinking... Over the past few days, I\'d been thinking how I want gratitude to play a much bigger role in my life.\n\nA friend of mine died in November. One of the things I will always remember him for is the way he ended every visit. \"Have a grateful day!\"\n\nIt\'s so easy to look around and see what\'s lacking. But it takes more concentrated effort to look around and see what\'s there. The time I spent in Africa has struck me each time with the extreme poverty (by our standards), and the joy that my friends there feel. They aren\'t owned by their possessions, and they value relationships. I plan to make a more concerted effort to live that way myself.\n\nAs a leader, I anticipate that it will create a foundation of trust within my teams when those I work with know I\'m grateful for them. As a business owner, I hope it will enable me to grow my businesses by building stronger connections with my clients.', 0, '1', '', '', 0, 259),
(7876, 17866, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '99.17.7.206', '2010-12-28 20:46:40', '2010-12-29 02:46:40', 'Hi Kate,\nIndeed the bar is set high.  After the leadership let downs from the last two years alone, we all need to step up how we lead. It starts with us.\n\nThank you, Kate, for stopping by to read.', 0, '1', '', '', 7873, 0),
(7877, 17866, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '99.17.7.206', '2010-12-28 20:50:46', '2010-12-29 02:50:46', 'Mike,\nThere is much to be said for simple. Of course the three things highlighted in my post are not simple.  They demand much from us. As always, thank you for being a pillar in our leadership community.', 0, '1', '', '', 7874, 0),
(7878, 17866, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '99.17.7.206', '2010-12-28 21:19:03', '2010-12-29 03:19:03', 'Tara, the relationships we create and foster will always remain the most important connection we have to this world. The irony is we take them for granted.  We cannot accomplish tremendous contributions in this world alone. All great contributions have been supported by people coming together.\n\nThank you for coming by and reading/sharing.\nShawn', 0, '1', '', '', 7875, 0),
(7879, 17867, 'William Powell', 'wpowell@theleadershipadvisor.com', 'http://www.theleadershipadvisor.com', '184.57.165.110', '2010-12-31 11:00:05', '2010-12-31 17:00:05', 'Thank you for your dedication and sacrifice to make this great community a possibility. Thank you for having a heart that gives to others and wants to see those around you become successful. Thank you for having the courage to stand for a demanding set of values without wavering. Thank you for always being willing to effect change, no matter the cost, to bring about improvement.\n\nI\'m sure I\'m not the only one in the Lead Change community who feels this way, Mike. You are an amazing leader and I\'m proud to call you my friend. Have an amazing New Year!\n\nCheers,\nWilliam', 0, 'post-trashed', '', '', 0, 260),
(7880, 17867, 'Tweets that mention Mike Henry Sr: Connection and Gratitude -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/connection-and-gratitude/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2010-12-31 13:21:05', '2010-12-31 19:21:05', '[...] This post was mentioned on Twitter by Michael McKinney, Karen Keller. Karen Keller said: Connection and Gratitude http://ow.ly/3wwtd [...]', 0, 'post-trashed', '', 'pingback', 0, 0),
(7881, 17867, 'Senen Perfecto', 'senen@duzon.com', 'http://leadchangegroup.com/members/senen/', '116.93.23.68', '2011-01-03 19:03:18', '2011-01-04 01:03:18', 'Thank you, Mike, for the Lead Change Group. I agree with William and thank you too, for actively leading the community in effecting change, no matter the cost, to bring about  improvement. This, of course, is the mark of a true leader.\n\nThe leaders I coach here in the Philippines are influenced by the lessons I acquire from you and all contributors; for this I am deeply grateful. Thank for  being personal with your response to my Christmas greeting by telling me you also benefited from our association.\n\nBest regards,\n\nSenen', 0, 'post-trashed', '', '', 0, 0),
(7882, 17867, 'alltägliches englisch lernen', 'norbert.haaf@gmail.com', 'http://www.orf.at', '192.77.245.65', '2016-01-15 12:48:23', '2016-01-15 17:48:23', 'In Deutschland gibt es dann jedoch auch noch weitere Aktienindizes, wie zum Beispiel den MDAX ( 50\nUnternehmen, die dem Umsatz nach den 30 DAX-Werten folgen)\n, SDAX (ebenfalls 50 Unternehmen, die den 50 MDAX-Werten folgen) und TecDAX (die 30 größten Technologiewerte in Bezug auf\nMarktkapitalisierung).', 0, 'post-trashed', '', '', 0, 0),
(7883, 17868, 'Tweets that mention Leadership Is About The Never Ending Quest For Better -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/leadership-is-about-the-never-ending-quest-for-better/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-06 07:00:41', '2011-01-06 13:00:41', '[...] This post was mentioned on Twitter by Mike Henry Sr. and others. Mike Henry Sr. said: New post: Leadership Is About The Never Ending Quest For Better http://bit.ly/hXX3CX #leadership [...]', 0, '1', '', 'pingback', 0, 0),
(7884, 17868, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '143.127.128.10', '2011-01-06 10:32:25', '2011-01-06 16:32:25', 'Thank you, Don!  You are so right: Leadership transcends administration.\n\nThe character-based leader sees how powerful others can become and then transfers this vision into their hearts and minds. The best leaders can look at an acorn and visualize an oak tree. They then plant, water and guard the growth process.\n\nTristan', 0, '1', '', '', 0, 253),
(7885, 17868, 'Daniel Buhr', 'djbuhr@mmm.com', 'http://leadchangegroup.com/members/cybuhr/', '192.28.0.14', '2011-01-06 12:52:47', '2011-01-06 18:52:47', 'So well said.  Thank you!\nThe manager works in a model of compensation that says, \"Do the work your given and you will be compensated for it.\"  That is based on the premise that your work is merely a sacrifice.  The leader works in a model of blessing that says, \"In doing your work you will become more for it.\"  The quest for better is first and foremost a matter of \"being more,\" and from that then flows \"doing more.\"  The leader then connects that back so that in the doing one becomes more, creating an upward spiral of personal growth.  For after all the real richness in being better is not in being better than the next person, but in being better than I was yesterday.\nYou capture this well with, \"A true leader guides people to become all they are and evolve into something even more than that.\"', 0, '1', '', '', 0, 0),
(7886, 17868, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '32.177.47.45', '2011-01-06 13:41:43', '2011-01-06 19:41:43', 'Don,\nI\'m so glad you shared this message.  For sometime now I\'ve seen how we collapse the meaning of leadership and management into the same meaning.  Your post calls out quite succinctly the distinction of leadership.  Mother Theresa said, and I paraphrase her words: leave people better after any interaction.  This is the essence of your message.  In this time we need people like you, Lead Change, to advocate that leadership is about people.  Nice post.', 0, '1', '', '', 0, 0),
(7887, 17868, 'Sara Kmiecik', 'sarakmiecik@hotmail.com', '', '207.181.242.66', '2011-01-07 17:14:15', '2011-01-07 23:14:15', 'Great post! I just stumbled onto your blog and I love it!', 0, '1', '', '', 0, 0),
(7888, 17868, 'Thomas Waterhouse', 'tdwclients@gmail.com', 'http://leadchangegroup.com/members/encouraging/', '68.200.236.32', '2011-01-08 07:39:56', '2011-01-08 13:39:56', 'I think the area of “Applied Human Growth &amp; Potential™” is important for leaders as a subgroup of humanity, but it’s a worldview for all of humanity to cultivate! “Speaking life to potential” is one of the three prongs of Simple Encouragement® and folks can begin learning about the construct at http://www.SimpleEncouragement.com. The corporate pages for Simple E Creations, Inc will be going up soon, http://about.me/simpleencouragement. In the meanwhile, I wrote an article here titled “Simple Encouragement” that is relevant to the discussion (August 13, 2010). These are great thoughts for us all to consider, Don, and I love your line, “The never ending quest for better”. Thanks for your contribution!', 0, '1', '', '', 0, 254),
(7889, 17868, 'Anne Preston', 'apreston@mbscoaching.com', 'http://mindbodyspiritcoaching.com', '209.121.82.223', '2011-01-12 11:28:13', '2011-01-12 17:28:13', 'Don,\nI whole heartily agree that the pursuit for better leads to better personal leadership and to more realized pure potential.  It\'s also very fulfilling for the pursuit of mastery that is part of this search for \"better\" creates a wonderful platform to be of service in the world and also a  self leadership lifestyle that is very rewarding.\n\nDo you fell \"most\" people are looking to be lead into their pure potential?', 0, '1', '', '', 0, 0),
(7890, 17868, 'Don Shapiro', 'donshapiro@firstconcepts.com', 'http://leadchangegroup.com/members/donshapiro/', '71.121.43.189', '2011-01-20 19:37:02', '2011-01-21 01:37:02', 'Great question Anne.\n\nI believe most people want to realize their full potential...they want to be more than they are today. The research for the book I\'m writing Life Is A Fork In The Road (http://www.facebook.com/lifeisaforkintheroad) confirms this. Not sure if they want to be led there. That\'s where leadership talent can make such a difference. A great leader can help people to discover their potential and inspire them to move toward it without the people feeling their are being led. That\'s the trick and the real difference between someone trying to be a leader and someone who is a leader.\n\nYou might say that leadership is the art of getting people to discover they really want to do something they were not aware they wanted to do. It\'s finding a way to turn on people\'s self motivation.', 0, '1', '', '', 7889, 261),
(7891, 17869, 'Tweets that mention The Power of Persuasion - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/the-power-of-persuasion/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-12 07:09:49', '2011-01-12 13:09:49', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Vicky Henry, Martin Haworth PCC, Teri Aulph and others. Teri Aulph said: Tap into the most powerful tool you possess and get the results you want! http://lnkd.in/ckkzN2 [...]', 0, '1', '', 'pingback', 0, 0),
(7892, 17869, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '71.31.221.90', '2011-01-12 09:14:51', '2011-01-12 15:14:51', 'Great article, Teri.  For me the most critical pieces are knowing your audience well, and connecting with your heart (emotion), which for me is part of self-awareness.  Remaining true to your values always allows you to speak with passion and your intent becomes clear to those you lead, and to those you follow.\n\nThis leads me to think about whether this is persuasion, or is it being authentically who you are?  Or are you capable of persuading just because you are in integrity with yourself, genuinely caring about the people you interact with.\n\nSomething to ponder today, eh?\n\nGeorgia', 0, '1', '', '', 0, 266),
(7893, 17869, 'Teri Aulph', 'teriaulphconsulting@me.com', 'http://leadchangegroup.com/members/teriaulph/', '70.185.226.205', '2011-01-12 09:27:51', '2011-01-12 15:27:51', 'Thank you, Georgia, for your insightful response. I believe being authentic and true to yourself are the first steps in persuasion. Connection emotionally with your employees and using language that creates imagery they can connect with paves the road to transformation. When persuasion is not wrapped in authenticity, it becomes manipulation.', 0, '1', '', '', 0, 250),
(7894, 17869, 'samuel', 'duffleboi101@yahoo.com', 'http://www.megabizflakes.com', '41.155.38.35', '2011-01-12 10:04:32', '2011-01-12 16:04:32', 'Awesome post Teri,\nI agree with your points, most especially #1 and #5 That\'s just the fact. Credibility matters a lot if you want to break new grounds. Yeah,you must remain self aware. Thanks so much for sharing. Have fun :)', 0, '1', '', '', 0, 0),
(7895, 17869, 'Teri Aulph', 'teriaulphconsulting@me.com', 'http://leadchangegroup.com/members/teriaulph/', '70.185.226.205', '2011-01-12 13:43:27', '2011-01-12 19:43:27', 'Samuel, Thank you for your comment. I agree, credibility is the foundation. That being true, it must remain intact as all other strengths are built upon it and are at risk if leaders are not mindful of their behavior, decisions and messages.', 0, '1', '', '', 7894, 250),
(7896, 17869, 'Jim Morgan', 'jim@suddenteams.com', 'http://www.teamsblog.biz', '24.199.203.189', '2011-01-12 15:00:02', '2011-01-12 21:00:02', 'My master\'s thesis was on persuasion, and everything you say is correct, Teri. However, the most critical lesson of the scientific research into persuasion is that you must connect your proposal to the motives of those whom you hope to persuade. I teach people to carefully identify the people whose minds they are most likely to change (it won\'t be \"everyone\"), and then list the motives (company and personal) those people are most likely to share. If persuading one person, choose the part of their personality most open to your solution. Then it is a matter of tying the facts of your proposal to their motives to create the list of benefits <em>to them</em>. That should be the core content of your message.', 0, '1', '', '', 0, 0),
(7897, 17869, 'Teri Aulph', 'teriaulphconsulting@me.com', 'http://leadchangegroup.com/members/teriaulph/', '70.185.226.205', '2011-01-12 18:22:58', '2011-01-13 00:22:58', 'Thank you for your comment, Jim.  This is, obviously, your expertise and I appreciate your valuable input.  I would love to hear more and learn more from you as this is an area I have studied in both my graduate programs and often include in workshops. However, I am certainly not at the level you are in expertise.  Perhaps, we can connect in the future.', 0, '1', '', '', 7896, 250),
(7898, 17869, 'Steve G', 'sgonzowdas@aol.com', '', '76.98.44.91', '2011-01-13 09:06:26', '2011-01-13 15:06:26', 'Teri -\nThanks for the insight - good read.  To the point and actionable!  A few points that stood out to me...\n\nYou are on point when you state... today\'s workforce want to know WHY I SHOULD DO IT? (This is definitely the case - people don\'t want to just be told WHAT TO DO - they want to know why if they do it, it will benefit them!) Sometimes, I believe we spend to much time on convincing people WHY THEY SHOULD DO IT...Some will get it, and others won\'t - As a leader, sometimes you can\'t wait to get full cooperation.\n\nI also like your point about Vulnerability - I believe it demonstrates TRUST with your team.\n\nImagery is great to get people to THINK and see the vision beyond the data.\n\nOne question I am torn over is \"should a leader show emotions...anger, sadness, etc...\" and how does that affect their leadership ability and the team they lead?\n\nThanks Teri\n\nSPGonz', 0, '1', '', '', 0, 0);
INSERT INTO `wp_comments` (`comment_ID`, `comment_post_ID`, `comment_author`, `comment_author_email`, `comment_author_url`, `comment_author_IP`, `comment_date`, `comment_date_gmt`, `comment_content`, `comment_karma`, `comment_approved`, `comment_agent`, `comment_type`, `comment_parent`, `user_id`) VALUES
(7899, 17869, 'The Power of Persuasion &#8211; Lead Change Group &laquo; Tech4buziness &#8211; Eng', '', '', '74.200.244.8', '2011-01-13 23:02:18', '2011-01-14 05:02:18', '[...] Remain Self-Aware – while it is important to know as much as you can about the culture in your organization and the people, as a leader, you must remain aware of your own behavior. As important as knowing how your employees will perceive your messages, leaders must remain aware of personal motivation. In positions of power, leader’s words are powerful and often are the catalysts for change. Understanding what triggers you, as the leader, to take action for change will give you a deeper and wiser understanding of your employees. Vulnerability and humility are strengths that will provide balance and clarity.   via leadchangegroup.com [...]', 0, '1', '', 'pingback', 0, 0),
(7900, 17869, 'Teri Aulph', 'teriaulphconsulting@me.com', 'http://leadchangegroup.com/members/teriaulph/', '70.185.226.205', '2011-01-14 21:34:44', '2011-01-15 03:34:44', 'Thank you, Steve, for your very thoughtful comment. I don\'t believe there is one right answer regarding discrete emotions. Without the context the emotional responses reside in or in what venue they are exhibited, it\'s impossible to know the affect on a leader. If an employees is injured or has a tragedy, I would expect a leader to exhibit sadness, etc.  However, as with all employees, if someone in a leadership role loses emotional control, they give away their power and run the risk of losing credibility.\n\nAs goes the leader, thereby goes the organization. Leaders bear a big responsibility in demonstrating confidence, optimism and stability.', 0, '1', '', '', 0, 250),
(7901, 17870, 'Tweets that mention Leading Diversity - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/leading-diversity/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-11 07:19:40', '2011-01-11 13:19:40', '[...] This post was mentioned on Twitter by Mike Henry Sr., Jessica Henry, Kathleen Sears, SkillSource and others. SkillSource said: Leading Diversity http://bit.ly/e4obDq #LeadChange [...]', 0, '1', '', 'pingback', 0, 0),
(7902, 17870, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-01-11 08:11:41', '2011-01-11 14:11:41', 'Jim, thanks for this thoughtful post.  I think the trust, both ways is the key factor as you mention above.  We must listen, communicate, seek common ground, and have integrity and transparency in our dealings and we must be accepting of others and their differences.  Then we start to see that freedom-of-movement that comes when you have a trusting team.  I like to say that trust lubricates relationships. It removes the friction of interacting with one another and that friction is greater the more different each of the moving parts are and the greater their velocity.\n\nThanks again for a great post!', 0, '1', '', '', 0, 243),
(7903, 17870, 'Mark Oakes', 'moakes@concentricsecurity.com', '', '70.88.159.217', '2011-01-11 08:35:29', '2011-01-11 14:35:29', 'Jim,\n\nGreat post\n\nLeading diversity goes far beyond the presumed surface implications. Namely, diversity is the only reliable cornerstone of innovation. Without a wide cross-section of participants (sex, age, cultural background, ethnic background, etc), innovation is hard to achieve.\n\nThe very essence of this group [Lead Change] presupposes that leaders navigate and capitalize on change to create a better tomorrow. Change, however, without innovation isn\'t possible. This is why diversity is key to the mission.', 0, '1', '', '', 0, 0),
(7904, 17870, 'William Powell', 'wpowell@theleadershipadvisor.com', 'http://www.theleadershipadvisor.com', '184.57.165.110', '2011-01-11 09:32:54', '2011-01-11 15:32:54', 'Such an insightful post Jim!\n\nI think one of the biggest challenges in a diversified working environment is finding the common ground between organizational culture and the numerous influences of individual societal cultures. Communication and quality listening skills make such a difference.\n\nGetting to know people as people, not cogs in the great machine, is rarely more important than when you are faced with different cultural influences.\n\nCheers,\nWilliam', 0, '1', '', '', 0, 260),
(7905, 17870, 'Eileen Kugler', 'EKugler@EmbraceDiverseSchools.com', 'http://www.EmbraceDiverseSchools.com', '173.79.233.167', '2011-01-11 13:01:07', '2011-01-11 19:01:07', 'Lots of great insights.  I would suggest taking \"acceptance\" to the next level of \"valuing.\" While <em> <i>listening&lt;q and <em> <i>accepting&lt;q are important, <em> <i>valuing&lt;q and <em> <i> learning from&lt;q are essential.\nEileen Kugler\nTwitter: @embracediversiT', 0, '1', '', '', 0, 0),
(7906, 17870, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '71.31.221.90', '2011-01-12 09:22:51', '2011-01-12 15:22:51', 'Thank you!  I am working with a local church to define their values as a congregation, and this is a topic that has come up recently.  We spent over 3 hours discussing the relative merits of the following words and their meanings:\n\nTolerance, acceptance, inclusive, and embracing.  The team all wanted to step into the power of the word embracing, but could not move beyond the word inclusive.  They did not think their congregants would be comfortable going futher than that, nor did they think the leadership of the church would step into it.\n\nWhat strikes me, is how can you create the human connection without all the traits and skills you speak of, and without embracing the humanity of each individual.  I saw another post yesterday dealing with much the same issue, from a different direction.\n\nVery thought provoking.  Thank you.\n\nGeorgia', 0, '1', '', '', 0, 266),
(7907, 17870, 'lelivreurdecroquettes.com', 'redalister@gmail.com', 'http://lelivreurdecroquettes.com', '104.202.144.80', '2016-11-11 14:04:28', '2016-11-11 19:04:28', 'Admiring tthe tіme and effort ʏou put into ylur site ɑnd\ndetailed infoгmation you pгesent. It\'s great\nto come аcross a bloog еvеry once in a wwhile thawt іsn\'t tɦe same old rehashed informɑtion. Great rеad!\n\nI\'ѵe bookmarked ʏоur site and І\'m including уouг RSS feeds to mу Google account.', 0, '0', '', '', 0, 0),
(7908, 17871, 'Jacqui Poindexter, Executive Resume Writer', 'jacqui@careertrend.net', 'http://www.careertrend.net', '67.65.63.250', '2011-01-13 10:40:15', '2011-01-13 16:40:15', 'Hi Meghan,\n\nAnother thoughtful post! Thank you!\n\nInterestingly, I just wrapped an hour-plus \'interview\' with a C-level leader, further equipping me / my team to strategize his resume. During the conversation, he heavily underscored his conviction to communicating openly to individuals, teams, colleagues (interestingly, he never used the word employees). In particular, he passionately articulated that being crystal clear on rewards systems was vital to ensure morale stayed intact when the outcomes arrived (good or bad). In turn, retention of his teams was higher than average in the company.\n\nAs such, your inherent message around \'trust\' is SO important for leaders to embrace (as well as the team they serve).\n\nI particularly like this: \"Employees, trust your leaders; if you can’t, tell them why. It’s difficult, but necessary, because trust will lead us out of the doldrums and into this new year with the hope we need to rebuild our companies and our lives.\"\n\nThe idea of 2-way communications between leaders and their employees is so invigorating! Leaders hold responsibility to be trustworthy and communicative, as do the individuals and teams they collaborate with! Moving from doldrums to hope is an exciting idea!\n\nThanks again for your consistent vision and mantra around collaboration, culture, talent, trust, leadership ... and more!\n\nCheers,\nJacqui', 0, '1', '', '', 0, 0),
(7909, 17871, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '71.31.221.90', '2011-01-13 11:52:08', '2011-01-13 17:52:08', 'Meghan - Great post.  I especially love where you said \" the trust in leaders necessary for employees to feel secure in being creative, serving clients, adding value to the business – even if it means pushing back on leaders from time to time. To do their best work most people must feel secure. They must feel trusted, and show trust. \"  This is absolutely critical, and a difficult nut to crack.  Often employees don\'t trust because of position power, and it is up to the leader to let them know that you don\'t rest within that hierarchical definition of position.  You are part of the team, just like they are.  You respect their knowledge and skills, because you are only one person and it is only with their help will the right answers even come close to being found.\n\nGeorgia', 0, '1', '', '', 0, 266),
(7910, 17871, 'Jeff Waldman', 'jeff@fusionpoint.ca', '', '204.50.126.8', '2011-01-13 14:45:42', '2011-01-13 20:45:42', 'Meghan, I enjoyed reading your post, and of course agree with everything you said.  I strongly believe that trust is the absolute cornerstone of any functional organization, regardless of the state of the economy.  There are many things that an organization must do in order to maximize business success.  However, when you dive deeper into these things, you can start to categorize, sub-categorize and ultimately bring them all under “trust”.  Simply put, the absence of trust can instantly shatter (or break) the inner workings of an organization.  To rebuild however, is a long process.\n\nYou touched on one thing that I wanted to comment on (I can probably write a book but will spare you chapters 2-25 for now!!). ??  That one thing is that “unknowns represent an enormous threat to productivity…”  I could not agree more.  Relationships within the workplace are so complex and diverse that what drives how well these relationships intertwine is positively correlated to the degree to which employees feel “in the know”.  The human brain and its psychological influences are enormous, and drive how we feel during the course of a given day, which peaks and valleys constantly.\n\nI guess my point to all of this is, a) I agree with your perspective, and b) how you create trusting relationships within the organization is driven by consistent, constant, personalized and authentic communication that is top-down.  If leaders can do this, employees perceive their leadership to be in the best interest of them, and the organization.  This is a win-win situation.', 0, '1', '', '', 0, 0),
(7911, 17871, 'Kate Nasser, The People-Skills Coach', 'info@katenasser.com', 'http://katenasser.com', '70.111.24.253', '2011-01-13 18:34:18', '2011-01-14 00:34:18', 'Meghan,\nExcellent post that synthesizes an age old topic (trust) in a new \"web\" economy.  Identity, security, privacy -- so very true.  As I think from the customers\' view of a company, they might also value the same: know me (identity), secure my trust with delivering what you promise, and keep my details/credit card --- private/secure.\n\nI think you hit a double with this one!\nKate', 0, '1', '', '', 0, 0),
(7912, 17871, 'Greg Farley', 'gregory.farley71@gmail.com', 'http://voicesofleadership.blogspot.com/', '76.104.113.122', '2011-01-13 21:42:11', '2011-01-14 03:42:11', 'Meghan,\nLoved your post. Trust is an often overlooked issue with our people. We have a saying in the Navy, \"All it takes is one oh-s***, to wipe away all of your atta-boys\" Not the most poetic of phrases but I think it gets the point across. If you lose the trust of your people or superiors, it is a very hard thing to re-establish. I hold trust right up there with my integrity and personal brand. There are many times that it is tempting to cut corners or operate in a gray area. The potential of losing trust is what keeps me in the safe zone and centered on doing things the right way.\n\nTrust also enables you to be able to go to your boss and respectfully disagree with their decisions. I know that there have been many times that I could do just that, where others didn\'t have the established trust to do so. Great post, I appreciate it and your time to write it.\n\nGreg (Voices of Leadership)', 0, '1', '', '', 0, 0),
(7913, 17871, 'Maria Payroll', 'mariapayroll2@gmail.com', 'http://payrolling-info.blogspot.com/', '121.54.42.170', '2011-01-17 01:31:47', '2011-01-17 07:31:47', 'Great post. Very informative. Thank you for sharing such good points. Trust is very important, even in the workforce. It is one of the reasons why employees look up to their boss and respects them. By keeping your word, offering job security or job satisfaction, your employees would see that they can trust you and your decisions. You also need to listen to them or notice the work they\'ve been doing for you.', 0, '1', '', '', 0, 0),
(7914, 17871, 'Benjamin McCall', 'author@rethinkhr.org', 'http://rethinkhr.org', '74.83.123.242', '2011-01-17 21:19:31', '2011-01-18 03:19:31', 'In order to gain trust you have to give it.\n\nI give trust until someone earns the right for me to take it away!', 0, '1', '', '', 0, 0),
(7915, 17871, 'Meghan M. Biro', 'mbiro@talentculture.com', 'http://www.talentculture.com/founder/', '24.61.43.12', '2011-01-18 14:07:03', '2011-01-18 20:07:03', 'Hello Jacqui! Appreciate your patience with my response. Travel has a way of micro-managing my schedule lately. Thank you so much for stopping by here to share your feedback.\n\nIt\'s refreshing to hear (leaders should always at minimum strive to walk the talk - right?) leaders are getting in closer touch with their vision and are able to articulate this clarity and passion in your direction. It\'s the difference between \"fuzzy\" and \"crystal clear\" personal branding on a thoughtful career search. I believe authentic/honest and goal-directed communication is a key factor to establishing credibility and inspiring passion in the workplace as a leader. This is particularly more complex in multi-generational workplace cultures where social media connection options are multiplying monthly. Our very definition of \"work\" and the ways in which we communicate on this front are fundamentally changing. Leaders will benefit by staying in touch with the ever-changing communication and trust dynamics on this front. Thank you for supporting my vision. We all benefit from real connection and consistency.', 0, '1', '', '', 7908, 0),
(7916, 17871, 'The Path of the Honorable Leader &#8211; Enlightenment | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/02/05/the-path-of-the-honorable-leader-enlightenment/', '64.151.83.168', '2011-02-05 16:32:42', '2011-02-05 22:32:42', '[...] Workplace Trust &#8211; Cultivating Leaders (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(7917, 17871, 'Meghan M. Biro', 'mbiro@talentculture.com', 'http://www.talentculture.com/founder/', '193.93.203.42', '2011-02-16 04:23:40', '2011-02-16 10:23:40', 'Thank you very much Georgia. My travel schedule finds me just getting to this comment now - Appreciate your patience. I really like your feedback. Yes, my point directly ties into the complex power issues that are often innate to situations leaders face. Often people who experience self-esteem issues feel a lack of support from those in the leadership rank or they simply do not have access to the proper career resources. Something I will continue to write about...', 0, '1', '', '', 7909, 0),
(7918, 17871, 'Meghan M. Biro', 'mbiro@talentculture.com', 'http://www.talentculture.com/founder/', '193.93.203.42', '2011-02-16 04:41:36', '2011-02-16 10:41:36', 'So glad you enjoyed my post Jeff. I know you can relate to the \"peaks and valleys\" example here. Very true = Trust simply takes time and patience. Often we experience leaders that think about this concept in terms of \"fixing trust\" rather than a process that organically unfolds over the natural course of time. Entrepreneurial leaders particularly are faced with difficult/make or break people and business decisions. In reality, this state of unknown does not always jibe with consistency from a trust point of view. Leaders should strive to incorporate this open and personalized communication into a daily/weekly ritual - not just when fires erupt.', 0, '1', '', '', 7910, 0),
(7919, 17871, 'Meghan M. Biro', 'mbiro@talentculture.com', 'http://www.talentculture.com/founder/', '193.93.203.42', '2011-02-16 04:51:38', '2011-02-16 10:51:38', 'Hello Kate. Thank you for stopping by. Appreciate. Exactly my point - the new social web economy calls for more action than ever before on the part of leaders. Agree, personalizing services is definitely always a smart solution to drive overall productivity (and certainly this will nurture employee engagement on the inside of a workplace culture). Trust and security are now looming much larger - leaders have a tangible opportunity to seize this momentum to build authentic communication bridges in all directions.', 0, '1', '', '', 7911, 0),
(7920, 17871, 'Meghan M. Biro', 'mbiro@talentculture.com', 'http://www.talentculture.com/founder/', '193.93.203.42', '2011-02-16 05:07:43', '2011-02-16 11:07:43', 'Greg, Thanks very much. It\'s always valuable to hear your viewpoint. Trust is very challenging to inspire once it has been breached. If trust is lost the only route back is open communication and behaviors (key) that demonstrate new promises from a leadership perspective. So often a windy and difficult road...you are absolutely right. It\'s wise to think ahead and prepare for action in this case. If integrity and trust are the hallmarks of your personal brand then your behaviors and communication will drive this - it will always benefit you. A solid reminder...', 0, '1', '', '', 7912, 0),
(7921, 17871, 'Meghan M. Biro', 'mbiro@talentculture.com', 'http://www.talentculture.com/founder/', '193.93.203.42', '2011-02-16 05:11:49', '2011-02-16 11:11:49', 'Hello Maria. Nice to see you here. I\'m a big proponent of consistent behavoirs that back up promises in the workplace. Leaders and employees should endeavor to stay vigilant on this tack. Listening is definitely the first important step...', 0, '1', '', '', 7913, 0),
(7922, 17871, 'Meghan M. Biro', 'mbiro@talentculture.com', 'http://www.talentculture.com/founder/', '193.93.203.42', '2011-02-16 05:17:05', '2011-02-16 11:17:05', 'Thank you Ben. This illustrates a powerful point! Giving trust takes faith and keeping this trust takes time and consistency. I like the nuance here. Nutshell - it\'s all about leadership behaviors that model.', 0, '1', '', '', 7914, 0),
(7923, 17871, 'Leadership Within Your Reach &#8211; From Bud to Boss | TalentCulture', '', 'http://www.talentculture.com/career/leadership-within-your-reach-from-bud-to-boss/', '74.220.215.63', '2011-03-26 05:12:06', '2011-03-26 10:12:06', '[...] to the leadership toolbox. Trust is a component of emotional intelligence for sure. Trust also has transactional aspects, as I&#8217;ve written, but in the workplace it should be a condition of employment, which means [...]', 0, '1', '', 'pingback', 0, 0),
(7924, 17872, 'Tweets that mention Contributors Call January 2011 Follow Up: What are your plans for 2011?  This is a video and slide d... #leadchange -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/contributors-call-january-2011-follow-up/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-14 07:34:24', '2011-01-14 13:34:24', '[...] This post was mentioned on Twitter by Mike Henry Sr. and others. Mike Henry Sr. said: New post: Contributors Call January 2011 Follow Up http://bit.ly/i1Jp3d #leadership [...]', 0, '1', '', 'pingback', 0, 0),
(7925, 17873, 'Tweets that mention foodsho Convincing the Resistant: People HATE change. They loathe and despise it. They see it,... via -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/convincing-the-resistant/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-18 06:55:14', '2011-01-18 12:55:14', '[...] This post was mentioned on Twitter by Michael McKinney, Vicky Henry, Martin Haworth PCC, Mark Moreno, SkillSource and others. SkillSource said: Convincing the Resistant http://bit.ly/f3SVKf #LeadChange [...]', 0, '1', '', 'pingback', 0, 0),
(7926, 17873, 'John E. Smith', 'stratlearning@hotmail.com', 'http://strategiclearner.wordpress.com', '76.201.91.232', '2011-01-18 07:21:28', '2011-01-18 13:21:28', 'Hi, Tristan - interesting post.\n\nIn general, I agree with your well-thought out observations about change and resistance.\n\nI would add that people are not as resistant to change as we tend to think.  They are instead resistant to change which is imposed on them.    Especially, as you point out, change which comes from someone they do not trust.\n\nHowever, people change and do so happily and enthusiastically when they WANT TO.  I do not believe this aspect is as simple as the \"WIIFM\" saying, but motivated and engaged people are much less resistant and will even insist on the change.  See \"Tunisia\" for an example.\n\nI believe that one of our leadership challenges is to identify and communicate why people should change.  Your first point speaks to this, but I am thinking a bit more directly about how to get a person to see a \"payoff\" down the road to change.\n\nAfter all, I learned to drive because I wanted the freedom and perceived \"cool\" factor.  I was motivated and happy about changing from being a dependent (and rebellious) youth to an independent young man (okay, Dad still paid for the first car, the insurance, and most of the gas, but you get my point hopefully:).\n\nEnjoyed your post.\n\nJohn', 0, '1', '', '', 0, 0),
(7927, 17873, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '99.61.15.86', '2011-01-18 08:12:22', '2011-01-18 14:12:22', 'Thanks much, John, I think you\'re spot on!\n\nIt\'s about the difference between \"mandated\" change verses \"collaborative\" change. And yes, painting an accurate but hopeful picture of the potential outcome is key to creating the \"want to\" within!\n\nI do get your point, and I agree wholeheartedly.  Grateful for your thoughts.\n\nTristan', 0, '1', '', '', 7926, 253),
(7928, 17873, 'Poul Andreassen', 'PoulAndreassen@live.in', 'http://tangoleadership.wordpress.com/', '27.251.16.70', '2011-01-18 09:49:37', '2011-01-18 15:49:37', 'There are certain things you do not realize until you read them, and through your article I have come to realize those few but interesting and effective way to leadership.\n\nThanks once again!!', 0, '1', '', '', 0, 0),
(7929, 17873, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '99.61.15.86', '2011-01-18 09:55:07', '2011-01-18 15:55:07', 'Many thanks, Poul!\n\nI\'m grateful that you found value in the three suggestions. I hope they help you to powerfully lead needed change in your work and life.\n\nHave a great day!\n\nTristan', 0, '1', '', '', 7928, 253),
(7930, 17873, 'HeatherEColeman', 'heatherecoleman@yahoo.com', '', '216.11.69.5', '2011-01-19 08:46:20', '2011-01-19 14:46:20', 'Tristan,\nI love this post - very insightful, fun and motivational with regard to creating positive change.\n\nI especially like this piece - when I read it, it sounded like leadership a la Dr. Suess: \"People HATE change. They loathe and despise it. They see it, abhor it and team up to fight it.\"\n\nThank you for a great start to my day - this post resonated with me. You are one of my favs!\n\n<a href=\"http://leadchangegroup.com/members/heatherecoleman/\" rel=\"nofollow\"><a href=\"http://leadchangegroup.com/members/heatherecoleman/\" rel=\"nofollow\">@HeatherEColeman</a></a>', 0, '1', '', '', 0, 0),
(7931, 17873, 'Gregory Hanson', 'bdaygh@gmail.com', '', '174.252.224.226', '2011-01-19 09:06:44', '2011-01-19 15:06:44', 'Thank you John. I couldn\'t have said it better', 0, '1', '', '', 7926, 0),
(7932, 17873, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '72.156.247.208', '2011-01-19 09:14:54', '2011-01-19 15:14:54', 'Hi Heather,\n\nYou\'re the first person to catch that and mention it to me. In fact, I actually WAS humming Dr. Suess to myself as I wrote this. I was going to keep the rhyme scheme going the entire article, but decided that was just TOO silly for a subject this important. :)\n\nChange is possible and necessary. So glad to know so many working to make it so!\n\nTristan', 0, '1', '', '', 7930, 253),
(7933, 17873, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '67.97.209.36', '2011-01-19 11:34:42', '2011-01-19 17:34:42', 'Much appreciated, Gregory.\n\nGlad to know the message was of value to you as well.\n\nTristan', 0, '1', '', '', 7931, 253),
(7934, 17873, 'Monica Diaz', 'monica@e-quidam.com', 'http://www.e-quidam.com/theblog', '87.61.172.175', '2011-01-19 13:41:34', '2011-01-19 19:41:34', 'Talk about getting to the core of the LeadChange message! Yes, Tristan! I love your take here and find what you say to be true. Though, maybe it\'s not so much that they hate change, but that road from here to there. That scary place you need to step out onto. That transition William Bridges talks so much about. So mostly, the three strategies you propose to \"prove\" will paint a picture that people can find enticing to move towards. A beautiful vision to aspire to! Thanks for a great post!', 0, '1', '', '', 0, 0),
(7935, 17873, 'Tristan Bishop', 'KnowledgeBishop@gmail.com', 'http://knowledgebishop.com', '166.137.10.81', '2011-01-20 20:06:01', '2011-01-21 02:06:01', 'Thank you, Monica!\n\nI heard today that \"people just need time to mourn the loss of the familiar.\"  That made a lot of sense.\n\nI appreciate your encouragement!\n\nTristan', 0, '1', '', '', 7934, 0),
(7936, 17873, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-01-21 00:23:57', '2011-01-21 06:23:57', 'Hey Tristan,\n\nI like the quote in your last comment, \"...people just need time to mourn the loss of the familiar.\" Great quote!\n\nSomething I admire about Apple, Inc. is how they\'ve made \'change\' such a core value for them. They would call it \'innovation\'. Like their marketing and product design, they\'ve taken \'change/innovation\' and elevated it to an art. Instead of dreading the change Apple die-hards can\'t wait for it, they speculate and dream about it and to a large degree they demand it. They sometimes even bemoan Apple for not \'changing/innovating\' enough.\n\nI wonder how, in the organizations we lead, can we create this kind of atmosphere of innovation? How can we make change the exciting, momentum building force it should be?', 0, '1', '', '', 0, 265),
(7937, 17873, 'Ted Coine', 'tedcoine@gmail.com', 'http://savvycapitalist.blogspot.com', '71.3.150.14', '2011-01-22 14:00:45', '2011-01-22 20:00:45', 'Tristan, Thank you for this powerful post! I read it a couple of days ago, and had to ruminate on it a while before I could come back, reread it, and comment. That\'s how difficult a thing change is to effect - and I bill myself as a professional catalyst for change, so...\n\nConvincing others that change is actually going to benefit them is difficult to say the least. Think how popular Ken Blanchard\'s book \"Who Moved My Cheese?\" is. My personal motto has always been, \"Please Move My Cheese,\" because routine is like a death sentence to me. But most people don\'t see it like that - and the longer they are with an organization, the more failed attempts at change they have probably seen, so that they become cynical. Combine that cynicism with the endemic lack of trust you describe in your third point (often well-deserved), and you can see how change is going to be difficult at best; probably even impossible.\n\nBut it doesn\'t have to fail: change must succeed, and done right, it absolutely can! Last night I had the great fortune to receive a copy of Laura Goodrich\'s phenomenal new book, \"Seeing Red Cars.\" Pondering your post last night and this morning, I dove into her book and lo and behold, there in the very first chapter is an on-target discussion of this very problem, complete with thoughtful and time-tested solutions. I can\'t recommend it highly enough: http://www.amazon.com/Seeing-Red-Cars-Yourself-Organization/dp/1605097276\n\nEnjoy the book - and thanks for spelling out the 3 steps to winning buy-in of change!', 0, '1', '', '', 0, 0),
(7938, 17873, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '66.177.212.242', '2011-01-22 17:31:23', '2011-01-22 23:31:23', 'I don\'t know,maybe the subject of change could use a dose of sillyness!  I loved that phrase in this post too Heather.', 0, '1', '', '', 7932, 0),
(7939, 17873, 'Tristan Bishop', 'KnowledgeBishop@gmail.com', 'http://knowledgebishop.com', '166.137.9.13', '2011-01-23 20:02:21', '2011-01-24 02:02:21', 'Thank you, Chad.\n\nYou\'re onto simething huge, here! When innovation is built into the culture, it becomes expected change. I think it\'s unexpected change that is hated. Who doesn\'t want a well-planned change for the better?\n\nIf leadership makes consistent improvement a core cultural value, teams will learn to revel in it rather than revolt.\n\nTristan', 0, '1', '', '', 7936, 0),
(7940, 17873, 'Tristan Bishop', 'KnowledgeBishop@gmail.com', 'http://knowledgebishop.com', '166.137.9.13', '2011-01-23 20:06:07', '2011-01-24 02:06:07', 'Thank you, General!\n\nAs we speak, I\'ve sent a team of commandos to move and hide your cheese. Good luck with that omelette in the AM!\n\nI love your commitment to this topic and I\'m grateful for the book recommendation as well. I\'m off to buy it!\n\nThanks again,\n\nTristan', 0, '1', '', '', 7937, 0),
(7941, 17873, 'Hemant', 'hemant.baliwala@gmail.com', '', '202.75.200.19', '2011-02-09 22:57:24', '2011-02-10 04:57:24', 'Hi Tristan,\n\nWow!!! what a wonderful thought to start the day with.\nThis change issue has often bothered me and every time I use to yell it out in my mind... why what\'s the big deal with change...didn\'t we evolvle from apes to human beings! I never understood how I should convinece people to change. Your blog helped me realize few mistakes I made in my past. What I learn : You want people to do what they are not used to...be tactful and use the three golden rules :)\n\nThanks,\n\nHemant', 0, '1', '', '', 0, 0),
(7942, 17873, 'Crush Status Quo &#8211; Convincing the Resistant [19Jan11] | The Book', '', 'http://www.open-intelligence.co.uk/tbook/?p=5163', '65.254.224.36', '2011-02-22 10:17:16', '2011-02-22 16:17:16', '[...] by Tristan Bishop      Clipped from leadchangegroup.com [...]', 0, '1', '', 'pingback', 0, 0),
(7943, 17873, 'Change Management and the Law of Diminishing Returns - Lead Change Group', '', 'http://leadchangegroup.com/change-management-and-the-law-of-diminishing-returns/', '174.121.64.152', '2011-02-23 06:07:07', '2011-02-23 12:07:07', '[...] all the time. But certainly most people, much of the timeThese are the opening lines of the post, Convincing the Resistant by fellow Lead Change contributor Tristan Bishop. “Most people, much of the time” certainly [...]', 0, '1', '', 'pingback', 0, 0),
(7944, 17873, 'hejty', 'remonapilkington@zoho.com', 'http://megahejt.pl/co-to-znaczy-hejt-i-hejter/', '176.31.175.219', '2015-11-25 17:02:17', '2015-11-25 22:02:17', 'I don\'t know if it\'s just me or if perhaps everybody\nelse experiencing problems with your site. It appears\nas if some of the written text on your posts are running off the screen. Can somebody else please\nprovide feedback and let me know if this is happening to them too?\nThis could be a issue with my internet browser because I\'ve had\nthis happen before. Appreciate it', 0, '0', '', '', 0, 0),
(7945, 4465, 'Tweets that mention Leaving A Legacy... Worth Leaving - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/leaving-a-legacy-worth-leaving/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-26 06:59:43', '2011-01-26 12:59:43', '[...] This post was mentioned on Twitter by Mike Henry Sr., Daniel Decker, Jessica Henry, Vicky Henry, Karen Keller and others. Karen Keller said: RT <a href=\"http://leadchangegroup.com/members/vhenry/\" rel=\"nofollow\">@VHenry</a>: New Post: Leaving A Legacy… Worth Leaving http://bit.ly/gBlCyU (via <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>) [...]', 0, '1', '', 'pingback', 0, 0),
(7946, 4465, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.164.58.194', '2011-01-26 10:00:24', '2011-01-26 16:00:24', 'Hey John,\n\nGreat post. You said, \"This understanding, that there is more to life than just money, fame and fortune, is what keeps civilization going.\" That is a great observation. It reminds me of the second greatest commandment in the Bible, \"...love people.\" Leadership may move circumstances forward. Leadership may accomplish a task or get a job done, but leading with <i>honor</i> is what will keep <i>civilization</i> moving forward.\n\nThanks, God Bless,\nChad\n\nBTW - the legacy I want to leave behind, \"...that I served God in my generation and that the generations to follow would be blessed by God because of me.\"', 0, '1', '', '', 0, 265),
(7947, 4465, 'Nelson', 'seiji8503@gmail.com', 'http://blogdoseiji.blogspot.com', '189.75.252.192', '2011-01-26 12:44:08', '2011-01-26 18:44:08', 'Very hopeful text!\n\nI agree a lot and also with Chad, this kind of leadership is necessary and all religions have been trying to develop it.\n\nAlthough, I was actually recently thinking about what you said, John, about lonely. Why the necessary leaders, who pursuit a legacy instead of only 3P\'s, are admired but not emulated?\n\nIf society only want 3P\'s, should a legacy leader make his path ou should he use his skills to also follow the 3P? If society only wants 3P\'s, should not it deserve only the 3P\'s?\n\nMy legacy? For now, create positive change and grow other people who also make a difference in mankind.', 0, '1', '', '', 0, 0),
(7948, 4465, 'Richard Robbins', 'rich@richardrobbins.com', 'http://richardrobbins.com', '174.112.184.78', '2011-01-26 15:38:01', '2011-01-26 21:38:01', 'Great post! It\'s not what you for others... it\'s what you leave in other.', 0, '1', '', '', 0, 0),
(7949, 4465, 'John', 'john@leadwithhonor.com', '', '24.2.58.64', '2011-01-27 21:48:45', '2011-01-28 03:48:45', 'Hi Chad.... thanks for coming by and reading and sharing. There is nothing greater that we can do, than to love people. I wish there were more people that served God, instead of the 3Ps. The earth would be a better place because of it. Thanks for taking up the charge.', 0, '1', '', '', 0, 0),
(7950, 4465, 'John', 'john@leadwithhonor.com', '', '24.2.58.64', '2011-01-27 21:52:06', '2011-01-28 03:52:06', 'Hi Nelson...\n\nGreat questions. I ask myself this ALL the time. Should I chase the 3Ps, or do I pursue something different. There is also a question of scale here. How much do I chase the 3Ps? Do I chase it 100% or the time? 50% of the time? Or... is it even possible for mortals like us to not chase it all. How much is too much? And... the other point you bring up is great too. Can we REALLY change a society that worships movie stars and athletes by paying them millions of dollars, and leaves man people without healthcare?', 0, '1', '', '', 7947, 0),
(7951, 4465, 'The Path of the Honorable Leader &#8211; Focus | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/01/30/the-path-of-the-honorable-leader-focus/', '64.151.83.168', '2011-01-30 01:45:46', '2011-01-30 07:45:46', '[...] Leaving A Legacy&#8230; Worth Leaving (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(7952, 4465, 'Awakening &#8211; The Path of the Honorable Leader | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/02/21/awakening-the-path-of-the-honorable-leader/', '64.151.83.168', '2011-02-21 17:24:50', '2011-02-21 23:24:50', '[...] Leaving A Legacy&#8230; Worth Leaving (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(7953, 4479, 'Tweets that mention Transactional Leadership | 4 Words to Disrupt Your Leadership Foundation | Part 1 #LeadChange -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/transactional-leadership-4-words-to-disrupt-your-leadership-foundation-part-1/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-07 06:47:22', '2011-02-07 12:47:22', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Debbie Leverett, Ken Dusenbury, SkillSource and others. SkillSource said: Transactional Leadership | 4 Words to Disrupt Your Leadership Foundation | Part 1 http://bit.ly/fAseTc #LeadChange [...]', 0, '1', '', 'pingback', 0, 0),
(7954, 4479, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-02-07 07:08:43', '2011-02-07 13:08:43', 'Chad, I appreciate how you\'ve thought through this entire series and I\'m looking forward to it.  It is a bit convicting to use such economic terms to speak of relationships, but you have turned each word and created new perspective.  Thanks!', 0, '1', '', '', 0, 243),
(7955, 4479, 'Genevieve Desautels', 'g.desautels@uni-vers.ca', 'http://www.uni-vers.ca', '96.23.124.92', '2011-02-07 07:33:42', '2011-02-07 13:33:42', 'Thank you Chad for this article. I found it very inspiring... Ghandi said: \"Be the change that you want to see\"... so I will share those \"new words\" on my blog (in French, my mother tongue) in the next few days\n\nYou are more than welcome to visit and maybe use Internet translations applications:-))\nhttp://uni-vers-gendesautels.blogspot.com/\nHave a nice day\nGeneviève', 0, '1', '', '', 0, 0),
(7956, 4479, 'Poul Andreassen', 'PoulAndreassen@live.in', 'http://tangoleadership.wordpress.com/', '27.251.16.70', '2011-02-07 08:28:07', '2011-02-07 14:28:07', 'The article you have presented has riddled out intricate structure of leadership into a simple structure. I hope other also understand the effectiveness of this article as well!', 0, '1', '', '', 0, 0),
(7957, 4479, 'Tweets that mention Transactional Leadership | 4 Words to Disrupt Your Leadership Foundation | Part 1 - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Ftransactional-leadership-4-words-to-disrupt-your-leadership-foundation-part-1%2F%3Famp%3D%26at_xt%3D4d4feab2497ea35f%252C0%26sms_ss%3D', '208.74.66.43', '2011-02-07 09:29:01', '2011-02-07 15:29:01', '[...] This post was mentioned on Twitter by Mike Henry Sr. and usbcareers, Heather Coleman-Voss. Heather Coleman-Voss said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a> Transactional Leadership - 4 Words to Disrupt Your Leadership Foundation by <a href=\"http://leadchangegroup.com/members/chadbalthrop/\" rel=\"nofollow\">@ChadBalthrop</a> http://su.pr/7AaMOB #LeadChange [...]', 0, '1', '', 'pingback', 0, 0),
(7958, 4479, 'Mimi Meredith', 'mimi@thegoodnessgrows.com', 'http://blog.thegoodnessgrows.com', '70.176.233.110', '2011-02-08 18:11:40', '2011-02-09 00:11:40', 'I think you\'re onto something here! I hadn\'t thought of the language connection, but I think reframing the basis for our relationships with one another is critical to improving leadership. I love the four words you\'ve offered and will subscribe so I don\'t miss what\'s next.', 0, '1', '', '', 0, 0),
(7959, 4479, 'David Willis', 'pauldavidwillis@gmail.com', 'http://davidwillisblog.com', '68.97.146.204', '2011-02-08 22:47:16', '2011-02-09 04:47:16', 'It is the simple things in life that are the most profound. I have never thought of the language of leadership being based on economic vocabulary, but it makes great sense. I am very interested in what you have to say about relational leadership. I look forward to reading this series.', 0, '1', '', '', 0, 0),
(7960, 4479, 'Odoley Oddoye', 'infoYLMP@gmail.com', 'http://www.ylmp.blogspot.com', '41.204.38.133', '2011-02-09 03:49:09', '2011-02-09 09:49:09', 'I love your fresh perspective on something that is so easy to overlook. I\'m eager to see what the rest of the series has in store for us, I\'m sure it\'s just as insightful.', 0, '1', '', '', 0, 0),
(7961, 4479, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-02-09 09:14:36', '2011-02-09 15:14:36', 'Hey Mike,\n\nThanks for putting together a great community of people who are genuinely interested in Character-based Leadership. I think Character-based leadership deserves a language all it\'s own. Hopefully together we can change our words and in the process change the way people think and relate.\n\nGod Bless,\nChad', 0, '1', '', '', 7954, 265),
(7962, 4479, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-02-09 09:18:31', '2011-02-09 15:18:31', 'Hey Genevieve,\n\nThanks for the reply. I look forward to exploring your blog. I like the Ghandi quote and agree. I\'ve always believed that the words we know determine the thoughts we think. If we can reshape the words we know, we can reshape the thoughts we think. In the process we become the change we want to see.\n\nBeing bi-lingual I\'ll bet you can see clearly the subtle and sometime significant differences between the denotation and connotations of words as they make the shift in meaning from French to English and back again. It\'s like words are our programming language. I look forward to exploring these ideas with this community more.\n\nGod Bless,\nChad', 0, '1', '', '', 7955, 265),
(7963, 4479, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-02-09 09:20:13', '2011-02-09 15:20:13', 'Hey Poul,\n\nThanks for the reply. I hope we can latch onto this idea and discover it\'s implications together!', 0, '1', '', '', 7956, 265),
(7964, 4479, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-02-09 09:27:19', '2011-02-09 15:27:19', 'Hey Mimi,\n\nThanks for the comments and for the tweet! Character-based Leadership is a different way thinking about and approaching people. It begins with how we view ourselves and finds it\'s fullest expression in how we interact with others. I\'m not sure we\'ll be able to accurately define Character-based Leadership until we redefine some of the words we use when we talk about leadership.\n\nAs we explore these ideas are there other words that need to be reshaped, reconsidered or redefined?\n\nGod Bless,\nChad', 0, '1', '', '', 7958, 265),
(7965, 4479, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-02-09 09:29:06', '2011-02-09 15:29:06', 'Hey David,\n\nI appreciate your response. I\'m also interested in you reaction...your thoughts. As this series unfolds let us know what you think and whether or not there are other words or ways to approach this idea of Relational or Character-based Leadership.\n\nThanks for reading!\n\nGod Bless,\nChad', 0, '1', '', '', 7959, 265),
(7966, 4479, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-02-09 09:31:09', '2011-02-09 15:31:09', 'Hey Odoley,\n\nI appreciate the opportunity to share here at LeadChangeGroup.com. I\'m excited by what this community stands for and inspired by the other posts I\'m reading. It\'s great to get to get discuss these ideas with other passionate, committed and capable people.\n\nThanks for being part of the conversation.\n\nGod Bless,\nChad', 0, '1', '', '', 7960, 265),
(7967, 4479, 'Mimi Meredith', 'mimi@thegoodnessgrows.com', 'http://leadchangegroup.com/members/mimimeredith/', '70.176.233.110', '2011-02-09 09:36:14', '2011-02-09 15:36:14', 'That\'s exactly what I share through my workshops: Leadership Inside Out. Great leadership begins with a healthy sense of respect and love for ourselves (I used to say value...but I\'m trying to adopt a new idea!) that creates the fundamental platform from which we\'re able to respect others. And that\'s just the beginning! I could go on all day...but that wouldn\'t be very respectful : )!', 0, '1', '', '', 7964, 0),
(7968, 4479, 'Transactional Leadership &#8211; Our Words Betray Our Motives', '', 'http://www.tulsaleadercast.com/leadership-blog/transactional-leadership-our-words-betray-our-motives', '97.74.84.83', '2011-02-21 13:07:30', '2011-02-21 19:07:30', '[...] relationships.  The series is titled Transactional Leadership.  He introduces the idea in Part 1 that we use transactional terms such as Value, Invest, Buy-in, Contribute to describe [...]', 0, '1', '', 'pingback', 0, 0),
(7969, 4487, 'Tweets that mention Why Leadership Matters - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/why-leadership-matters/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-25 07:16:18', '2011-01-25 13:16:18', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Skip Reardon, Karen Keller, Peter Moreton and others. Peter Moreton said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: New post: Why Leadership Matters http://bit.ly/htwPOV #leadership [...]', 0, '1', '', 'pingback', 0, 0),
(7970, 4487, 'Mike Myatt', 'm.myatt@n2growth.com', 'http://www.n2growth.com/blog', '74.98.81.189', '2011-01-25 11:18:39', '2011-01-25 17:18:39', 'Totally agree wth you Steve...\n\nWhether through malice or naivete, those who trivialize the value of leadership place us all at risk…Poor leadership cripples businesses, ruins economies, destroys families, loses wars, and can bring the demise of nations. The demand for true leaders has never been greater -   when society misunderstands the importance of leadership, and when the world inappropriately labels non-leaders as leaders we are all worse for the wear.', 0, '1', '', '', 0, 0),
(7971, 4487, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '99.61.15.86', '2011-01-25 11:55:07', '2011-01-25 17:55:07', 'Steve,\n\nThis post is deeply motivating.\n\nI agree that a leader must begin by imagining what\'s achievable. And from this internal vision, the leader must color the imaginations of the team with rich pictures of possibility.\n\nThe need for authentic, courageous leadership is as great now as it\'s ever been. Thank you for your daily encouragement to bring the best we have to those we serve.\n\nTristan', 0, '1', '', '', 0, 253),
(7972, 4487, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.164.58.194', '2011-01-25 13:29:44', '2011-01-25 19:29:44', 'Steve,\n\nThanks for the post. Your encouragement to offer hope and to serve others well is a great reminder and call to action.\n\nThe thing so many people don\'t realize is that everyone is leading someone somewhere. Scientists talk about the Heisenberg Uncertainty Principle. I can over simply the idea by saying that in quantum physics there is always a certain level of uncertain because they say you can either know <i>where</i> something is or <i>what</i> something is because, at the quantum level the ACT OF MEASURING IT CHANGES IT.\n\nThis principle applies to people - every member of the team influences the other members of the team. Your very presence in the group, changes the group. It\'s why someone can lead from the middle of the pack, with or without a title. Another great quote from Maxwell, \"Leadership is influence.\" It leads to a natural question, \"Regardless of position or title, where will you \'lead\' your group today?\"\n\nThanks for the post.\n\nGod Bless,\nChad', 0, '1', '', '', 0, 265),
(7973, 4487, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-01-25 15:12:20', '2011-01-25 21:12:20', 'Steve, thanks for another great post.  Most of all, I like the simple statement, \"Authentic leaders... lead for their people.\" The success of the team must be rewarding for the members of the team or success won\'t be sustainable.\n\nMike...', 0, '1', '', '', 0, 243),
(7974, 4487, 'Steve Keating', 'Stevekeating@comcast.net', '', '66.41.238.137', '2011-01-25 19:25:47', '2011-01-26 01:25:47', 'Thanks Tristan, you make a great point, leadership really is about creating possibilities. Too many leaders seem to forget that. Thanks for your comment.', 0, '1', '', '', 7971, 0),
(7975, 4487, 'Connie McKnight', 'connie@conniemcknight.com', 'http://conniemcknight.com', '70.65.169.232', '2011-01-26 13:48:04', '2011-01-26 19:48:04', 'Really insightful post. I especially loved your point \'Authentic leaders lead with their deepest self, they care enough about their people to expose their feelings.\" This is so true!', 0, '1', '', '', 0, 0);
INSERT INTO `wp_comments` (`comment_ID`, `comment_post_ID`, `comment_author`, `comment_author_email`, `comment_author_url`, `comment_author_IP`, `comment_date`, `comment_date_gmt`, `comment_content`, `comment_karma`, `comment_approved`, `comment_agent`, `comment_type`, `comment_parent`, `user_id`) VALUES
(7976, 4487, 'Kate Nasser, The People-Skills Coach', 'info@katenasser.com', 'http://katenasser.com', '70.111.24.253', '2011-01-26 14:50:37', '2011-01-26 20:50:37', 'Steve,\nExcellent article you\'ve written here.  I agree with Tristan that it is deeply moving.  It helps all to remember that a strong leadership sets the course.  There is still a pervasive misunderstanding that strong leadership is inappropriate and always the equivalent of a dictatorship.  It isn\'t and doesn\'t have to be.  The result of this  misunderstanding has been \"leadership by committee\".    It is failing in many organizations because it isn\'t leadership. It is a vacuum -- a void.\n\nBravo to this post. I will RT on Twitter.\nKate Nasser', 0, '1', '', '', 0, 0),
(7977, 4487, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-01-28 10:44:26', '2011-01-28 16:44:26', 'Thanks for sharing this principle as it applies to leadership Chad - very insightful.', 0, '1', '', '', 7972, 244),
(7978, 4487, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-01-28 10:58:27', '2011-01-28 16:58:27', 'Another great reminder that position/title and leadership are not one and the same thing.  As you point out without leadership from someone nothing happens, except perhaps chaos, frustration, resignation, cynicism, etc.\n\nPeople do watch those in leadership positions closely.  It seems to me far too much time (and energy) is spent watching and waiting for someone else to lead though.  You don\'t have to be THE leader to be A leader.  I would like to see more people considering what leadership they can provide regardless of their level precisely because as you so eloquently say: Leadership Matters.', 0, '1', '', '', 0, 244),
(7979, 4487, 'Will', 'leadingquotes@gmail.com', 'http://www.leadingquotes.org', '71.215.230.36', '2011-08-23 10:25:57', '2011-08-23 15:25:57', 'Great post with insightful ideas. Leadership is extremely important and never underestimate it. Leaders are constantly undervalued by the general public, and even though their position is difficult, they still lead.\n\nI will definitely tweet this.', 0, '1', '', '', 0, 0),
(7980, 4492, 'Tweets that mention 3 Steps to Listening Better and Hearing More -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/3-steps-listening-better-hearing-more/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-27 06:58:45', '2011-01-27 12:58:45', '[...] This post was mentioned on Twitter by Jessica Henry, TNM Coaching, Vicky Henry, Martin Haworth PCC, Daniel Watson and others. Daniel Watson said: RT @tnmcoaching: 3 Steps to Listening Better and Hearing More http://bit.ly/eI0h2x [...]', 0, '1', '', 'pingback', 0, 0),
(7981, 4492, 'Kelly Ketelboeter', 'kelly@theexperiencefactor.com', 'http://www.theexperiencefactor.com', '99.63.207.153', '2011-01-27 08:26:29', '2011-01-27 14:26:29', 'Excellent post Susan!\n\nOften times we do forget that a critical component of effective communication is listening. You offer solid tips that can be immediately implemented.\n\nOne thing I find that a lot of leaders do is interrupt others when they are speaking. This definitely communicates that the speakers input, opinion and voice doesn\'t matter.  What really matters is the leader saying what they want or need to say.  That pregnant pause, as you pointed out is critical.  Leaders can increase their effectiveness by giving their employees a voice and then actually listening.\n\nThanks for so many great tips, I will be sharing it!\nKelly', 0, '1', '', '', 0, 0),
(7982, 4492, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-01-27 08:37:29', '2011-01-27 14:37:29', 'Your second point is a good reminder for me.  Teachers ask thousands of questions, but we often forget about \"wait time.\"  We ask a question and if the kids don\'t respond in 2 seconds, we answer it ourselves.  I need to remember to wait until they have processed the question and decided on n answer.  This is crucial for effective learning.  I am guessing it would be important for adults as well..  :)\n\nThanks Susan.\n\nDeb', 0, '1', '', '', 0, 258),
(7983, 4492, 'Linda Faust', 'linda@lmfva.com', '', '98.240.138.89', '2011-01-27 10:24:26', '2011-01-27 16:24:26', 'Great article Susan! A favorite quote of mine, I\'ve forgotten who said it, \"There\'s a reason God gave us two ears and only one mouth.\"  The \"pregnant pause\" is a much needed element. Too often I find myself starting to respond only to have the other person talking over me. I wonder if we have grown so accustomed to \"noise\" that we have become uncomfortable around moments of silence?', 0, '1', '', '', 0, 0),
(7984, 4492, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-01-27 10:31:12', '2011-01-27 16:31:12', 'I love your last tip, if you don\'t feel like you\'re being heard, you\'re probably not listening. Great advice.  Another for me is to evaluate which one of us is more aware of our environment.  If I know who\'s behind them or who else is in the area, I\'m not focused on them and what they\'re saying.', 0, '1', '', '', 0, 243),
(7985, 4492, 'Mike Ramer', 'mramer@ramergroup.com', 'http://www.RamerGroup.com', '74.105.216.8', '2011-01-27 11:23:00', '2011-01-27 17:23:00', 'Susan, An excellent piece.\n\nListening skills are critical in our business and personal lives.  In fact, I\'d think listening is a core ability that determines the depth of relationship-building and, ultmately, life success.  As a natural talker and speaker in my industry, I continually remind myself to listen more in conversations and to my audiences.\n\nI love your tips after your three steps.  I, too, nod in acknowledgement, wait for the pregnant pause, and often say \"I understand.\"  These techniques focus on the other person and compel me to listen better.\n\nAgain, great job. Mike', 0, '1', '', '', 0, 0),
(7986, 4492, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.164.58.194', '2011-01-27 11:23:01', '2011-01-27 17:23:01', 'Hey Susan,\n\nThanks for a great post. You\'re right about our presentations. So often we spend so much time preparing what \'we want to say\' we\'re not really mindful of what the group has to say or needs to hear.\n\nThere is a an art to communication. It\'s listening and speaking. It\'s knowing what to say, how to say it and when to shut up and listen. Expertise and experience may tell you what to say, but effective listening will insure that when you finally say it people receive it.\n\nI\'m wondering if it was hard for you to resist the temptation to put somewhere in your article the phrase, \"Can you hear me now?\" :)\n\nGod Bless,\nChad', 0, '1', '', '', 0, 265),
(7987, 4492, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-01-27 12:09:43', '2011-01-27 18:09:43', 'Thanks Kelly.  Great point about interrupting.  That tendency is often a sign of impatience and the act of interrupting is an attempt to deal with being uncomfortable.  The \"valid\" excuse is that we were just \"trying to move the conversation along\".   The problem with just trying not to interrupt is that even if we resist the urge the speaker will feel our impatience.This is one I know all too well personally and have had to work really hard at changing.  What I have discovered is taking a slow deep breath is also a way that releases the internal tension of impatience.', 0, '1', '', '', 7981, 244),
(7988, 4492, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-01-27 12:12:41', '2011-01-27 18:12:41', 'I can imaging the pressure to move on quickly is ever present - when we lock our learning into specified segments of time it can be hard to allow that space.  I find the same is true of meetings when I feel like we are racing the clock to get through the \"agenda\".  Thanks Deb!', 0, '1', '', '', 7982, 244),
(7989, 4492, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-01-27 12:16:15', '2011-01-27 18:16:15', 'It is a great quote Linda.  I think you are right on - we have become uncomfortable with silence.  The funny thing is that the more people we are speaking with the more uncomfortable that silence seems to become, yet the silence often needs to be longer to be effective because some of that silence is from people mustering up the courage to speak in front of other people!', 0, '1', '', '', 7983, 244),
(7990, 4492, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-01-27 12:19:56', '2011-01-27 18:19:56', 'Thanks Mike.  That tip was the best advice I have even been given when it comes to listening.  You also point to the importance of being responsible for creating a good environment for listening.  When we notice we are distracted it is helpful to call ourselves on it and apologize - chances are they knew it anyway so owning it in the moment can actually help to build trust.', 0, '1', '', '', 7984, 244),
(7991, 4492, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-01-27 12:21:53', '2011-01-27 18:21:53', 'Thank you for your kind works Mike.  Great point that our ability to listen determines the depth of, and I\'ll add strength of, a relationship.', 0, '1', '', '', 7985, 244),
(7992, 4492, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-01-27 12:28:10', '2011-01-27 18:28:10', 'Very funny Chad!\n\nYour points about the art of communication are right on.  Thank you for sharing them.', 0, '1', '', '', 7986, 244),
(7993, 4492, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://www.readytofeedback.com', '74.56.228.245', '2011-01-27 15:32:28', '2011-01-27 21:32:28', 'Susan!\n\nLove this post.  The topic is very important to me and something I work very intently on every day as I lead myself and others.\n\nStep 3 is so critical!  I call it MAGIC.  Repeating what was just said (in your own words):\n\n1. Conveys that you heard what they said (builds trust)\n2. Gives you a chance to really understand what is being said (as a result of repeating) and to internalize the thought\n3. Gives the person a chance to correct misinterpretation by you and further the dialogue of trust and collaboration\n\nMisinterpretation is such a common occurrence and your three steps can go a long way to reducing it.\n\nI am a BIG fan of \"Paraphrasing\" and \"Repeating\" and use often especially with my kids!  If I can make it work at home, then it truly is MAGIC!\n\nSonia\n\nPS: Great list post, Susan!  Quality content as usual!', 0, '1', '', '', 0, 0),
(7994, 4492, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-01-27 16:55:26', '2011-01-27 22:55:26', 'Thanks for expanding on the \"MAGIC\" step Sonia.  It ensures you hear what was actually said vs. what you think was said - something I find particularly important with my daughter except in reverse (i will ask her to repeat what she heard...funny how those filters work!)\n\nYes this was a \"list\" post....think this may have been my first attempt at writing one (this is a re-post) although I seem to remember grumbling about it the whole time.', 0, '1', '', '', 7993, 244),
(7995, 4492, 'Connie McKnight', 'connie@conniemcknight.com', 'http://conniemcknight.com', '70.65.169.232', '2011-01-27 20:57:05', '2011-01-28 02:57:05', 'Really excellent suggestions - I especially liked \"Prepare for what you want to learn\". I think will really help to open up the mind for new information. Thank you.', 0, '1', '', '', 0, 0),
(7996, 4492, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-01-28 10:38:16', '2011-01-28 16:38:16', 'Thanks Connie!', 0, '1', '', '', 7995, 244),
(7997, 4492, 'Christine Kominiak', 'christinekominiak@gmail.com', 'http://meetmattandchris.com', '67.41.5.68', '2011-01-28 11:34:34', '2011-01-28 17:34:34', 'I\'ve always found that I listen better when I take notes on what the other person is saying...not too detailed, but just enough that I\'m being engaged and not letting my mind wander off into my own filters or thoughts.', 0, '1', '', '', 0, 0),
(7998, 4492, 'Ada Gonzalez', 'ada@logosnoesis.com', 'http://www.logosnoesis.com', '98.211.68.11', '2011-01-31 21:19:10', '2011-02-01 03:19:10', 'Hi Susan,\n\nGreat article! As you and others have mentioned, the pauses are important, not only to give people time to respond, but also because all of us need to learn to reflect a bit more before we speak. What I have noticed working with groups is that as people learn to dialogue better, and to trust each other more, then you hear more pauses that do not feel uncomfortable. More like a collective deep thinking that usually is followed by some good insights.\n\nAnother tip I follow is to check for assumptions. If I find myself not listening well, usually it\'s because I\'m busy making assumptions, and therefore preparing an answer. When I force myself to let the assumptions go, or to check them before speaking, things go much more smoothly.\n\nThanks for sparking a good conversation here.', 0, '1', '', '', 0, 0),
(7999, 4492, '3 Steps to Listening Better and Hearing More &#8211; Lead Change Group &laquo; Tech4buziness &#8211; Eng', '', '', '76.74.254.62', '2011-02-03 23:14:14', '2011-02-04 05:14:14', '[...] Ensure People Know You Heard Them (and that you hear more)Nodding your head is a helpful way to let someone know you are listening, but unfortunately we can nod and not hear a thing they said. And they know it, or at least they feel it. You actually have to speak before someone really knows you were listening. You can do that with phrases like &ldquo;I understand&rdquo;, &ldquo;uh huh&rdquo;, etc. You know the drill. But if you really want someone to know you heard them, try giving them back what you heard. (&#8230;)TIP: If you don&rsquo;t feel like you are being heard you are probably not listening.   via leadchangegroup.com [...]', 0, '1', '', 'pingback', 0, 0),
(8000, 4492, 'Peter E. Friedes', 'pfriedes@mac.com', 'http://leadchangegroup.com/members/petefriedes/', '76.83.246.194', '2011-02-09 12:24:13', '2011-02-09 18:24:13', 'Great post. An additional idea concerns the rush to judge where the speaker is going or to finish what the speaker is saying or solve the problem that one thinks is being raised. The more the listener can view his or her role as \"solely trying to understand,\" the better listener (and follow up asker of questions) he or she becomes.', 0, '1', '', '', 0, 277),
(8001, 4496, 'Tweets that mention Mike Henry Sr: Authentic Leadership – Is This Your Leadership Style? -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/authentic-leadership-is-this-your-leadership-style/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-01 06:17:29', '2011-02-01 12:17:29', '[...] This post was mentioned on Twitter by Michael McKinney, TNM Coaching, Vicky Henry, Martin Haworth PCC, Mark Moreno and others. Mark Moreno said: #foodsho Authentic Leadership – Is This Your Leadership Style?: Authentic leaders are people of... http://bit.ly/dW2Ot8 via <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a> [...]', 0, '1', '', 'pingback', 0, 0),
(8002, 4496, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-02-01 07:40:28', '2011-02-01 13:40:28', 'Georgia, thanks for the great post.\n\nThere are a group of people in the community that think \"Authentic\" leadership is what Lead Change should be all about.  They\'re definition of \"Authentic\" like Mr. George\'s, includes many genuine, others-focused, genuinely-good characteristics that are good for leadership.\n\nHowever, there are others, like me, that think of \"Authentic\" as a synonym for Integrity or Transparency, true to your core.  (I realize this is a more recent definition than the traditional meaning of the word.)  The problem is some people are authentically poor leaders.  They lack the habits and the skills to do the things that inspire others.  That\'s why  I stick with character-based.  Authentically poor leaders lose their followers unless they either upgrade their character to inspire others to follow, or fake-it really well for a time.  In the end, unless they upgrade their character, they still lose people unless they have something else to fall back on like their position or their power.  The external force of their position or their power helps them exert influence over others.  Many authentically poor leaders think they\'re good because they have the power or the position to keep most people energized, but it\'s not their authenticity that energizes people.\n\nI can agree with Mr. George, you, and our friends who created Authentic Leadership groups because I know your definition of authenticity includes being true to one\'s best character.  But something in me keeps me \"sticking\" on the less traditional meaning of the word Authentic.\n\nMike...', 0, '1', '', '', 0, 243),
(8003, 4496, 'Authentic Leadership – Is This Your Leadership Style? &laquo; Christian Micro-Entrepreneurs', '', 'http://christianmicroentrepreneurs.wordpress.com/2011/02/01/authentic-leadership-%e2%80%93-is-this-your-leadership-style/', '74.200.245.176', '2011-02-01 09:07:32', '2011-02-01 15:07:32', '[...] Authentic Leadership – Is This Your Leadership Style?. [...]', 0, '1', '', 'pingback', 0, 0),
(8004, 4496, 'Genevieve Desautels', 'g.desautels@uni-vers.ca', 'http://www.uni-vers.ca', '96.23.124.92', '2011-02-01 09:19:02', '2011-02-01 15:19:02', 'Beautiful text about a very important subject for individuals and organizations!\nThank you Georgia!\nI post this link on my blog that I write in French (my mother tongue) about authentic leadership in our daily personnal life and in our professionnal life.\nI really hope to have good discussions with the readers about their definition and daily application of authentic leadership.\nhttp://uni-vers-gendesautels.blogspot.com/\nIf you want to see my blog and maybe translate it with babelfish or another tool.\nHave a nice day,\nGeneviève Desautels (ACC) from Montreal, Canada', 0, '1', '', '', 0, 0),
(8005, 4496, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://collaborativetransitions.com', '216.96.11.108', '2011-02-01 09:19:41', '2011-02-01 15:19:41', 'Let\'s try again - I seem to have a problem with CAPTCHA codes here, for some reason.\n\nI agree, Mike, words will trip us up time and again.  We can never determine or know how others will attach intellectual meaning or emotions to the words we use.  As you say, for me authentic includes character - because I can\'t be authentic without it.  Just like integrity means being whole - not just honest.\n\nThank you for your comments - I always enjoy the conversation with my Lead Change friends.', 0, '1', '', '', 0, 0),
(8006, 4496, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-02-01 12:40:39', '2011-02-01 18:40:39', 'Georgia!\n\nI liked the post so much I shared it with members of the Authentic Leadership in Montreal Linkedin Group (group start-up inspired by Mike Henry and Erin Schreyer).\n\nI feel that to be authentic, you need to know yourself (and/or be committed to get to know yourself better over time!), to be able to focus on others and better connect with them, with the goal to help them meet their needs.\n\nI could really relate to you post... thank you for doing the research for us and sharing more about you, Georgia! :)\n\nSonia', 0, '1', '', '', 0, 246),
(8007, 4496, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '216.96.11.108', '2011-02-01 12:41:26', '2011-02-01 18:41:26', 'I will check out your blog!  Thank you so much for the resource suggestion, and post of the link.', 0, '1', '', '', 8004, 266),
(8008, 4496, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '216.96.11.108', '2011-02-01 12:45:53', '2011-02-01 18:45:53', 'Thank you, Sonia!  I am very honored to have you post this within your Authentic Leaders group.  I would love to see/hear the comments so I will check the group out!\n\nI think there is much more to come on this for me.  I embrace the character-based part of leadership fully, but have often wondered if it didn\'t go beyond that just a bit.\n\nI love to share what I learn, so you should expect to see several more posts on this topic.\n\nWarmly,\n\nGeorgia', 0, '1', '', '', 8006, 266),
(8009, 4496, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-02-01 19:44:42', '2011-02-02 01:44:42', 'Hey Georgia,\n\nInteresting post and interesting question. Thanks for sharing. I\'ve always thought my approach to leadership was completely unique...<i>just like everyone else\'s</i>. :)\n\nOur <em>character</em> is an expression of <i>who we are</i>.\n<em>Who we are</em> is proven in the <i>choices</i> we make.\nThe <em>choices we make</em> define the extent of our <i>influence</i>.\nThe extent of our <em>influence</em> determines the impact of our <i>leadership</i>.\n\nIt sounds like what Mr. George is trying to say is that an Authentic Leader leads from <i>strength of character</i>. Certainly integrity, transparency, humility, self-awareness &amp; selflessness are defining qualities of an Authentic Leader, but I\'ve always thought of an Authentic Leader as someone whose influence is felt regardless of position, power, experience or expertise. It is strength of character, passion and skill that attracts followers to an Authentic Leader, not simply position or power. I guess another way you might say this is that an Authentic Leader is the \'real deal\'. Not only do they have the know-how and the will to get the job done, they do it in a way that inspires, encourages and adds value to others.\n\nMike - I think what you\'re saying is that there is an important, if subtle, difference between being an authentic <i>person</i> and being an authentic <i>leader</i>. I work with a bunch of pastors around our state. They are some of the most humble and \'authentic\' people I know. This may sound strange, but there are times when I think, \"These men have dump trucks filled with great stuff to share and no idea how to unload it.\" I think that may be your point. Authenticity alone, be it in the form of integrity, humility, self-awareness or selflessness does not make one a leader.\n\nThis might be a thought for further discussion. Is it possible to be a Character-based Leader and NOT display the traits of Authenticity? Is it possible to be an Authentic Leader and NOT display the traits of Character-based leadership? What are the differing core values that separate the two definitions?\n\nFor me, authenticity is a function of character. Character is an expressin of who I am. Authenticity is the manner in which I share who I am with the world. Therefore, my preference would be to challenge people to be Character-based Leaders living in an authentic manner before the people entrusted to them.\n\nGeorgia - thanks for a great post and the opportunity for interesting discussion!\n\nGod Bless,\nChad', 0, '1', '', '', 0, 265),
(8010, 4496, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-02-01 19:46:10', '2011-02-02 01:46:10', 'I apologize for being long in my last post, but Georgia, this is a great topic...THANKS.', 0, '1', '', '', 0, 265),
(8011, 4496, 'Will Lukang', 'will.lukang@gmail.com', 'http://willlukang.wordpress.com/', '69.125.141.196', '2011-02-01 20:17:46', '2011-02-02 02:17:46', 'The key description of an authentic leadership in your post is this sentence, \"They are guided equally by the heart and the mind – practicing heart-based guidance grounded in passion and compassion,  as well as thoughtful leadership grounded in the qualities of the mind. \".    I wish there is a way of classifying people as authentic leaders without alienating others, but we truly need authentic leaders in order to succeed.   Authentic leaders care about results and not who get the credits.', 0, '1', '', '', 0, 0),
(8012, 4496, 'The Path of the Honorable Leader &#8211; Results | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/02/02/the-path-of-the-honorable-leader-results/', '64.151.83.168', '2011-02-02 09:49:33', '2011-02-02 15:49:33', '[...] Authentic Leadership &#8211; Is This Your Leadership Style? (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(8013, 4496, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '216.170.6.190', '2011-02-02 16:30:42', '2011-02-02 22:30:42', 'Chad - This is a well thought out response, and much appreciated.  I certainly understand how you get to the preference for being a character-based leader.  Sometimes I feel as if it\'s the chicken and the egg conversation, as you stated a paragraph earlier.  Although, I don\'t know how you can express your character without being authentic.\n\nIt is a great conundrum, isn\'t it?\n\nGeorgia', 0, '1', '', '', 8009, 266),
(8014, 4496, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '216.170.6.190', '2011-02-02 16:34:30', '2011-02-02 22:34:30', 'Wouldn\'t it be wonderful to have an assessment that determines whether you are an authentic leader?  I don\'t know of one, does anyone else?  I think it takes a lifetime to be completely authentic, or even to be completely cognizant of our character - and that\'s the beauty of transformational learning.  It happens daily as we make our choices in life, as Sonia so brilliantly summarizes her blog with today.', 0, '1', '', '', 8011, 266),
(8015, 4496, 'Will Lukang', 'will.lukang@gmail.com', 'http://willlukang.wordpress.com/', '69.125.141.196', '2011-02-02 17:10:47', '2011-02-02 23:10:47', 'Perhaps one of the project for the lead change group is to come up with an assessment tool or tools.  What do you think?  I\'ll be joining the lead change group starting next month.', 0, '1', '', '', 8014, 0),
(8016, 4496, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-02-03 11:30:45', '2011-02-03 17:30:45', 'Mike and Georgia!\n\nThrough the Lead Change twitter stream I found this article: Authentic Leadership can be Bad Leadership (http://s.hbr.org/gVFix8), that perhaps addresses your comment above.\n\nI have been thinking a lot about your comment and this article clarifies (for me) why character-based leadership makes more sense (in the context described in the article).\n\nSonia', 0, '1', '', '', 8002, 246),
(8017, 4496, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-02-03 13:46:50', '2011-02-03 19:46:50', 'Thanks Sonia! That post does say it much better than I did.  Thanks for the recommendation.\n\nMike...', 0, '1', '', '', 8016, 243),
(8018, 4496, 'Weekly Carnival of Lead Change Contributing Authors', '', 'http://leadchangegroup.com/contributors-carnival-february-4-2011/', '174.121.64.152', '2011-02-04 07:01:09', '2011-02-04 13:01:09', '[...] style, and the place that authentic leadership has in her life. Check out her post entitled Authentic Leadership – Is This Your Leadership Style? On her blog, she recently revisited an older book by Neale Donald Walsch, called “The New [...]', 0, '1', '', 'pingback', 0, 0),
(8019, 4496, 'Liza', 'liza@socketsandlightbulbs.com', '', '74.59.75.21', '2011-02-05 08:47:04', '2011-02-05 14:47:04', 'There is an Authentic Leadership in Montreal LinkedIn group?  Good to know!  I\'ll check it out.', 0, '1', '', '', 8006, 0),
(8020, 4496, 'Liza Wood', 'liza@socketsandlightbulbs.com', 'http://blog.socketsandlightbulbs.com/', '74.59.75.21', '2011-02-05 08:59:45', '2011-02-05 14:59:45', 'I think you said it perfectly, Georgia.  I have always believed that being an authentic leader is about being a good student at your own College of Lessons Learned, rather than emulating what you read in books or drinking the proverbial kool-aid to become a clone of your environment.\n\nMy team and I had an experience with a truly unauthentic leader this week, sparking a big discussion on why we felt that way.  We felt we never saw the heart of that leader.  We just heard what was in his mind, which was loaded with buzzwords that he thought we wanted to hear.  I will share this article with my team and others.', 0, '1', '', '', 0, 0),
(8021, 4496, 'Connie McKnight', 'connie@conniemcknight.com', 'http://conniemcknight.com', '70.65.169.232', '2011-02-05 14:40:17', '2011-02-05 20:40:17', 'What a terrific post! I had always considered myself to be a servant leader, especially after reader James C Hunter\'s book \"The Servant\", but after reading the Bill George\'s meaning of Authentic Leadership, that best describes who I am. Empowering people to make a difference, sounds like a fabulous way to lead.', 0, '1', '', '', 0, 0),
(8022, 4503, 'Tweets that mention What you heard is not what I meant! - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/what-you-heard-is-not-what-i-meant/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-02 14:17:18', '2011-02-02 20:17:18', '[...] This post was mentioned on Twitter by Mike Henry Sr., Mike Henry Sr., Mike Henry Sr., Mike Henry Sr., Mike Henry Sr. and others. Mike Henry Sr. said: Today&#039;s post: What you heard is not what I meant! #LeadChange http://tiny.ly/Ai5X [...]', 0, '1', '', 'pingback', 0, 0),
(8023, 4503, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '216.170.6.190', '2011-02-02 16:24:25', '2011-02-02 22:24:25', 'Oh, so true, so true!  Communication will either make or break an organization, and open communication is only fostered through trust across the board!  Sonia - what a great post!\n\nI am working with my clients to seek feedback right away - not only on what they said, but what was heard, how it was heard, and what action steps people are taking away.  This eliminates so much heartache and breakdown.\n\nThanks for sharing!\n\nGeorgia', 0, '1', '', '', 0, 266),
(8024, 4503, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-02-02 16:35:47', '2011-02-02 22:35:47', 'Georgia!\n\nIt seems so obvious that we should clarify, but it so rarely happens, which presents an amazing opportunity for us all and our organizations.\n\nI am kind of addicted to this stuff and getting people on board is my mission!\n\nThank you so much for sharing your views here, Georgia, it made my day!!!! Great to have you as a member of the Authentic Leadership in Montreal Linkedin Group too!\n\nBe well and looking forward to staying connected...\nSonia', 0, '1', '', '', 0, 246),
(8025, 4503, 'Roy Atkinson', 'Roy.Atkinson@me.com', '', '71.173.89.39', '2011-02-02 19:30:20', '2011-02-03 01:30:20', 'Sonia,\nYour post hits home. Most of the major mistakes I have made in communication stem from what Chip and Dan Heath call \"the curse of knowledge\"--our tendency to forget that others don\'t know what we know. There is one note that gave me pause:\n\"High performing organizations put communications at the top of their agendas.\"\nThe agenda isn\'t where it needs to be. It\'s far to easy to say, \"We care about communication,\" and then create a process for getting messages to those who need to hear them that is fraught with intimidation and the opportunity for reprisal. (Been there, unfortunately.) Communication needs to be at the top of the hearts and minds of managers and leaders at all times. It must be encouraged and practiced. Silence should never be accepted as a response.\n\nThanks for your thoughtful post!', 0, '1', '', '', 0, 0),
(8026, 4503, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-02-03 10:40:15', '2011-02-03 16:40:15', 'Roy!\n\nWonderful comment... thank you for taking the time to share your thoughts and connect with me here!\n\nI agree 100%... it is too easy to say communication is a priority and then leave it to chance that everyone follows.  I am deeply passionate about taking agenda items and making them actionable (figuring out the “how”): simple easy-to-adopt techniques that get people to quick wins, success, and motivation to do more, hence this post and more on my site (www.readytofeedback.com).  Yesterday I also took a BOLD new step and launched a new video blog aimed at offering easy techniques to better communication.\n\nLove this... so powerful and true: Communication needs to be at the top of the hearts and minds of managers and leaders at all times. It must be encouraged and practiced. Silence should never be accepted as a response.\n\nHoping to stay connected and to learn more about you!\n\nSonia', 0, '1', '', '', 0, 246),
(8027, 4503, 'Weekly Carnival of Lead Change Contributing Authors', '', 'http://leadchangegroup.com/contributors-carnival-february-4-2011/', '174.121.64.152', '2011-02-04 07:00:54', '2011-02-04 13:00:54', '[...] Change is the Nature of Life.Wednesday’s post was written by Sonia Di Maulo of Ready to Feedback. What You Heard Is Not What I Meant is about cultivating a discipline of clarification. On her blog, a guest blogger, Harold Thompson, [...]', 0, '1', '', 'pingback', 0, 0),
(8028, 4503, 'Ready to Feedback &raquo; How to Respect Yourself &amp; Protect Your Motivation', '', 'http://readytofeedback.com/?p=4065', '64.119.182.88', '2011-02-07 15:33:33', '2011-02-07 21:33:33', '[...] wrote on this topic recently on the Lead Change Group blog. There, I offer suggestions on how to avoid miscommunication. One of the most straightforward ways [...]', 0, '1', '', 'pingback', 0, 0),
(8029, 4503, 'Ready to Feedback &raquo; Ready to Feedback Posts: Week of Feb 7 &amp; 14', '', 'http://readytofeedback.com/?p=4285', '64.119.182.88', '2011-02-18 15:12:23', '2011-02-18 21:12:23', '[...] wrote on this topic recently on the Lead Change Group blog. There, I offer suggestions on how to avoid miscommunication. One of the most straightforward ways [...]', 0, '1', '', 'pingback', 0, 0),
(8030, 4503, 'CL Sullivan', 'clsullivansr@gmail.com', '', '216.81.94.68', '2017-07-24 19:52:56', '2017-07-24 23:52:56', 'The quote above attributed to an unknown author, is a Mahatma Gandhi quote.', 0, '1', '', '', 0, 0),
(8031, 4507, 'Dan Rockwell', 'dan@leadershipfreak.com', 'http://leadershipfreak.wordpress.com/2010/12/02/withhold-i-say-you-2/', '174.55.208.221', '2011-01-31 06:53:40', '2011-01-31 12:53:40', 'Mike,\n\nI\'m applying your post to the Lead Change Group. I\'m still learning how I can give back to so many great people.\n\nI respect you and what you are doing.\n\nBest,\n\nDan', 0, '1', '', '', 0, 0),
(8032, 4507, 'Tweets that mention Leadership, Reward and Culture - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/leadership-reward-culture/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-31 07:03:54', '2011-01-31 13:03:54', '[...] This post was mentioned on Twitter by Michael McKinney, Jessica Henry, Vicky Henry, Martin Haworth PCC, Kevin, Guy, Becky and others. Kevin, Guy, Becky said: New from the Lead Change Group blog #leadchange http://tiny.ly/5pqh [...]', 0, '1', '', 'pingback', 0, 0),
(8033, 4507, 'Leadership, Reward and Culture &laquo; christianmicroentrepreneurs', '', 'http://christianmicroentrepreneurs.wordpress.com/2011/01/31/leadership-reward-and-culture/', '76.74.254.61', '2011-01-31 08:49:47', '2011-01-31 14:49:47', '[...] Leadership, Reward and Culture. [...]', 0, '1', '', 'pingback', 0, 0),
(8034, 4507, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-01-31 08:52:43', '2011-01-31 14:52:43', 'Thanks Dan,  I\'m excited about what\'s happening in the group and in the leadership space.', 0, '1', '', '', 8031, 243),
(8035, 4507, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.164.58.194', '2011-01-31 09:53:39', '2011-01-31 15:53:39', 'Hey Mike,\n\nExcellent post and spot on. There are quite a few posts and other resources that talk about the importance of HUMILITY in leadership. Your post illustrates how humility really works - true humility isn\'t thinking highly of yourself or lowly of yourself, true humility isn\'t thinking of yourself at all.\n\nMay we stop thinking like consumers are start thinking like contributors.\n\nGod Bless,\nChad', 0, '1', '', '', 0, 265),
(8036, 4507, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-01-31 10:15:07', '2011-01-31 16:15:07', 'I appreciate your quote and tweeted it! \"True humility is in not thinking of yourself at all.\"  Great reminder.  Thanks!', 0, '1', '', '', 8035, 243),
(8037, 4507, 'Kelly Ketelboeter', 'kelly@theexperiencefactor.com', 'http://www.theexperiencefactor.com', '99.63.207.153', '2011-01-31 12:51:05', '2011-01-31 18:51:05', 'Mike,\n\nI think we all have experienced both sides of what you describe in some way, shape or form.  It\'s definitely disheartening to be part of team that withdraws and bankrupts the culture. It stifles creativity, engagement and ultimately results. The culture that is created is on where people focus on one upping their team members.\n\nOn the flip side, I have been blessed to be part of a culture where creativity and contribution are the focus. It\'s a beautiful thing when these things come together. It\'s invigorating, motivating, rewarding and fun. In last few years, the Lead Change group has afforded me these opportunities as well as the work with my business partner and friend Jen Kuhn.\n\nThe one thing that really struck a chord with me in your post is that, \"As a leader you get what you give and what you reward.\" All too often this what leaders seem to forget. One of a leaders most powerful tools is the example they set. People will follow your example, whether you want them to or not. You also point out the power of rewards. Rewards can come in the form of recognition and don\'t have to cost anything at all. People learn from what they do well and will continue to do those things as well as raise the bar for themselves.\n\nThank you for allowing me the chance to reflect on my experiences in both cultures. I will only align myself with a culture that is committed to creativity and contribution.\n\nCheers!\nKelly', 0, '1', '', '', 0, 0),
(8038, 4507, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-02-01 14:31:36', '2011-02-01 20:31:36', 'Thank you!  I just tweeted your quote above, \"People will follow your example whether you want them to or not.\"  Great statement.  Too often we blame people who do what they\'ve seen.  We need more buck-stoppers.', 0, '1', '', '', 8037, 243),
(8039, 4507, 'Leadership, Reward and Culture &laquo; Christian Micro-Entrepreneurs', '', 'http://christianmicroentrepreneurs.wordpress.com/2011/02/09/leadership-reward-and-culture-3/', '66.135.48.159', '2011-02-09 10:35:04', '2011-02-09 16:35:04', '[...] Leadership, Reward and Culture. [...]', 0, '1', '', 'pingback', 0, 0),
(8040, 4515, 'Tweets that mention Transactional Leadership | Part 2 | Value vs. Respect - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Ftransactional-leadership-part-2-value-vs-respect%2F%3Fsms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-14 09:36:45', '2011-02-14 15:36:45', '[...] This post was mentioned on Twitter by Mike Henry Sr., Univers/G.Desautels. Univers/G.Desautels said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Check out Transactional Leadership Part 2 Value vs. Respect by <a href=\"http://leadchangegroup.com/members/chadbalthrop/\" rel=\"nofollow\">@ChadBalthrop</a> #LeadChange http://su.pr/5ZSXU0 [...]', 0, '1', '', 'pingback', 0, 0),
(8041, 4515, 'Tweets that mention Transactional Leadership | Part 2 | Value vs. Respect - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Ftransactional-leadership-part-2-value-vs-respect%2F%3Famp%3D%26at_xt%3D4d589abcc97837fc%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pi', '208.74.66.43', '2011-02-14 12:24:23', '2011-02-14 18:24:23', '[...] This post was mentioned on Twitter by Mike Henry Sr. and Mike Henry Sr., ATIG. ATIG said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Transactional Leadership Part 2 Value vs. Respect by <a href=\"http://leadchangegroup.com/members/chadbalthrop/\" rel=\"nofollow\">@ChadBalthrop</a> - #LeadChange weekend http://su.pr/2Yl26W [...]', 0, '1', '', 'pingback', 0, 0),
(8042, 4546, 'Tweets that mention Gender, Leadership, &amp; CSV - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/gender-leadership-csv/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-08 06:27:38', '2011-02-08 12:27:38', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, TNM Coaching, Vicky Henry and others. Vicky Henry said: New Post: Gender, Leadership, &amp; CSV http://bit.ly/hFGeS4 (via <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>) [...]', 0, '1', '', 'pingback', 0, 0),
(8043, 4546, 'Tweets that mention Gender, Leadership, &amp; CSV - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fgender-leadership-csv%2F%3Famp%3D%26at_xt%3D4d514a147e775510%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-08 08:26:32', '2011-02-08 14:26:32', '[...] This post was mentioned on Twitter by Mike Henry Sr., Dale Lawrence. Dale Lawrence said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Today&#039;s #LeadChange is a conversation starter: ... thoughts on gender in #Leadership by <a href=\"http://leadchangegroup.com/members/smaxbrown/\" rel=\"nofollow\">@smaxbrown</a> http://su.pr/32zlkx [...]', 0, '1', '', 'pingback', 0, 0),
(8044, 4546, 'Mike Ramer', 'mramer@ramergroup.com', 'http://www.RamerGroup.com', '74.105.216.8', '2011-02-08 09:21:47', '2011-02-08 15:21:47', 'Hi Max,\n\nTerrific post on a timely topic.  You ask great questions about gender and leadership.\n\nInitial thoughts come to mind: Strong and Sensitive, Soft and Hard, Tough Love.  Knowing how and when is the stuff of effective parenting, top management and inspiring leadership.\n\nOn average, are women more emotionally intelligent?  If so, do they make better leaders?  The answers, I think, lie in both biology and conditioning.  Are men tougher? Are women more sensitive?\n\nI had a strong mother figure who was nurturing, driven and inspiring.  She made me tough, sensitive and a creative problem-solver.  All serve me well in running my search business, managing people and motivating others in my training/keynotes.\n\nThe answers to your questions may center around:  Who are the better listeners?  Who can offer constructive feedback?  Who can \"read\" people and inspire?\n\nTop leaders to me are both men and women with kind hearts, deep sensitivity who are tough when they need to be.  They are exceptional communicators who inspire with their vision.\n\nBest, Mike', 0, '1', '', '', 0, 0),
(8045, 4546, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-02-08 09:23:58', '2011-02-08 15:23:58', 'Hi Max!\n\nInteresting questions... great opportunity for discussion.  I had not heard of CSV before and I am thrilled that this “concept” exists - I have been actively practicing \"creating shared value\" for many years and am thrilled to have found a group such as Lead Change that subscribes to this approach of combining company and community interests... to unleash the next wave of growth and character-based leaders. Fantastic! We work, in harmony, to help each other grow better and stronger together. The results are exponentially significant!\n\nYour questions have led me here... its a long rant, one that I feel passionately about... related to 2.“Finding Hard Ways to Measure ‘Soft’ Leadership”.\n\nFor me, soft competencies mean having the ability to connect and cultivate trust and collaboration (through authentic feedback). I have seen environments that devalue \"soft\" actions and yet these same actions are linked to being able to achieve business objectives. Example: an organization believes in providing their people with soft skills training (linked to achieving their business objective) but then, post training, the organization runs as before and these newly acquired soft skills are not integrated into business processes, recognized and encouraged.  Over time, training loses value as people start saying “training rarely changes anything!”\n\nWhen implementing any training program, it\'s so important to look at the entire organization to see which of the areas of performance are causing the pain/lack of growth and to develop a solution that sustains learning and growth over time.  If soft skills training is the answer, “just” training may not fix the pain. The question is, how can this training achieve a return on investment where the new individually acquired skills are integrated, supported and encouraged? The answer may include implementation of processes that address other factors than just the knowledge and skills of employees, such as looking at feedback/communication, tools/processes, consequences/incentives, capacity, and motivation. A great example of this is to bring the managers/executives into the solution and train them how to encourage, recognize, and follow-up on the newly acquired knowledge &amp; skills.\n\nCritical discourse: A discussion of organizational objectives and the holistic approach to meeting those objectives, in which one aspect may involve training.  The whole organization has to be willing to accept \"soft\" actions in the workplace environment for the training to stick... without this the chances of failure are greater... the benefits of new leaders and managers being able to truly connect and build trust and collaboration through an increase in Emotional Intelligence are lost.\n\nThere is so much more discussion and dialogue to be had (I didn\'t even get started on gender!)!  Thank you for getting the ball rolling.\n\nSonia', 0, '1', '', '', 0, 246),
(8046, 4546, 'Andrea Learned', 'andrea@learnedon.com', 'http://learnedon.com', '65.183.129.163', '2011-02-08 14:17:14', '2011-02-08 20:17:14', 'This is so timely and important a topic!  I am interviewing corporate sustainability leaders right now for some academic work (which will eventually be shared in some way outside of my master\'s degree, I\'m sure).  I am specifically only talking with men, because I am interested to see whether so-called gendered leadership styles emerge.  So far, it looks to me as though the best leaders are those who have that pragmatic/\"hard\" side well-covered but who know that also tending to the \"soft\" side will exponentially improve their leadership persuasiveness/effectiveness.  Especially for sustainability-motivated organizations today, diversity and a willingness to just finally get over this \"hard\" vs \"soft\" idea will be key.  If we stop talking about it as though \"hard\" and \"soft\" skills are polarized and connected with specific genders - we\'ll open up a whole new conversation.  Great piece - thanks for writing it up!', 0, '1', '', '', 0, 0),
(8047, 4546, 'S. Max Brown', 'smaxbrown@gmail.com', 'http://leadchangegroup.com/members/smaxbrown/', '124.124.69.194', '2011-02-08 21:08:35', '2011-02-09 03:08:35', 'Mike:\n\nThank you.  I agree that striking a balance is key, and I appreciate your conclusion when you said: \"Top leaders to me are both men and women with kind hearts, deep sensitivity who are tough when they need to be. They are exceptional communicators who inspire with their vision.\"\n\nOne of the many questions that remain for me though include, \"How have stereotypes limited our ability to move forward?\"\n\nYours in the conversation,\n\nMax', 0, '1', '', '', 8044, 267);
INSERT INTO `wp_comments` (`comment_ID`, `comment_post_ID`, `comment_author`, `comment_author_email`, `comment_author_url`, `comment_author_IP`, `comment_date`, `comment_date_gmt`, `comment_content`, `comment_karma`, `comment_approved`, `comment_agent`, `comment_type`, `comment_parent`, `user_id`) VALUES
(8048, 4546, 'S. Max Brown', 'smaxbrown@gmail.com', 'http://leadchangegroup.com/members/smaxbrown/', '124.124.69.194', '2011-02-08 21:15:28', '2011-02-09 03:15:28', 'Sonia,\n\nI appreciate your reply!  The training is important for sure.  Indeed, we spend a lot of time at work training on other subjects, and this can sometimes be perceived as a lower priority -- even when the evidence suggests such training can be extremely important.\n\nThe bottom line:  I believe some take such training for granted because it seems like second nature (perhaps even unnecessary) until they experience the benefits.\n\nYours in the conversation,\n\nMax', 0, '1', '', '', 8045, 267),
(8049, 4546, 'S. Max Brown', 'smaxbrown@gmail.com', 'http://leadchangegroup.com/members/smaxbrown/', '124.124.69.194', '2011-02-08 21:32:04', '2011-02-09 03:32:04', 'Andrea,\n\nLike you, I feel like the discussion on \"hard\" and \"soft\" skills connected to specific genders unintentionally limits our perspectives.  That said, I do believe that such stereotypes do exist, and we see examples of it every day in how the genders are portrayed.\n\nFor instance, men that cry on camera tend to be criticized for it (unless it is a sports team celebrating a victory).  Women that are perceived as tough often receive similar ridicule.  So, while I believe the balance of pragmatism and sensitivity are both important as well, it seems to be easier said than done.\n\nI\'m fascinated with the research to help reveal the character traits of great leaders.  For sure, boundaries are being pushed and expanded, but it is tough to ignore existing stereotypes in considering the impact on existing ways of doing business.\n\nIsn\'t it interesting that in a crisis, people believe women leaders are better at resolving it?\n\nFYI: As I write this, I\'m preparing for two presentations today in India.  Wharton\'s business school dean recently suggested that US businesses should study India\'s way of doing business -- to paraphrase his words: it is more holistic.\n\nInteresting stuff for sure!  Thank you for participating.\n\nYours in the conversation,\n\nMax', 0, '1', '', '', 8046, 267),
(8050, 4546, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-02-09 09:44:48', '2011-02-09 15:44:48', 'Hey,\n\nI really appreciate your post. I don\'t regularly read the Harvard Business Review, but it looks like I should begin! The idea of CSV is interesting. Yesterday I purchased a pair of TOMS Shoes. This is the company that gives a FREE pair of shoes to someone who needs them every time someone purchases a pair of shoes. There\'s an interesting dynamic at play when I can buy something, receive the direct benefit of the product and at the same time realize I\'ve just fulfilled a critical need in someone else\'s life. It\'s an idea for doing business that I think has tremendous potential for other industries and genuine world change.\n\nGod Bless,\nChad', 0, '1', '', '', 0, 265),
(8051, 4546, 'Dorothy Dalton', 'dorothy.dalton@skynet.be', 'http://www.dorothydalton.wordpress.com', '217.136.92.69', '2011-02-09 11:23:38', '2011-02-09 17:23:38', 'Max this is a great post covering topics of our era. As the general message in the financial services sector seems to be a return to \" business as usual\",  I\'m intrigued by your question would  the financial criis have been as severe  ( or even happened) if there had been more women leaders? We will never know now - but  now does seem the time to bring in some changes and look at different leadership models.', 0, '1', '', '', 0, 0),
(8052, 4546, 'S. Max Brown', 'smaxbrown@gmail.com', 'http://leadchangegroup.com/members/smaxbrown/', '115.248.178.253', '2011-02-09 21:27:04', '2011-02-10 03:27:04', 'Chad,\n\nI appreciate your post and it reminds me of a quote by John Mackey, CEO of Whole Foods:  \"The best way to maximize profits over the long-term is to not make them the primary goal of the business.\"\n\nGreat companies know that profits are a byproduct of living a bigger purpose.\n\nYours in the conversation,\n\nMax', 0, '1', '', '', 8050, 267),
(8053, 4546, 'S. Max Brown', 'smaxbrown@gmail.com', 'http://leadchangegroup.com/members/smaxbrown/', '115.248.178.253', '2011-02-09 21:31:19', '2011-02-10 03:31:19', 'Dorothy,\n\nThank you.  \"Business as usual\" is exactly why I asked these questions.  I think we need to challenge the status quo if we want to make things better.\n\nI don\'t have the answers.  However, the questions provide possibilities to new thinking -- I hope.\n\nFlying from Hyderabad to Bangalore last night, I read an article about women in India.  There are now hotels that cater directly to them to make sure they feel safe (including entire floors for women only and women security guards).  Hmmm . . .\n\nYours in the conversation,\n\nMax', 0, '1', '', '', 8051, 267),
(8054, 4546, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '71.203.124.74', '2011-02-17 10:31:57', '2011-02-17 16:31:57', 'Hi Max.  There is so much I could say, but I will leave it at this.\n\nFirst, I heartily support what I\'ve read so far.\n\nSecondly, in my coaching, both as an insider and outsider in the corporate world, the best way I have found to coach and encourage my clients (either gender) in this area, starts with their self-examination, getting clear on their own perspectives, and cultivating the courage and words to speak up when they see something that doesn\'t feel right.\n\nThirdly, it is so important that YOU and other men are asking questions and weighing in on this.  For the \"old order\" to transform, those in the majority have to make a decision to take action and drive change.  From a \"diversity studies\" perspective, when I say \"majority\" it does not have to be about numbers, but those who are perceived to have the most power.\n\nThank you for raising this topic and pointing out these resources.\n\nRegards,\nMary', 0, '1', '', '', 0, 252),
(8055, 4546, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://leadchangegroup.com/members/jennifervmiller/', '76.235.201.149', '2011-02-17 15:42:34', '2011-02-17 21:42:34', 'Max,\nIt’s so refreshing to see a man’s perspective on the issues of influence, leadership and gender bias. Your inclusive and non-judgmental approach is much appreciated. I agree that stereotypes prevail and that both genders have the potential to be negatively affected, depending on the context of the critique.  I’m intrigued by the word “holistic” as it applies to the US way of doing business. Going to have to noodle on that one. . .', 0, '1', '', '', 0, 245),
(8056, 4546, 'MAPping Company Success', '', 'http://mappingcompanysuccess.com/2011/03/march-2011-leadership-development-carnival/', '72.167.93.81', '2011-03-07 03:18:52', '2011-03-07 09:18:52', '[...] spawned much thought and an interesting conversation on his site this month. Mike Henry presents Gender, Leadership, and CSV &#8211; Lead Change Group posted at Lead Change [...]', 0, '1', '', 'pingback', 0, 0),
(8057, 17874, 'B.J. Smith', 'bj@bjsmith.us', '', '24.9.83.151', '2011-01-20 06:52:30', '2011-01-20 12:52:30', 'While I wouldn\'t call my late mother \"crazy,\" I couldn\'t help but notice the striking similarities between dealing with the crazies you describe here and caring for someone who is suffering from Alzheimer\'s Disease: At a certain point, I realized I could not persuade her that it was Tuesday if she decided it was Friday. One big difference: In dealing with a loved one, what day it is ceases to be important. In business, weed out the crazies before they can do more real damage.', 0, '1', '', '', 0, 0),
(8058, 17874, 'Mike Myatt', 'm.myatt@n2growth.com', 'http://www.n2growth.com/blog', '74.98.81.189', '2011-01-20 08:57:23', '2011-01-20 14:57:23', 'Hi B.J.\n\nThanks for the comment. I tend to agree with you about weeding out the crazies.  Some refer to this as the bad apple theory, but I choose to see it as a simple practical reality. As a leader you must decide to invest in coaching or mentoring a person to a productive place or let them go - there really is no third choice.', 0, '1', '', '', 8057, 0),
(8059, 17874, 'Tweets that mention Dealing with Corporate Crazies - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/dealing-with-corporate-crazies/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-01-20 13:49:55', '2011-01-20 19:49:55', '[...] This post was mentioned on Twitter by Martin Zwilling, Mike Henry Sr., Michael McKinney, B.J. Smith, Katri Kytöpuu and others. Katri Kytöpuu said: RT <a href=\"http://leadchangegroup.com/members/logosnoesis/\" rel=\"nofollow\">@LogosNoesis</a>: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: New post: Dealing with Corporate Crazies http://bit.ly/eLI6IB #leadership [...]', 0, '1', '', 'pingback', 0, 0),
(8060, 17874, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-01-21 00:03:58', '2011-01-21 06:03:58', 'It seems everyone\'s crazy sometimes and we choose our psychoses unwittingly! :) Your points are a great way to manage our manic moments. Specifically, when defining acceptable behavior, if character, competency and chemistry are well known core values within your company then our crazy moments have a context that make managing conflicts easier. I serve in a church that has a paid staff as well as a volunteer staff. As you might imagine, in a church there\'s this unwritten expectation for how we\'re supposed to handle \'crazy\'. From an employment perspective we\'ve jokingly, but somewhat seriously said, \"We have a responsibility to minister to everyone, not employ them.\" Believe it or not that sentiment also affects how we work with volunteers. If \'crazy\' habitually contradicts character, competency or chemistry then a break in \'employment\' may be the best solution.', 0, '1', '', '', 0, 265),
(8061, 17874, 'Monica Diaz', 'monica@e-quidam.com', 'http://www.e-quidam.com/theblog', '87.61.172.175', '2011-01-21 02:06:44', '2011-01-21 08:06:44', 'I LOVED your post, Mike! Especially: \"It is simply not fruitful to attempt to debate business logic with those who do not recognize logic to begin with\" :D What a statement! The trouble is, from the perspective of CEO, the crazies sometimes don\'t reveal themselves so easily to you. They are not crazy enough to be crazy with the wrong people! SO, listening intently to the dynamics of your team is paramount. Thanks for a thoughtful, provocative, light and funny post! I love laughs that leave me thinking...', 0, '1', '', '', 0, 0),
(8062, 17874, 'Conor Neill', 'conor@neills.net', 'http://www.conorneill.com', '83.59.85.117', '2011-01-21 07:02:30', '2011-01-21 13:02:30', 'So true.  There is no pleasing everyone.  I tend to think that in any group there are 3% who you need to reach and connect to, they will bring the next 17% and the last 80% will only do what seems inevitable.  Targeting the 3% who really matter is the key...  not diluting the message so that it can \"reach\" all 100% of the audience for change.', 0, '1', '', '', 0, 0),
(8063, 17874, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-01-21 09:00:52', '2011-01-21 15:00:52', 'Conor -\n\nI really like your 3%, 17% and 80% thought. Thanks for sharing!\n\nC', 0, '1', '', '', 0, 265),
(8064, 17875, 'Tweets that mention Influence With Peers – Leadership Character Episode 4 | Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/influence-with-peers-leadership-character-episode-4/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2010-10-22 15:19:57', '2010-10-22 20:19:57', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, Mary Burgess, Mary Burgess and others. Mary Burgess said: RT @LeadershipNow: Mike Henry Sr: Influence With Peers – Leadership Character Episode 4 http://bit.ly/9gqJ9D [...]', 0, '1', '', 'pingback', 0, 0),
(8065, 17875, 'Tweets that mention Influence With Peers – Leadership Character Episode 4 | Lead Change Group -- Topsy.com', '', 'http://topsy.com/www.leadchangegroup.com/influence-with-peers-leadership-character-episode-4/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2010-11-19 13:30:19', '2010-11-19 19:30:19', '[...] This post was mentioned on Twitter by Sonia Di Maulo, Sonia Di Maulo. Sonia Di Maulo said: Influence with Peers - November Leadership Character Webinar. Learn to influence your peers and build community within…http://lnkd.in/KYDADa [...]', 0, '1', '', 'pingback', 0, 0),
(8066, 17876, 'Weekly Carnival of Lead Change Contributing Authors', '', 'http://leadchangegroup.com/contributors-carnival-february-4-2011/', '174.121.64.152', '2011-02-04 07:01:28', '2011-02-04 13:01:28', '[...] Leadership, Leadership Blog, leadership resources, members, Resources. Bookmark the permalink.&larr; The Path To CharacterLeave a Reply Cancel replyYour email address will not be published. Required fields are marked *Name [...]', 0, '1', '', 'pingback', 0, 0),
(8067, 17876, 'Phil Eastman', 'phil@leadershipadvisors.com', 'http://www.characterofleadership.com', '64.134.224.18', '2011-02-05 06:00:53', '2011-02-05 12:00:53', 'I am not sure would agree totally about the the submission to authority as a necessary ingredient to character but I would say that for character to develop the leader should have a clear idea of what they believe and make a commitment to demonstrate those beliefs in action.  One of those core beliefs could certainly be in a higher power.', 0, '1', '', '', 0, 0),
(8068, 17876, 'Thomas Waterhouse', 'tdwclients@gmail.com', 'http://leadchangegroup.com/members/encouraging/', '68.200.236.32', '2011-02-05 08:08:26', '2011-02-05 14:08:26', 'Thanks for sharing your thoughts, Phil. I will quote one of your phrases and insert comments in brackets, providing clarification. “For character to develop the leader should have a clear idea of what they believe [this is ideology or a person with an ideology] and make a commitment to demonstrate those beliefs in action [this is coming under the authority of the ideology].” This is what I mean by “willing subjection to a chosen higher power.” I used “higher power” in lower case so that it could embrace ideology or faith that is secular in nature. If I’m hearing you correctly in your video you say, in effect, that faith is unwavering belief in something we can’t prove and the nature of the outsourcing of things like love, courage, or justice derives from that place. In my thesis, “Coming under authority” is our willingness to organize our energy around, and act harmoniously with, our higher power, or our Higher Power. The essence of healthy authority (“us” to “it” on a vertical plane) is that it gains expression through willing subjects acting it out on the horizontal plane. To me, this is the essence of  “character-based (‘mindfully embracing’) leadership”. I like what I saw and heard in a quick visit to your website, Phil, and I will spend some time there as I am able. Thank you so much for adding to the discussion.', 0, '1', '', '', 8067, 254),
(8069, 17876, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://leadchangegroup.com/members/shawmu/', '99.17.7.206', '2011-02-07 09:38:33', '2011-02-07 15:38:33', 'Thomas,\nYour post has tweaked my mind - in a good way. After letting the words and meaning simmer a bit in my mind, the compelling message for me is this: the path to character is a choice, but the outcome subtly evolves over time.  Character is a product of our choices cumulatively building throughout our lifetime.  You\'ve shared with us a thought provoking post. I do hope more come to visit and respond to it.\n\nShawn', 0, '1', '', '', 0, 248),
(8070, 17876, 'Thomas Waterhouse', 'tdwclients@gmail.com', 'http://leadchangegroup.com/members/encouraging/', '68.200.236.32', '2011-02-07 19:29:30', '2011-02-08 01:29:30', 'Hi Shawn! Yes, character growth is developmental, and I believe that we are either in a state of evolution, or atrophy. To be “mindfully embracing” of a higher or Higher power is the ultimate choice in our formation as leaders. You have discerned and given voice to an important slice of the thesis by saying, \"The path to character is a choice, but the outcome subtly evolves over time.\" I appreciate your addition to the discussion, and I like your thought, “Character is a product of our choices cumulatively building throughout our lifetime.” Thank you, Shawn.', 0, '1', '', '', 0, 254),
(8071, 17878, 'Tweets that mention Weekly Carnival of Lead Change Contributing Authors -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/contributors-carnival-february-4-2011/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-04 07:45:01', '2011-02-04 13:45:01', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Vicky Henry, Martin Haworth PCC, Kathleen Sears and others. Kathleen Sears said: Lead Change Group Contributors Carnival February 4, 2011 http://bit.ly/fv9eH3 [...]', 0, '1', '', 'pingback', 0, 0),
(8072, 17879, 'Tweets that mention Great Leaders Don\'t Multi-Task - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/great-leaders-dont-multi-task/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-12 07:25:11', '2011-02-12 13:25:11', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, Vicky Henry, Jeremy Windmiller and others. Jeremy Windmiller said: RT @LeadershipNow: Mike Henry Sr: Great Leaders Don’t Multi-Task http://bit.ly/eXt8RW [...]', 0, '1', '', 'pingback', 0, 0),
(8073, 17879, 'Tweets that mention Great Leaders Don\'t Multi-Task - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fgreat-leaders-dont-multi-task%2F%3Famp%3D%26at_xt%3D4d56890605209bd0%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;utm_camp', '208.74.66.43', '2011-02-12 15:16:56', '2011-02-12 21:16:56', '[...] This post was mentioned on Twitter by Mike Henry Sr. and Wesley Woods, Candace Meyer. Candace Meyer said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Check out this great re-post by <a href=\"http://leadchangegroup.com/members/jennifervmiller/\" rel=\"nofollow\">@JenniferVMiller</a> Great Leaders Don&#039;t Multi-task! http://su.pr/2ZdFEa [...]', 0, '1', '', 'pingback', 0, 0),
(8074, 17880, 'Tweets that mention Ten EveryDay Leadership Decisions - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/ten-everyday-leadership-decisions/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-09 06:43:31', '2011-02-09 12:43:31', '[...] This post was mentioned on Twitter by Mike Henry Sr., e madrid m, Edmonton PM, Chris Edmonds, rabasure and others. rabasure said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: New post: Ten EveryDay Leadership Decisions http://bit.ly/glbJKE #leadership [...]', 0, '1', '', 'pingback', 0, 0),
(8075, 17880, 'Tweets that mention Ten EveryDay Leadership Decisions - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Ften-everyday-leadership-decisions%2F%3Famp%3D%26at_xt%3D4d5291d9ab51a85b%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;utm_', '208.74.66.43', '2011-02-09 07:36:55', '2011-02-09 13:36:55', '[...] This post was mentioned on Twitter by Mike Henry Sr. and Tanmay Vora, Kevin, Guy, Becky. Kevin, Guy, Becky said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Check out Ten Everyday #Leadership Decisions by <a href=\"http://leadchangegroup.com/members/kevineikenberry/\" rel=\"nofollow\">@kevineikenberry</a> on today&#039;s #LeadChange http://su.pr/2DNtr9 [...]', 0, '1', '', 'pingback', 0, 0),
(8076, 17880, 'Chad Balthrop', 'cbalth28@hotmail.com', 'http://leadchangegroup.com/members/chadbalthrop/', '70.185.241.208', '2011-02-09 10:03:58', '2011-02-09 16:03:58', 'Hey Kevin,\n\nThanks for the post. So often we decide not to decide. Each of these represents an area where inaction leads to an ineffective outcome. Thanks for the important reminder.\n\nGod Bless,\nChad', 0, '1', '', '', 0, 265),
(8077, 17880, 'Management 4-1-1 &raquo; Management Weekly Roundup &#8211; Cool, Informative and Engaging Articles on Leadership and Management (Feb 11th)', '', 'http://management411.net/management-weekly-roundup-cool-informative-and-engaging-articles-on-leadership-and-management-feb-11th/', '184.168.193.67', '2011-02-11 13:46:26', '2011-02-11 19:46:26', '[...] Ten EveryDay Leadership Decisions: It doesn’t matter what you do (or what level in an organization you sit), you always have the power of choice.  This article posted by Kevin Eikenberry serves-up key decisions we can make as leaders each day.  My two favorites are decide to set high(er) expectations and decide to trust. [...]', 0, '1', '', 'pingback', 0, 0),
(8078, 17880, 'Now, Go Play in the Yard &laquo; the stack of stuff', '', 'http://stackofstuff.wordpress.com/2011/02/12/now-go-play-in-the-yard/', '72.233.96.146', '2011-02-12 11:29:21', '2011-02-12 17:29:21', '[...] Ten Everyday Leadership Decisions [...]', 0, '1', '', 'pingback', 0, 0),
(8079, 17880, 'Kevin Eikenberry', 'kevin@kevineikenberry.com', 'http://blog.kevineikenberry.com', '69.219.236.6', '2011-02-19 15:08:59', '2011-02-19 21:08:59', 'You are welcome Chad - at the end of the day, becaing aware and intentional will help us all greatly.\n\nKevin  :)', 0, '1', '', '', 0, 0),
(8080, 17881, 'Tweets that mention The Decision to Lead - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/the-decision-to-lead/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-10 06:43:31', '2011-02-10 12:43:31', '[...] This post was mentioned on Twitter by Mike Henry Sr., Karen Keller, Dr. Tomi Bryan, Jack King, Trevor Nagle and others. Trevor Nagle said: RT <a href=\"http://leadchangegroup.com/members/mphcoach/\" rel=\"nofollow\">@mphcoach</a>: The Decision to Lead http://bit.ly/hc4LLr [...]', 0, '1', '', 'pingback', 0, 0),
(8081, 17881, 'Tweets that mention The Decision to Lead - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fthe-decision-to-lead%2F%3Famp%3D%26at_xt%3D4d53e8f011c3fe5c%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-10 08:16:05', '2011-02-10 14:16:05', '[...] This post was mentioned on Twitter by Mike Henry Sr. and Teri Aulph, Becky Robinson. Becky Robinson said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Check out &quot;The Decision to Lead&quot; by <a href=\"http://leadchangegroup.com/members/beckyrbnsn/\" rel=\"nofollow\">@beckyrbnsn</a> - Today&#039;s #LeadChange http://su.pr/1KUDGA [...]', 0, '1', '', 'pingback', 0, 0),
(8082, 17881, 'The Decision to Lead &laquo; Christian Micro-Entrepreneurs', '', 'http://christianmicroentrepreneurs.wordpress.com/2011/02/10/the-decision-to-lead/', '76.74.248.184', '2011-02-10 12:39:53', '2011-02-10 18:39:53', '[...] The Decision to&nbsp;Lead  Posted: February 10, 2011 by Christian Micro-Entrepreneurs in Uncategorized    0  The Decision to Lead. [...]', 0, '1', '', 'pingback', 0, 0),
(8083, 17881, 'Now, Go Play in the Yard &laquo; the stack of stuff', '', 'http://stackofstuff.wordpress.com/2011/02/12/now-go-play-in-the-yard/', '72.233.96.146', '2011-02-12 11:29:36', '2011-02-12 17:29:36', '[...] The Decision to Lead [...]', 0, '1', '', 'pingback', 0, 0),
(8084, 17881, 'A decision to make a difference &laquo; Management Briefs', '', 'http://empwaynek.wordpress.com/2011/02/14/a-decision-to-make-a-difference/', '69.170.134.45', '2011-02-14 10:34:42', '2011-02-14 16:34:42', '[...] &#8220;Leadership begins with a decision to make a difference. It is a decision to act, a decision to do something. Leaders are people who decide to live and act in a way that brings about positive results: in their organizations, families, and communities. &#8230; Will you choose to lead?&#8221; &#8211; Article [...]', 0, '1', '', 'pingback', 0, 0),
(8085, 17882, 'Mark A Sturgell', 'askthecoach@pdncoach.com', 'http://leadchangegroup.com/members/pdncoach/', '98.222.45.143', '2011-02-16 06:49:03', '2011-02-16 12:49:03', 'Peter, I think you\'re almost right on, and I especially like your simple checklist approach to development.  However, I think the degree of access managers have to these skill sets depends on the culture in which they work.  Why? Because entire management cultures - all of them - also have access to these two fundamental skills yet few are naturally versatile in the use of both.\n\nManagers, and including top managers who set the context for culture, CAN access both Relating and Requiring skills each day. They CAN think about their daily interactions with these skill sets in mind.  But the most \"natural\" thing managers will do is filter their interactions through their own current frame of reference, which may be self-aggrandizing or self-deprecating.\n\nOutside perspective is needed for managers, and the collective cultures in which they work, to recognize their blind spots.  Bringing in new managers from other cultures may help, but cultures tend to influence managers more than new managers influence cultures.  Outside facilitation and coaching is necessary, to introduce new questions, recognize new interpretations of employee responses, explore new applications from the two skills sets and enhance versatility in the development and use of each of the two skill sets.', 0, '1', '', '', 0, 0),
(8086, 17882, 'Peter Friedes', 'pfriedes@mac.com', '', '76.83.246.194', '2011-02-16 12:16:23', '2011-02-16 18:16:23', 'Thanks for your thoughtful reply.\n\n I think the degree of access managers have to the two skill sets (Relating and Requiring) is more a function of their upbringing, background and experiences, but the degree to which they use both skill sets will depend, as you state, on the culture of the organization. I completely agree with your comment that cultures influence managers more than new managers influence cultures. So, managers who might naturally have access to both skill sets might not use one of them in a culture that suppresses people or makes them conform to the Organizationally Dominant skill set.\n\nAlso, organizations who have a strong culture of, let\'s say Over-requiring, will likely hire new managers who fit their profile of a \"good\" manager--one who is tough and demanding. So, strong cultures become self-sustaining and self-fulfilling.\n\nThanks again for your thoughts.', 0, '1', '', '', 8085, 0),
(8087, 17882, 'Mark A Sturgell', 'askthecoach@pdncoach.com', 'http://leadchangegroup.com/members/pdncoach/', '98.222.45.143', '2011-02-16 13:32:01', '2011-02-16 19:32:01', 'And thank you for your thoughtful response.  I appreciate the additional implications to hiring and retention to which you allude.\n\nI am not sure what you are asking when you write, \"Are there any additional categories you would include on the Relating or Requiring skill lists?\"  Would additional categories fall within these two dimensions, or are you asking for possible dimensions in addition to these two?  The DISC (Hippocratic) model of behavior certainly offers a rich combination of dimensions along these very lines as well.  But I like your simple two-set model for daily use by a manager.\n\nI am further intrigued by your comments: \"Looking at the list of skills, a manager might say, \'I want to learn more about coaching. I don’t feel I know enough about how to do that.\' And it becomes a voluntary quest for new knowledge instead of an external mandate for change.\"\n\nThe intriguing notion here is the degree to which the manager will voluntarily seek new knowledge - another skill set?  Is the manager self-aware and socially aware of her/his opportunity to improve results by improving her/himself - without external prompting?\n\nPerhaps there is another pair of skill sets involved here, ones that might be paired with Relating and Requiring skills?  These two new dimensions would have to do with one\'s ability or inclination for social-awareness or Reflection, which might be an apt label for one of the dimensions.  I\'m quite sure a mere antonym as a label for the other dimension is not fair, and I am afraid I haven\'t conceived a good alternative.\n\nRegardless of these additional thoughts, thank you for your thoughtful article.', 0, '1', '', '', 0, 0),
(8088, 17882, 'Peter Friedes', 'pfriedes@mac.com', '', '76.83.246.194', '2011-02-16 13:44:46', '2011-02-16 19:44:46', 'Mark,\n\nIf you haven\'t already done it, I would love it if you would take the questionnaire at www.managingpeoplebetter.com. You will get a fairly deep report back of how you manage people and I feel certain would have some interesting and constructive comments about the concepts involved.\n\nThanks for  considering it.\n\nPete', 0, '1', '', '', 0, 0),
(8089, 17882, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.94.213', '2011-02-16 14:31:05', '2011-02-16 20:31:05', 'Mark and Peter, I am enjoying this thread.\n\nA few years ago, I was consulting in an organization where some departments were overtly fighting with each other. This Relating and Requiring construct really gets at the root of what was happening in that company. One of the most financially successful departments was run by a High Requirer/Low Relater. Employees grumbled about this manager\'s abrasiveness, but they took great pride in their unit\'s performance, because it was so much better than the other departments\' results. The whole team started exuding a \"we-are-the-best\" attitude, which caused other departments to bristle.\n\nThe company president was a High Relater/Low Requirer who had established a culture of High Relating at the expense of business results. The High Requirer thought the High Relaters were ridiculously ineffective and made his views widely known, creating conflict and damaging relationships. Ultimately, the High Requirer was fired despite his unit\'s business results. He was so counterculture that he was viewed as a poor fit and a troublemaker.\n\nI wonder how many other organizational conflicts could be explained using this Relating/Requiring construct?', 0, '1', '', '', 0, 268),
(8090, 17882, 'Tweets that mention The Keys to Managing People Better? - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fthe-keys-to-managing-people-better%2F%3Famp%3D%26at_xt%3D4d5bfd832245f20c%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;utm', '208.74.66.43', '2011-02-16 15:36:30', '2011-02-16 21:36:30', '[...] This post was mentioned on Twitter by Mike Henry Sr. and rabasure, John S. John S said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Today&#039;s post: The Keys to Managing People Better? #LeadChange http://su.pr/2iWxFc [...]', 0, '1', '', 'pingback', 0, 0),
(8091, 17882, 'Tweets that mention The Keys to Managing People Better? - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/the-keys-to-managing-people-better/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-16 18:50:57', '2011-02-17 00:50:57', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, Charee Klimek, Career GPS and others. Career GPS said: CareerGPS RT- StartupPro: RT @leadchagegroup The Keys to Managing People Better? http://t.co/je1kBDE http://bit.ly/hjmQLi [...]', 0, '1', '', 'pingback', 0, 0),
(8092, 17882, 'Spring Fever &laquo; the stack of stuff', '', 'http://stackofstuff.wordpress.com/2011/02/26/spring-fever/', '72.233.69.86', '2011-02-26 15:01:27', '2011-02-26 21:01:27', '[...] The Keys to Managing People Better [...]', 0, '1', '', 'pingback', 0, 0),
(8093, 17882, '16 Beliefs Held By Effective People Managers - Lead Change Group', '', 'http://leadchangegroup.com/16-beliefs-held-by-effective-people-managers/', '174.121.64.152', '2011-03-04 06:11:25', '2011-03-04 12:11:25', '[...] influence the way you communicate with others, make decisions, handle conflicts and much more.My first post shared a theory that all good managers have ready access to two fundamental skills sets—Relating [...]', 0, '1', '', 'pingback', 0, 0),
(8094, 17883, 'Tweets that mention Contributors Carnival February 11, 2011 - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/contributors-carnival-february-11-2011/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-11 06:29:27', '2011-02-11 12:29:27', '[...] This post was mentioned on Twitter by Angie Chaplin, Hannah Morgan, Jessica Henry, Vicky Henry, Martin Haworth PCC and others. Martin Haworth PCC said: Contributors Carnival February 11, 2011 http://bit.ly/eZR3CD [...]', 0, '1', '', 'pingback', 0, 0),
(8095, 17884, 'Angie Chaplin', 'angie@angiechaplin.com', 'http://www.angiechaplin.com', '173.23.60.141', '2011-02-14 09:17:50', '2011-02-14 15:17:50', 'LOVE this (pun intended). Mary\'s comments are right in line with Kouzes &amp; Posner\'s The Leadership Challenge. In fact, the LEADERLOVE quote I\'ve been sharing today is: \"The best-kept secret of successful leaders is love: staying in love with leading, with people who do the work, with what their organizations produce, and with those who honor the organization by using its products and services. Leadership is not an affair of the head. Leadership is an affair of the heart.\"\n\nThanks, Mary, for reinforcing the importance leading with love -- love for yourself, love for those you lead, and love for those who add to your leadership experiences. May you have a lovely day!', 0, '1', '', '', 0, 0),
(8096, 17884, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '71.203.124.74', '2011-02-14 09:31:02', '2011-02-14 15:31:02', 'Thanks so much for your comments, Angie.\n\nI \"love\" the idea of \"staying in love with leading...Leadership is not an affair of the head. Leadership is an affair of the heart.\"  Wow.  Powerful.\n\nThx. Mary', 0, '1', '', '', 8095, 252),
(8097, 17884, 'Tweets that mention Leadership is Love - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/leadership-is-love/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-14 09:33:30', '2011-02-14 15:33:30', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, peacewonk, Martin Haworth PCC and others. Martin Haworth PCC said: Leadership is Love http://bit.ly/e8Xw4v [...]', 0, '1', '', 'pingback', 0, 0),
(8098, 17884, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '71.203.124.74', '2011-02-14 09:44:55', '2011-02-14 15:44:55', 'BTW, Angie, what is \"LEADERLOVE\" that you are referring to?  M', 0, '1', '', '', 8096, 252),
(8099, 17884, 'Angie Chaplin', 'angie@angiechaplin.com', 'http://www.angiechaplin.com', '173.23.60.141', '2011-02-14 09:54:34', '2011-02-14 15:54:34', 'LEADERLOVE is just something that popped into my head this morning.', 0, '1', '', '', 8098, 0),
(8100, 17884, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '71.203.124.74', '2011-02-14 09:56:59', '2011-02-14 15:56:59', 'I\'m really not intending the pun, but I \"love\" that it just popped in your head this morning!', 0, '1', '', '', 8099, 252),
(8101, 17884, 'Angie Chaplin', 'angie@angiechaplin.com', 'http://www.angiechaplin.com', '173.23.60.141', '2011-02-14 09:57:20', '2011-02-14 15:57:20', 'I\'m glad you found it as powerful as I found your post. I\'m a certified master facilitator candidate for The Leadership Challenge by Kouzes &amp; Posner (are you familiar with it), and am always seeking to reinforce their research on The Five Practices of Exemplary Leadership: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart. It\'s appropriate today to focus on Encouraging the Heart.Thanks again!', 0, '1', '', '', 8096, 0),
(8102, 17884, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '71.203.124.74', '2011-02-14 10:04:18', '2011-02-14 16:04:18', 'Thanks Angie.  I\'m very familiar with Kouzes &amp; Posner and am aware of and have scanned \"The Leadership Challenge.\"  I read their book, \"Credibility\" and that was the be all/end all for me :)\n\nThat is so cool that you are a master facilitator of that program.  I looked at your website and you have a lot going on!  M', 0, '1', '', '', 8101, 252),
(8103, 17884, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '166.129.180.71', '2011-02-14 11:05:51', '2011-02-14 17:05:51', 'Mary,\nThank you for so succinctly showing the value of love in leadership acts. For any leader struggling with the action of love, this should hit them squarely in the eyes and help them see how the lack of love unnecessarily pains those who show up daily to give of their talents and hearts.\nShawn', 0, '1', '', '', 0, 0),
(8104, 17884, 'Tara Alemany', 'alewebsocial@gmail.com', 'http://alewebsocial.com', '68.191.55.98', '2011-02-14 13:51:36', '2011-02-14 19:51:36', 'Great post, Mary! It seems to me that you\'ve hit on a topic that should be near and dear to the hearts of many character-based leaders. When we choose to lead with character, we must base our actions on the innate value of those we lead. This can be a very challenging thing to do if we don\'t find a reason to \"love\" our followers. We may not always \"like\" everyone on our team, but we should always be treating them with the consideration due another human being with feelings.\n\nWhen I speak to groups, I often will ask a leading question about what they do with the business cards they collect at various networking events, business meetings, etc. I\'ll see sheepish grins around the room with a few tentative hands raised to answer the question. People will share their thoughts and ideas, and we build upon them. But I always finish it with this: Remember that each one represents an individual (someone’s brother, mother, lover and friend), not just a business. How would you like people to treat your loved ones? Give them the same respect.', 0, '1', '', '', 0, 0),
(8105, 17884, 'Tweets that mention Leadership is Love - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fleadership-is-love%2F%3Famp%3D%26at_xt%3D4d5943bf9689ce29%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-14 14:38:32', '2011-02-14 20:38:32', '[...] This post was mentioned on Twitter by Mike Henry Sr. and Page Cole, Kevin, Guy, Becky. Kevin, Guy, Becky said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Today&#039;s #LeadChange #Leadership is Love by <a href=\"http://leadchangegroup.com/members/maryschaefer/\" rel=\"nofollow\">@MarySchaefer</a> http://su.pr/2yqskh [...]', 0, '1', '', 'pingback', 0, 0),
(8106, 17884, 'Joseph Mullin', 'jmullinmba@gmail.com', 'http://www.evolutioncbl.com', '76.24.165.16', '2011-02-14 19:13:04', '2011-02-15 01:13:04', 'Excellent post Mary,\n\nLove should be an integral part of leadership. It can be thought of in other terms as well.\nIf I use the latest buzzword, I hate that word, Emotional Intelligence, which used to be known as soft skills which has always been known as human nature.\n\nIf leaders understood human nature then they would come to the realization that they are not running their companies at full potential. While their company may be highly profitable it is only mediocre at best from the employee stand point. There is a power in the love that you speak of that isn\'t even being tapped into.\n\nI know the excuses that soft skills are an intangible and you cannot put metrics on intangibles. Yes and this is a poor excuse! Let me explain how I did it in 2 companies. While you cannot measure the intangible itself you can measure the effect of it.\n\nTake a snap shot of all the metrics you measure currently. Implement the skills and give it a few weeks to work well. Then take another snap of the same metrics and compare.\n\nYou will see that you have achieved higher productivity, higher quality of work, fewer mistakes, better customer support, and higher moral along with other factors.\n\nA place with a leaders love is the company people want to work at where people strive to get in. These are places where they are not worried about employee retention.\n\nLets start to feel the love in every company!', 0, '1', '', '', 0, 0),
(8107, 17884, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '24.127.151.99', '2011-02-14 19:45:36', '2011-02-15 01:45:36', 'Thank you Shawn for the very kind and supportive words.\n\nI do hope it gets the attention of those struggling with the action of love.\n\nMary', 0, '1', '', '', 8103, 252),
(8108, 17884, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '24.127.151.99', '2011-02-14 19:53:38', '2011-02-15 01:53:38', 'Tara, what an excellent exercise about the business cards, reminding people of other\'s humanity.\n\nAnd I love this: \"When we choose to lead with character, we must base our actions on the innate value of those we lead.\"\n\nThis takes me toward another post, but one reason I think people are so far removed from their impact on others, is that they are disconnected from their own humanity, and from taking issue (respectfully) with how they are being treated, or how they are treating themselves.  If we truly felt our own humanity, why would we want to be thoughtless and hurtful to others?', 0, '1', '', '', 0, 252),
(8109, 17884, 'David Willis', 'pauldavidwillis@gmail.com', 'http://davidwillisblog.com', '68.97.146.204', '2011-02-14 23:44:54', '2011-02-15 05:44:54', 'Showing people respect when leading is huge. If you don\'t respect me, I will not follow you where you are going. Yes. I may halfheartedly pretend to follow along (if my livelyhood is attached to saying yes or no), but you won\'t have the best of me.\n\nLeadership is love. What a good thought. If I am able to do this and show people respect I will have very few career regrets when it is all said and done.', 0, '1', '', '', 0, 0),
(8110, 17884, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '24.127.151.99', '2011-02-15 06:56:34', '2011-02-15 12:56:34', 'Thank you so much for your response, David.\n\n\"Yes. I may halfheartedly pretend to follow along (if my livelyhood is attached to saying yes or no), but you won’t have the best of me.\"\n\nThat is one of those things that seems inherently obvious to you and me, but for some reason, too many leaders to not get it.  Not only do I think missing this is not character-based, but it is simply bad management too.  Why would you not want to treat your assets in a way they will perform optimally?  A manufacturing leader would not approve denying a machine oil to keep it running, but for some reason, some think people should be able to get along without love, which is something humans need to run optimally.\n\nAnd we know we don\'t even have to call it love.  Feeling appreciated and a sense of belonging, being allowed to feel like you are making a contribution, and having someone take the time to help you understand how your work fits, (i.e. its meaning) are all human needs that could easily be met at work.\n\nSorry, for whatever reason, your comments got me on a role.  I see another post in my future :)\n\nThank you again, David.', 0, '1', '', '', 0, 252),
(8111, 17884, 'Annabel Kaye', 'annabel.kaye@irenicon.co.uk', 'http://irenicon.wordpress.com/', '213.235.28.163', '2011-02-15 09:47:28', '2011-02-15 15:47:28', 'I couldn\'t agree with you more.\n\nAll my experience of employment law and the \'dark side of HR\' indicates that the kindest and most loving thing to do when someone is not in the right job, is to resolve the situation.\n\nManagers who delay often torture people who know they are \'failing\' and the whole situation can degenerate into bullying and long term damage.\n\nThe loving thing to do is to be honest about what needs to be done, and what the real options are and to move on.\n\nYou should not use employment law as an excuse for inaction, nor \'getting the paperwork right\' as a way of doing nothing.  When the heart and the head work together there is no delay...', 0, '1', '', '', 0, 0),
(8112, 17884, 'Tweets that mention Leadership is Love - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fleadership-is-love%2F%3Fat_xt%3D4d5943bf9689ce29%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-15 14:06:56', '2011-02-15 20:06:56', '[...] This post was mentioned on Twitter by Phil Eastman::Author, phileastman. phileastman said: Agree: #Leadership is Love [blog] http://ow.ly/3X0aX RT <a href=\"http://leadchangegroup.com/members/maryschaefer/\" rel=\"nofollow\">@MarySchaefer</a> [...]', 0, '1', '', 'pingback', 0, 0),
(8113, 17884, 'Phil Eastman', 'phil@leadershipadvisors.com', 'http://www.characterofleadership.com', '38.109.197.253', '2011-02-17 06:59:06', '2011-02-17 12:59:06', 'You so rightly state that love is a matter of character and character is the fuel for leadership.  I believe that to effectively lead people you must love them.  Possessing a deep abiding care and concern for them as people before they are units of production.  People will follow a leader that demonstrates to her people that they really do matter.', 0, '1', '', '', 0, 0),
(8114, 17884, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '24.127.151.99', '2011-02-17 08:06:25', '2011-02-17 14:06:25', 'Annabel, thank you SO MUCH for adding your comment.  It was said so beautifully.\n\nIt sounds like it comes from experience, and that you bring a much-needed perspective to those you touch.  Mary', 0, '1', '', '', 8111, 252),
(8115, 17884, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '24.127.151.99', '2011-02-17 08:10:50', '2011-02-17 14:10:50', 'Wow, Joseph, what powerful statements.  I couldn\'t agree more.  It doesn\'t have to be so difficult.\n\nI especially related to this comment: \"Love should be an integral part of leadership. It can be thought of in other terms as well.  If I use the latest buzzword, I hate that word, Emotional Intelligence, which used to be known as soft skills which has always been known as human nature.\"\n\nI have often said we need to quit calling them \"soft\" skills, they are \"hard\" skills for so many reasons, not the least of which they are \"hard\" (difficult) for way too many people.  And it IS too bad, because it IS about human nature.\n\nIn my own observation of why some of us are so disconnected from the human nature of the human beings we serve, is because we are disconnected from our own human nature.  Boy, this is going to be another controversial statement, but I want leaders to \"feel\" more.  I guess that is what I meant when I asked leaders to feel what it would be like to know that your action/inaction (about something you could *truly* do something about) was going to make someone lose sleep.\n\nThank you again for commenting, Joseph.\n\nMary', 0, '1', '', '', 8106, 252),
(8116, 17884, 'Nancy L. Seibel', 'keystochangellc@gmail.com', 'http://keystochangelifecoaching.com', '71.179.7.200', '2015-03-08 12:33:41', '2015-03-08 16:33:41', 'Thank you for drawing the distinction between love as an emotion and love as demonstrated in \"choosing what is right and best for the other person, rather than what you want or feel like doing.  It is about behavior, not feelings.\" As I think about this, I would include the other words you wrote, compassion, empathy and thoughtfulness. I am saying this thinking about  we can choose what\'s best from a collaborative, person-to-person perspective (which I understand to be what you\'re thinking of)  or we could choose what\'s best based on a worldview or set of assumptions that doesn\'t fully understand or account for the other. Anyhow, I\'ve been thinking of this topic and of our culture\'s unwillingness to discuss the idea of love (respect, support, caring, empathy) as part of the world of work. It was very helpful to read your ideas here. Thank you!', 0, '1', '', '', 0, 0),
(8117, 17885, 'Dan Rockwell', 'dan@leadershipfreak.com', 'http://leadchangegroup.com/members/leadershipfreak/', '174.55.208.221', '2011-02-15 06:22:38', '2011-02-15 12:22:38', 'Mike,\n\nI couldn\'t agree more with your positive assessment of \"From Bud to Boss.\"\n\nIt\'s the holy book for newly promoted managers. I think it\'s a classic.\n\nBest,\n\nDan', 0, '1', '', '', 0, 272);
INSERT INTO `wp_comments` (`comment_ID`, `comment_post_ID`, `comment_author`, `comment_author_email`, `comment_author_url`, `comment_author_IP`, `comment_date`, `comment_date_gmt`, `comment_content`, `comment_karma`, `comment_approved`, `comment_agent`, `comment_type`, `comment_parent`, `user_id`) VALUES
(8118, 17885, 'Tweets that mention From Bud To Boss - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/from-bud-to-boss/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-15 06:44:04', '2011-02-15 12:44:04', '[...] This post was mentioned on Twitter by Mike Henry Sr., donhornsby, Kathleen Sears, Dan Rockwell, SkillSource and others. SkillSource said: From Bud To Boss http://bit.ly/exeMah #LeadChange [...]', 0, '1', '', 'pingback', 0, 0),
(8119, 17885, 'Tweets that mention From Bud To Boss - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Ffrom-bud-to-boss%2F%3Famp%3D%26at_xt%3D4d5a71325c26a3d4%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-15 07:02:39', '2011-02-15 13:02:39', '[...] This post was mentioned on Twitter by Mike Henry Sr., Steve Browne. Steve Browne said: RT <a href=\"http://leadchangegroup.com/members/kevineikenberry/\" rel=\"nofollow\">@KevinEikenberry</a> RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Congrats to <a href=\"http://leadchangegroup.com/members/kevineikenberry/\" rel=\"nofollow\">@KevinEikenberry</a> on the launch of @BudToBoss http://su.pr/2ER9Ev #HR #Leadership [...]', 0, '1', '', 'pingback', 0, 0),
(8120, 17885, 'Teri Aulph', 'teriaulphconsulting@me.com', 'http://leadchangegroup.com/members/teriaulph/', '99.117.22.91', '2011-02-15 08:30:45', '2011-02-15 14:30:45', 'I agree, Dan! It is always a pleasure sharing a new resource that you know is going to make a positive impact on so many! I wish it had been around 15 years ago, I certainly could have used the wisdom and tools.', 0, '1', '', '', 0, 250),
(8121, 17885, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-02-15 09:22:46', '2011-02-15 15:22:46', 'Thanks Dan.  The article above is actually Teri\'s assessment, but I agree.  It\'s great when the community of leadership folks come together to endorse a work because it\'s different AND remarkable!\n\nMike...', 0, '1', '', '', 8117, 243),
(8122, 17885, 'Chuck Hebert', 'chuck.b.hebert@gmail.com', 'http://leadchangegroup.com/members/cbhebert/', '72.5.238.66', '2011-02-15 15:01:07', '2011-02-15 21:01:07', 'Teri - Thanks for the post.  From Bud To Boss not only sounds like an interesting read, but a critical one for those that are new to management.  I\'ve run across a few people (OK.. more than a few people) who were promoted to management just because they were the smartest individual contributor on the team (not because they showed they could manage).  A resource like this book would be perfect.', 0, '1', '', '', 0, 366),
(8123, 17885, 'Teri Aulph', 'teriaulphconsulting@me.com', 'http://leadchangegroup.com/members/teriaulph/', '99.117.22.91', '2011-02-15 16:07:39', '2011-02-15 22:07:39', 'Thank you, Chuck, for your comment. I believe this book is a game changer for those who are emerging leaders and established leaders. I love that it works as an interactive guide to position you in your leadership journey.', 0, '1', '', '', 8122, 250),
(8124, 17885, 'Guy Harris', 'guy@recoveringengineer.com', 'http://www.recoveringengineer.com', '99.172.128.20', '2011-02-17 21:41:40', '2011-02-18 03:41:40', 'Teri - Thank you for the review, and the kind words. I\'m glad that our message resonated with you. I hope that our work serves to help people make the critical transition from independent contributor to leader successfully.\n\nGuy', 0, '1', '', '', 0, 0),
(8125, 4517, 'Tweets that mention Transactional Leadership | Part 3 | Invest vs. Serve - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/transactional-leadership-part-3-invest-vs-serve/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-19 10:28:43', '2011-02-19 16:28:43', '[...] This post was mentioned on Twitter by Mike Henry Sr., Martin Haworth PCC, connie vallejo, connie vallejo, ATIG and others. ATIG said: Transactional Leadership | Part 3 | Invest vs. Serve http://t.co/0BvJe6f via @AddThis [...]', 0, '1', '', 'pingback', 0, 0),
(8126, 4517, 'Tweets that mention Transactional Leadership | Part 3 | Invest vs. Serve - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Ftransactional-leadership-part-3-invest-vs-serve%2F%3Famp%3D%26at_xt%3D4d5fe6dd2fa3f877%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pin', '208.74.66.43', '2011-02-19 11:46:24', '2011-02-19 17:46:24', '[...] This post was mentioned on Twitter by Mike Henry Sr., Dave Brand. Dave Brand said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Transactional #Leadership 3 by <a href=\"http://leadchangegroup.com/members/chadbalthrop/\" rel=\"nofollow\">@ChadBalthrop</a> Invest or Serve? http://su.pr/25Kc7Y #LeadChange [...]', 0, '1', '', 'pingback', 0, 0),
(8127, 4517, 'Poul Andreassen', 'PoulAndreassen@live.in', 'http://tangoleadership.wordpress.com/', '27.251.16.70', '2011-02-21 04:48:42', '2011-02-21 10:48:42', 'It is amazing to know that there are articles like this on web which actually takes the meaning of leadership to new aspect. Thanks for helping me out...', 0, '1', '', '', 0, 0),
(8128, 4521, 'Michael Sampson', 'michael@michaelsampson.net', 'http://currents.michaelsampson.net/2011/03/contribute-collaborate.html', '219.89.194.49', '2011-03-06 22:11:18', '2011-03-07 04:11:18', 'Thanks Chad ... good to read your thinking above. My response / comments are here, http://currents.michaelsampson.net/2011/03/contribute-collaborate.html\n\nMichael.', 0, '1', '', '', 0, 0),
(8129, 4521, 'Ken Otter', 'kotter@stmarys-ca.edu', 'http://www.saintmarysleadership.org', '8.21.181.221', '2011-03-07 14:52:22', '2011-03-07 20:52:22', 'This is my first look at this series contrasting transactional and servant leadership. Nicely done!\nI like how you have articulated a very needed and important shift just by using these four words.  It is a good example of articulating the \"simplicity on the other side of complexity.\"  In other words, while such a shift seems simple, it reflects the necessary values and competencies today\'s complex world requires.\n\nAnd the implications of making such a shift are profound. In my experience, the invitation and attention to these higher order values in leadership in the context of organizational life require deep changes at the individual and collective level. Moreover, they suggest new ways of defining and describing leadership.  In my view to enact respect, serve, trust, collaborate disrupts by recognizing that leadership transcends roles and positions to be an inherent part of any intentional social process.  People enact leadership when working together (leading and following in service of making progress on the meaning work to be done).\n\nDesignated leaders, whether appointed, anointed or elected, participate in the leadership process and dynamic too, but their contribution as \"leader\" is best viewed as helping to create the conditions so that leadership can emerge. So what you suggest is profound not only for the important work to be done, but also for making sense of leadership as a creative and generative of any social network.', 0, '1', '', '', 0, 0),
(8130, 4538, 'Tweets that mention Of Mixing Bowls, Feeding Souls and Seeking Recognition - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/of-mixing-bowls-feeding-souls-and-seeking-recognition/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-21 06:41:13', '2011-02-21 12:41:13', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, TNM Coaching, Vicky Henry and others. Vicky Henry said: New Post: Of Mixing Bowls, Feeding Souls and Seeking Recognition http://bit.ly/fKJYlR (via <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>) [...]', 0, '1', '', 'pingback', 0, 0),
(8131, 4538, 'Tweets that mention Of Mixing Bowls, Feeding Souls and Seeking Recognition - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fof-mixing-bowls-feeding-souls-and-seeking-recognition%2F%3Famp%3D%26at_xt%3D4d626d2a4ea05873%252C0%26sms_ss%3Dstumbleupon&amp;utm_sour', '208.74.66.43', '2011-02-21 09:15:13', '2011-02-21 15:15:13', '[...] This post was mentioned on Twitter by Mike Henry Sr. and Ted Coine, Fran Simon @ ESbyFS. Fran Simon @ ESbyFS said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Check out today&#039;s #LeadChange by @Mandy_Vavrinak http://su.pr/2joM94 - Are you willing to do the hard work of being a l ... [...]', 0, '1', '', 'pingback', 0, 0),
(8132, 4538, 'Teri Aulph', 'teriaulphconsulting@me.com', 'http://leadchangegroup.com/members/teriaulph/', '99.117.22.91', '2011-02-21 15:37:34', '2011-02-21 21:37:34', 'Provocative content, Mandy. After spending many years in Human Resources (not aways the most popular of functions), I agree that true leadership is moving forward in doing what is \'best\' from a leadership perspective for the sake of the greater employee population, certainly not for how it does or doesn\'t reflect on the person. In developing HR talent, I believe one of the most important aspects to drive home is that it is a support function and HR leads through people. It is not for the ego-driven personality. Thank you for such a well-written piece!', 0, '1', '', '', 0, 250),
(8133, 4538, 'Leadership Development', 'amatlen@leadingresources.com', 'http://www.leadingresources.com', '76.105.50.185', '2011-02-22 09:58:55', '2011-02-22 15:58:55', 'Great post. This reminds me of the four leadership paradoxes. The Ambition Paradox: Leadership is a humble act undertaken by ambitious people. The Assumption Paradox: Everyone has to make decisions based on assumptions, but our assumptions are often wrong. Worldview Paradox: A leader has to understand multiple worldviews – and yet operate in his or her own. The Succession Paradox: All leaders must plan for their own departure.', 0, '1', '', '', 0, 0),
(8134, 4538, 'Kelly Croy', 'kcroy@me.com', 'http://www.kellycroy.com', '76.189.28.14', '2011-08-05 00:48:22', '2011-08-05 05:48:22', 'I am the author of the piece you quoted. I appreciate you referencing and quoting my blog and I greatly appreciate the link to my site. I am a speaker and performance artist and I love our open discussion on leadership.  Thank you so much bringing attention to such an important area in life. We all lead.  I have a follow-up to the post you quoted that will go live tomorrow morning.  I hope you and your readers will join me. http://www.kellycroy.wordpress.com Blog Post on \'Parenting a Leader\' scheduled for morning. You can get it first by subscribing here: http://t.co/w3yAHkf Thank you.', 0, '1', '', '', 0, 0),
(8135, 4603, 'Tweets that mention The Urgency of Dealing with Poor Performance - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/the-urgency-of-dealing-with-poor-performance/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-24 08:17:39', '2011-02-24 14:17:39', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, TNM Coaching, Vicky Henry and others. Vicky Henry said: New Post: The Urgency of Dealing with Poor Performance http://bit.ly/fYlkmM (via <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>) [...]', 0, '1', '', 'pingback', 0, 0),
(8136, 4603, 'Lisa Petrilli', 'lisa_mengpd@comcast.net', 'http://www.LisaPetrilli.com', '98.222.78.7', '2011-02-24 10:48:52', '2011-02-24 16:48:52', 'Leigh,\n\nI have the privilege of working with a number of inspiring CEOs at the CEO Connection, and in regular meetings held throughout the year they consistently say that their biggest mistake is not dealing with talent issues immediately; not letting people go as soon as it\'s clear they\'re having a negative impact on the company, customers and on other employees.\n\nHow you lead and manage employees is directly related to values - and if you\'re enabling poor behavior that impacts your customers and the rest of the culture, then it says poor things about what your values really are.  I think great leaders understand this (I know the CEOs I work with do) - although that doesn\'t make it easier to make these tough decisions.  :)\n\nThanks for sharing your story,\nLisa Petrilli', 0, '1', '', '', 0, 0),
(8137, 4603, 'Tweets that mention The Urgency of Dealing with Poor Performance - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fthe-urgency-of-dealing-with-poor-performance%2F%3Famp%3D%26at_xt%3D4d668745c41f72ff%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingba', '208.74.66.43', '2011-02-24 13:17:07', '2011-02-24 19:17:07', '[...] This post was mentioned on Twitter by Mike Henry Sr. and Mike Henry Sr., Page Cole. Page Cole said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: The Urgency of Dealing With Poor Performance by Manage_Better #LeadChange http://su.pr/1FZxTg [...]', 0, '1', '', 'pingback', 0, 0),
(8138, 4603, 'Chuck Hebert', 'chuck.b.hebert@gmail.com', 'http://management411.net', '72.5.238.66', '2011-02-24 14:25:30', '2011-02-24 20:25:30', 'Wow!  Almost seems like the manager should be getting a poor performance rating for failing to take care of Juan here.\n\nFrom an onboarding perspective, I\'ve often found the best way to deal with performance issues is to set the stage on goals and expectations early in the job.  This way, when the performance takes a dip, you can both go back to the expectations of the job and see where they are falling short.\n\nFrom a performance management perspective, my personal philosophy is that performance management is a year-round activity.  Having discussions about performance throughout the year is critical to staying on top of these performance issue.  It also gives the manager the ability to tweak the expectations as the bussiness environment changes.\n\nStaying on top of goals and expectations, documenting them, getting agreement and having regular dialog can helps take some of the emotion out of the discussion.  (seems like this story is full of emotion).  The more fact-based, the better.', 0, '1', '', '', 0, 0),
(8139, 4603, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.102.129', '2011-02-24 14:58:34', '2011-02-24 20:58:34', 'Lisa, thanks for taking the time to comment. Hopefully, this series of posts will nudge and equip managers who have been postponing \"the discussion\" with a poor performer.\n\nSometimes, the issue is not a manager\'s values but rather a misapplication or mistranslation of a value. For example, the desire to be kind is a fine value. But if the manager thinks being \"kind\" means being \"non-confrontational,\" then the resulting behavior can create damage in the workplace. In this illustration, the manager needs to learn that a performance discussion is a kind act (both for the poorly performing employee and the team)--and that it does indeed fit with the manager\'s values better than letting poor performance slide.', 0, '1', '', '', 0, 268),
(8140, 4603, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.102.129', '2011-02-24 15:15:38', '2011-02-24 21:15:38', 'Chuck, I appreciate your comment, too--particularly your points about setting goals/ expectations up front and viewing performance management as a year-round activity.\n\nI think too many organizations still consider performance management as a once-a-year task instead of an ongoing process. An ongoing process creates natural opportunities for the manager to talk with employees about performance shortcomings in a timely manner.\n\n\"Robert,\" by the way, did experience adverse professional consequences from his delay in confronting \"Juan.\" What\'s neat is that Robert owned his error and has learned from it. I think he will end up being a great manager who never makes this same mistake again. He wanted to share this story so that perhaps other managers could avoid stumbling in the same way.', 0, '1', '', '', 0, 268),
(8141, 4603, 'Tweets that mention The Urgency of Dealing with Poor Performance - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fthe-urgency-of-dealing-with-poor-performance%2F%23comment-1993&amp;utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-24 16:17:17', '2011-02-24 22:17:17', '[...] This post was mentioned on Twitter by Lisa Petrilli, Liz Weber. Liz Weber said: RT <a href=\"http://leadchangegroup.com/members/lisapetrilli/\" rel=\"nofollow\">@LisaPetrilli</a>: The Urgency of Dealing with Poor Performance /Gr8 story by @Managing_better http://bit.ly/fIOzN8 #LeadChange #Leadership [...]', 0, '1', '', 'pingback', 0, 0),
(8142, 4603, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '151.213.40.37', '2011-02-25 11:10:02', '2011-02-25 17:10:02', 'Great article, Leigh!  Too often managers are intimidated by employee feedback that sometimes boils over when they take action on poor performance.  The key in my mind is to set very clear, but reasonable expectations, work with staff to meet them, and give them a period of time to do so.  If they are not, they also know the outcome.  Because, you have made it very clear to them at the very beginning.  Communication is absolutely key!', 0, '1', '', '', 0, 266),
(8143, 4603, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-02-25 16:56:03', '2011-02-25 22:56:03', 'Leigh!  I really enjoyed the post and the comments.\n\nI agree with Chuck that setting expectations and on-going conversation is key.    It seems that trust and respect between Juan and Robert took a dip after the first few weeks. One way to keep that trust going is with frequent conversation using the 3+1 feedback model.  Whenever you have a chance to provide feedback, deliver 3 things that were done well and 1 item that needs improvement.  This strategy maintains trust and provides a very important focus on 1 thing to improve.  Monitor performance and provide guidance on that one item until it isn\'t an issue anymore.  Then do another 3+1.  Providing more than 1 item to improve often demotivates and creates a negative outlook on work, as it seems it was with Juan.\n\nThis is a great tool: makes it easier to give improvement feedback, and it is lovely to receive! And it is great if feedback wants to be seen as being delivered with kindness.  Training all staff on this strategy, doing it early and often (manager to staff, staff to manager, staff to staff) helps to create an environment where performance is recognized, and the opportunity to learn and improve is welcome. A 3+1 feedback tool is available for free download here:  http://readytofeedback.com/RTFFeedbackForm.doc\nThank you for offering me the opportunity to comment!  Looking forward to your upcoming posts!\n\nSonia', 0, '1', '', '', 0, 246),
(8144, 4603, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-02-27 12:34:51', '2011-02-27 18:34:51', 'I think this is very common.  Generally senior executives underestimate the degree to which a middle manager will tolerate a problem because they do not have the skill to solve the problem or they feel powerless to solve it.  Senior executives assume power and act accordingly.  But it takes a searching, open leader to honestly evaluate their organization and the front-line leaders in it to make sure each leader understands their responsibility to act.\n\nThis person didn\'t have the ability to deal with the problem when it first appeared in the downturn of Juan\'s performance.  Everything after that is a management and leadership issue.  As a manager, Robert didn\'t know he didn\'t possess the skill to help Juan avoid the career limiting attitude and behavior.  His manager should have recognized it.\n\nBut Robert had the skill to reprimand or terminate Juan.  And he should have acted.  This inability to address problems when they first appear seems endemic to this organization, or at least this branch of it.\n\nSo Robert\'s leaders didn\'t realize or act to help Robert with his problem teammate early.  Robert failed to act when it became painfully obvious.  If you\'re going to be wrong by failing to act, why not be wrong early and avoid the rush.  The elephant in the organization is the lack of leadership, delegated responsibility and initiative on the part of middle managers.  Some take charge leader, (like your partner) should step in and start hunting for everyone who feeds the elephant.\n\nMike...', 0, '1', '', '', 0, 243),
(8145, 4603, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.102.90', '2011-03-01 14:31:08', '2011-03-01 20:31:08', 'Georgia, Sonia and Mike, thank you for taking the time to comment. The Lead Change Group has been very generous in sharing resources and insights. Sonia, I sent an email to \"Robert\" today pointing him to your 3+1 feedback tool. ;-)\n\nEarlier this week, I gave \"Robert\" the link for this post. He sent a very kind email reply that I wanted to share with all of you:\n\n***************************************************************************\n“I enjoyed the comments left by the readers. I found those to be very helpful. The comment left by Chuck is exactly what I had been working on.\n\nI am hiring a replacement tomorrow, finally. And it will be a fresh start to get things off on the right foot. Since this all happened, the team I manage has undergone some changes, and in a month or so, 2 more will go. As I started to monitor goals closely, it became quickly evident what needed to happen.\n\nThank you again for this! It was unexpectedly helpful!”\n****************************************************************************', 0, '1', '', '', 0, 268),
(8146, 4603, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-03-01 14:51:18', '2011-03-01 20:51:18', 'Thanks for this followup note!  The ability to see this post go full circle is a wonderful reward for all of us! :)', 0, '1', '', '', 8145, 246),
(8147, 4603, 'The \'Robert\'', 'islan9dr@yahoo.com', '', '50.74.0.42', '2011-03-02 10:56:54', '2011-03-02 16:56:54', 'The real \'Robert\' here,\n\nI just wanted to thank all of you for your direct comments, which I have found to be very helpful, and a good reason to evaluate my approach.\n\nPerhaps, what goes unsaid is \'why\' I took this approach, and it may add insight to this discussion. I used to work on Wall St. for a company that treated people with such a lack of integrity, dignity, and respect, that I told myself, \'If I get out of this place, I will do things differently\'. At times my approach has led to me helping people getting scholarships to Ivy League schools in the US, and also programs in Germany, but at times, well...Mike was correct. I did not know how to handle when things did not go how I planned; a weakness I have been working on.\n\nThe office I used to work at Wall St...I am glad I left it because its not there anymore. So, I am teaching myself these days to take my intuitive nature beyond \'being able to spot trouble\'.\n\nMy greatest fear, as a person, is to become a full-time \'armchair, Monday morning quarterback\' because I know there is always more to learn.\n\nBest to you all,\nRobert', 0, '1', '', '', 0, 0),
(8148, 4603, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-03-02 11:33:07', '2011-03-02 17:33:07', '\"Robert,\" So glad you could close the loop!  I hope things weren\'t too direct for you.  And I\'m sorry if I sounded like a Monday morning quarterback.  I\'ve made the same mistakes, yours, your bosses and Juan\'s too.  Thanks for closing the loop.\n\nIn my mind, your lack of knowledge is not a personal weakness, it was simply a fact or a constraint.  To me, a \"weakness\" is a tendency.  In this case, you needed to know how to hold your teammate accountable for the downturn in their personal performance.  You certainly didn\'t anticipate the outcome you got, or you would have sought out other methods.  And, you seem to be getting better at it.  Many of us have had to learn the art of accountability the hard way.  (<a href=\"http://leadchangegroup.com/members/susanmazza\" rel=\"nofollow\">Susan Mazza </a>has a training program titled \"Art of Accountability\" and you can connect with her if you\'re interested.)\n\nTo me, the art of developing people is knowing which skills to employ to help people do their best and be their best.  For many of your teammates, the actions you took worked.  They went on to great success.\n\nBest of luck.  Mike...', 0, '1', '', '', 8147, 243),
(8149, 4603, '13 Bad Excuses for Letting Poor Performance Slide - Lead Change Group', '', 'http://leadchangegroup.com/13-bad-excuses-for-letting-poor-performance-slide/', '174.121.64.152', '2011-03-13 06:23:11', '2011-03-13 11:23:11', '[...] is part 2 of a 3-part series on dealing with poor performance.In my last post, we met Robert, a well-meaning manager who waited far too long to fire a poor performer. His reason [...]', 0, '1', '', 'pingback', 0, 0),
(8150, 4603, '10-Point Checklist For Confronting Poor Performance - Lead Change Group', '', 'http://leadchangegroup.com/10-point-checklist-for-confronting-poor-performance/', '174.121.64.152', '2011-03-27 06:08:51', '2011-03-27 11:08:51', '[...] is part 3 of a 3-part series on dealing with poor performance. The first two are Part 1: The Urgency of Dealing With Poor Performance and Part 2: 13 Bad Excuses for Letting Poor Performance Slide.Many managers view [...]', 0, '1', '', 'pingback', 0, 0),
(8151, 4607, 'Jim Taggart', 'jim.taggart@rogers.com', '', '99.224.108.124', '2011-02-22 06:28:54', '2011-02-22 12:28:54', 'A poignant story with deep lessons on doing the right thing at the right moment. We can\'t control the events around us but we can control how we respond to them.', 0, '1', '', '', 0, 0),
(8152, 4607, 'Tweets that mention Is it Time To Get Off The Bus? - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/is-it-time-to-get-off-the-bus/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-22 06:57:08', '2011-02-22 12:57:08', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, TNM Coaching, Vicky Henry and others. Vicky Henry said: New Post: Is it Time To Get Off The Bus? http://bit.ly/elHKG6 (via <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>) [...]', 0, '1', '', 'pingback', 0, 0),
(8153, 4607, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '99.61.15.86', '2011-02-22 08:06:56', '2011-02-22 14:06:56', 'Erin, this moved me.\n\nYou\'ve reminded me why we can never, ever, EVER quit, no matter how many obstacles spring up in our path.\n\n      People matter.\n\nThank you for who you are, who you follow and who you lead as a result!\n\nTristan', 0, '1', '', '', 0, 253),
(8154, 4607, 'Sonia Di Maulo', 'soniadimaulo@gmail.com', 'http://www.readytofeedback.com', '74.56.228.245', '2011-02-22 08:52:48', '2011-02-22 14:52:48', 'Erin!\n\nAs I wipe my tears away, I can\'t help but think about how incredibly gifted you are at inspiring positive action.  Your welcoming invitation would get anybody off their feet!  I am on my feet, Erin! It IS time to get off the bus and make change happen. :)\n\nThank you for your constant support, encouragement, friendship and inspiration!\n\nI need to post this on Authentic Leadership Montreal NOW!!! :)\n\nSonia', 0, '1', '', '', 0, 0),
(8155, 4607, 'Tweets that mention Is it Time To Get Off The Bus? - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Fis-it-time-to-get-off-the-bus%2F%3Famp%3D%26at_xt%3D4d63d15e9f32720b%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;utm_camp', '208.74.66.43', '2011-02-22 09:43:07', '2011-02-22 15:43:07', '[...] This post was mentioned on Twitter by Mike Henry Sr., Erin Schreyer, Peter Moreton, Page Cole, rabasure and others. rabasure said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: When is it time to take action? Check out Today&#039;s #LeadChange post by <a href=\"http://leadchangegroup.com/members/eschreyer/\" rel=\"nofollow\">@eschreyer</a> http://su.pr/8AC2sL #Leadership [...]', 0, '1', '', 'pingback', 0, 0),
(8156, 4607, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-02-22 12:02:11', '2011-02-22 18:02:11', 'Thanks for the great post Erin.  I remain fascinated by the number of people that need someone to either direct them to a particular action or give them permission.  We need a few more people who work on the principle of asking for forgiveness rather than permission.  Most people will not condemn you for helping, even though they wouldn\'t accept the help if it was just offered.\n\nMike...', 0, '1', '', '', 0, 243),
(8157, 4607, 'Jane Perdue', 'thehrgoddess@gmail.com', '', '76.23.122.124', '2011-02-22 15:55:58', '2011-02-22 21:55:58', 'Rock on, Erin! A beautifully told story that\'s so you...being the role model, then and now, in taking the right stand and eschewing conformity for what\'s right!', 0, '1', '', '', 0, 0),
(8158, 4607, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://leadchangegroup.com/members/eschreyer/', '184.57.239.217', '2011-02-22 16:13:02', '2011-02-22 22:13:02', 'Jim, thanks for commenting!  Yes, we can control how we respond....and sometimes that response can demonstrate leadership!', 0, '1', '', '', 8151, 256),
(8159, 4607, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://leadchangegroup.com/members/eschreyer/', '184.57.239.217', '2011-02-22 16:14:30', '2011-02-22 22:14:30', 'Tristan, thanks so much for your comment.  I love your energy and persistence!!  Awesome!\n\nPeople DO matter.  They are the most important aspect of leadership.  We cannot forget this.  EVER.  :-)', 0, '1', '', '', 8153, 256),
(8160, 4607, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://leadchangegroup.com/members/eschreyer/', '184.57.239.217', '2011-02-22 16:16:17', '2011-02-22 22:16:17', 'Sonia, thanks for being on your feet!!  WOO HOO!!!  There is a lot that can happen when one person stands...and a lot MORE that can happen when a community joins together!!  Thanks for being a fellow \"instigator\" and an authentic leader!!  I proudly stand next to you!!  :-)', 0, '1', '', '', 8154, 256),
(8161, 4607, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://leadchangegroup.com/members/eschreyer/', '184.57.239.217', '2011-02-22 16:21:15', '2011-02-22 22:21:15', 'Mike - I wonder if people are just afraid to step outside of comfort zones?\n\nOne of my favorite lyrics says \"you were made to fill a purpose that only you can do; there can never be a more beautiful you.\"  I mention this, because it makes the point that we have a PURPOSE....which means we need to DO something!!\n\nWe were each equipped to lead in our own way.  I believe that we\'re supposed to be acting on that, and a big part is contributing the best we have to offer.  It requires contribution, though.  We need to become more prone to action, even if it makes us uncomfortable.', 0, '1', '', '', 8156, 256),
(8162, 4607, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://leadchangegroup.com/members/eschreyer/', '184.57.239.217', '2011-02-22 16:22:11', '2011-02-22 22:22:11', 'Thanks so much, Jane!!  It means a lot to be in community with wonderful leadership models like you, who inspire me every day!!!', 0, '1', '', '', 0, 256),
(8163, 4607, 'Is it Time to Get Off the Bus? &laquo; Authentic Leadership', '', 'http://sagestone.wordpress.com/2011/02/22/is-it-time-to-get-off-the-bus/', '72.233.61.89', '2011-02-22 16:56:19', '2011-02-22 22:56:19', '[...] was originally written for the Lead Change Group blog.  You can find this story in its entirety here.  I&#8217;m grateful for the amazing global community of character-based leaders that come [...]', 0, '1', '', 'pingback', 0, 0),
(8164, 4607, 'Dan Black', 'danblackonleadership@gmail.com', 'http://danblackonleadership.blogspot.com', '68.8.220.248', '2011-02-22 21:00:51', '2011-02-23 03:00:51', 'Great personal story. We all need to get off the bus of life at times so we can help others. Thank you for sharing.\n\nKeep serving, growing, and leading\nDan', 0, '1', '', '', 0, 0),
(8165, 4607, 'Kate Nasser, The People-Skills Coach', 'info@katenasser.com', 'http://katenasser.com', '70.111.24.253', '2011-02-23 07:18:31', '2011-02-23 13:18:31', 'There is only one word for your defining moment and actions Erin -- BRAVO.\n\nLife is not about watching the inevitable; it is about intersecting to change it.\nKate', 0, '1', '', '', 0, 0),
(8166, 4607, 'Rob Collins', 'collinsr13@gmail.com', 'http://www.marketingchiefblog.com', '74.184.34.133', '2011-02-23 07:29:32', '2011-02-23 13:29:32', 'Erin-\n\nThank you for sharing this vivid picture of humanity, strength, grace and courage.\n\nIt is all of our responsibility to help those in need yet too often in our fast-paced world, we don\'t take the time to be inconvenienced to help out our fellow man. It\'s been said that \'all that is necessary for evil to triumph is that good men do nothing\'. It\'s also true that the less we put others first and look to the needs of our neighbors, that we become more callous as a society.\n\nI have several \'defining moments\' of my own and they have been a great source of confidence because I knew I did what was right no matter what the personal cost. They have also been good lessons in character building for my children as often the \'right choice isn\'t the easy choice.\'\n\nThank you for your encouragement to \'embrace and act on your values\'. What a different world this would be if we truly loved our neighbors as ourselves.', 0, '1', '', '', 0, 0),
(8167, 4607, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://leadchangegroup.com/members/eschreyer/', '184.57.239.217', '2011-02-23 07:30:14', '2011-02-23 13:30:14', 'Dan, thanks for your comment!!  I\'m glad you enjoyed the story, and I DO hope all of us together can inspire others!!', 0, '1', '', '', 8164, 256),
(8168, 4607, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://leadchangegroup.com/members/eschreyer/', '184.57.239.217', '2011-02-23 07:31:39', '2011-02-23 13:31:39', 'Kate, thanks for stopping by!  I love your phrase \"intersecting to change\" - it\'s so true!  If we want positive change, we have to lead the way there!!  I know you\'re doing this too - thanks for being an inspiration to so many!', 0, '1', '', '', 8165, 256),
(8169, 4607, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-02-23 08:12:50', '2011-02-23 14:12:50', 'This post is a fabulous example of instigating leadership Erin!  One of the things that makes you the authentic leader that you are is that you truly do walk your talk and this story is a case in point.\n\nReminds me of the story of Kitty Genovese (Malcolm Gladwell tells this story in his book The Tipping Point).  A woman was attacked multiple times on a city street.  And although countless people saw it no one did anything and it cost her life.\n\nWe can so easily get lulled into a sort of slumber that someone else will take care of \"it\" whatever \"it\" happens to be.  I\'d venture to say it happens to all of us.  And when we notice we let it happen, and it is too late, it is an opportunity to be more awake the next time (rather than beat ourselves up).  Your story is a great reminder to stay awake.\n\nYet leadership begins with a fundamental belief grounded in personal responsibility.  The belief is that - \"it\" is up to me, because I choose to take responsibility not only for my life but for the world around me.  Sometimes that means we are the ones to speak up, step up, or stand up.  Other times we instigate others to do so, but leaders more often than not choose NOT to look the other way.', 0, '1', '', '', 0, 0),
(8170, 4607, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://leadchangegroup.com/members/eschreyer/', '184.57.239.217', '2011-02-23 08:53:49', '2011-02-23 14:53:49', 'Rob, thanks so much for stopping by and commenting!  I appreciate you bringing the Golden Rule into the discussion.  Isn\'t it foundational for great leadership  I believe it is!!!', 0, '1', '', '', 8166, 256),
(8171, 4607, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://leadchangegroup.com/members/eschreyer/', '184.57.239.217', '2011-02-23 08:56:21', '2011-02-23 14:56:21', 'Susan, thanks for commenting so eloquently!  \"It\" is up to us...and \"it\" will only change when we do; when we decide to act on it.  I love your call to action....to \"stay awake!\"\'  It\'s a great visual that I will remember easily, and I think it\'s spot on!!!', 0, '1', '', '', 0, 256),
(8172, 4607, 'Annele Rudman', 'rudmana@edu.fs.gov.za', '', '163.195.32.74', '2011-03-07 06:42:06', '2011-03-07 12:42:06', 'I was the novice in a group of friends to climbed to the Base Camp of Everest.  It was horrible.  We were sick, it was far, it was cold and took from me more that I thought I had to give, physically and mentally.  Two people died in the group ahead of us, and their bodies lay in the open plan lodge where people had to sleep on the floor that night. What I had to say, held no legitimacy..  I say first hand what happens then there is no leadership.  There is a saying on the that I bourght back from the Mountain.  \"If you make a mistake and not fix,it, then you make two mistakes\".', 0, '1', '', '', 0, 0),
(8173, 4607, 'Annele Rudman', 'rudmana@edu.fs.gov.za', '', '163.195.32.74', '2011-03-07 06:46:34', '2011-03-07 12:46:34', 'I want to do a masters degree and cannot find focus.  Ive looked into topic of micros expressions in communication, cognitive ergonomics and performance management comparing models and even economies is South Africa vs China.  The more I read, the more lost I become.  Please can you put me onto someone who would be kind and patient enough to help me with a focus, perhaps lead me in a direction of Leadership?  Any suggestions on topics please.', 0, '1', '', '', 0, 0),
(8174, 4633, 'Keith R. Szewczyk', 'krszewczyk@comcast.net', 'http://leadchangegroup.com/members/krszewczyk/', '98.236.147.89', '2011-02-26 18:49:02', '2011-02-27 00:49:02', 'Lisa your point is a critical one that leaders must understand...it is a privilege to lead the company\'s key assets. Great post!\n\nI dedicate my leadership career to provide my services and expertise to work for the company\'s number one asset the people. You hit the nail on the head as it is important for an executive to understand that they fully accountable for the core values of the company. It is the responsibility for the executive to define the company\'s vision and strategy, and articulate the strategy down to measurable objectives for the organization. It is the responsibilitiy of the executive to grow the organization and empower the people to maximize their capabilities and talents.\n\nThis gift is something special that energizes me everyday!', 0, '1', '', '', 0, 0),
(8175, 4633, 'Lisa Petrilli', 'lisa_mengpd@comcast.net', 'http://www.LisaPetrilli.com', '98.222.78.7', '2011-02-27 14:16:50', '2011-02-27 20:16:50', 'Keith,\n\nThank you so much for the kind words - I sincerely appreciate them.  And I have to tell you I feel the energy and commitment that you have for your teams coming from your words - it\'s very inspirational!\n\nKnowing that you have been given a gift, and sharing with others how it energizes you ,is truly a blessing - thank you for sharing that with me and with the readers.  All the very best to you in your leadership endeavors!', 0, '1', '', '', 0, 0),
(8176, 4633, 'Not a dry eye in the room &laquo; Management Briefs', '', 'http://empwaynek.wordpress.com/2011/03/01/leadership-is-a-gift/', '66.135.48.183', '2011-03-01 09:28:40', '2011-03-01 15:28:40', '[...] I believe in these four key indicators that they are doing so…&#8221; &#8211; Article [...]', 0, '1', '', 'pingback', 0, 0),
(8177, 4649, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://people-equation.com', '76.235.201.149', '2011-03-02 12:50:15', '2011-03-02 18:50:15', 'Guy,\n\nYes, I\'ve had a decent amount of \"freedom\" (as much as one can have in a corporate environment) when I worked for a guy named Steve. He gave me lots of lattitude to do my job and only intervened when I needed a course correction. It was a highly productive and trusting relationship.', 0, '1', '', '', 0, 0),
(8178, 4649, 'Guy Harris', 'guy@recoveringengineer.com', 'http://www.recoveringengineer.com', '74.5.120.189', '2011-03-04 18:02:17', '2011-03-05 00:02:17', 'Jennifer - Thanks for stopping by and sharing your experience. It sounds like you had a really great situation with Steve.\n\nGuy', 0, '1', '', '', 8177, 0),
(8179, 4654, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-03-03 10:02:42', '2011-03-03 16:02:42', 'Dan!\n\nCreating a crisis... in itself is a very unique idea. Setting a deadline seems to be a necessary element of any project... and I would not necessarily say that I have created a crisis by setting a deadline! I would call it good business sense and creating urgency.\n\nThen I went back to the definition of a crisis... sounds a lot like setting a deadline, doesn\'t it!\n\nA \"crisis\" to me sounds like a state of PANIC! But you describe a very organized, thoughtful, and logical process to moving the project forward! I guess that being a crisis-maker does not necessarily mean that you announce your plans for creating a crisis... right?\n\nOf your 8 suggestions, I think number 4 is CRITICAL: Don’t even think about it unless trust runs like a river through your organization – it’s going to be tough even with trust\n\nHow can we know for sure if trust runs like a river through the organization, team, or department? Getting to this trusting state is so critical for moving any initiative forward!\n\nAs always, Dan, I always learn something new from you! :)\n\nThanks,\nSonia', 0, '1', '', '', 0, 246),
(8180, 4654, 'Dan Rockwell', 'dan@leadershipfreak.com', 'http://leadershipfreak.wordpress.com/2010/12/02/withhold-i-say-you-2/', '173.163.141.115', '2011-03-03 12:53:52', '2011-03-03 18:53:52', 'Sonia,\n\nThanks for great feedback. I chose the term \"crisis\" not only for the definition but because the scope of the project was much larger than normal. Additionally, I chose crisis because we had been working at it for some time with no luck.\n\nIt was very helpful to me when I read your comment.\n\nBest,\n\nDan', 0, '1', '', '', 8179, 0),
(8181, 4654, 'Connie McKnight', 'connie@conniemcknight.com', 'http://conniemcknight.com', '70.65.169.232', '2011-03-03 15:59:15', '2011-03-03 21:59:15', 'Great title Dan! Definitely an attention getter. I didn\'t know where you were going, so I read on. Since a crisis is creating urgency it makes total sense. It seems to me that there are a lot of people that need a deadline or they don\'t put forth their best efforts.\n\nThe 2 suggestions that I feel are absolutely necessary are: #2. Be upfront with everyone. If this point wasn\'t done, the next time this method was used it wouldn\'t be effective. It would be like crying wolf. #5. Stick to your word. This goes hand in hand is #4. I would assume that the group would only believe you if you are a person of you word, which is trust.\n\nThanks for the post; it was very thought provoking.\n\nConnie', 0, '1', '', '', 0, 0),
(8182, 4654, 'Tanmay Vora', 'tnvora@yahoo.com', 'http://www.qaspire.com/blog', '122.169.89.132', '2011-03-03 21:25:58', '2011-03-04 03:25:58', 'I liked the term \"creative crisis\" - a kind of crisis that creates constraints and helps people become more creative. Creating a crisis or simply setting a deadline is a great way to push people to edges specially when something important is not being accomplished after prolonged effort.\n\nHowever, there is an other extreme, where business leaders make every problem sound like a crisis (crying wolf syndrome). I have seen such leaders from a distance, and have realized that they do so only out of their own insecurity. It also tells that they don\'t trust their people. And it doesn\'t work always.\n\nYour tips are very valuable, specially # 3 and #8.\n\nBest,\nTanmay', 0, '1', '', '', 0, 0),
(8183, 4654, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.97.48', '2011-03-03 22:03:54', '2011-03-04 04:03:54', 'A pediatrician once told me, \"Creativity is a product of boundaries.\" By self-imposing a deadline, you created a new set of boundaries to bring the challenge into crisper focus.\n\nI particularly liked your statement, \"Perfection is the enemy of progress.\" A few years ago, I was in a meeting with a project management firm here in Colorado. The discussion had gotten bogged down and the CEO finally said, \"We tell our clients, \'Don\'t let the perfect get in the way of the good.\'\" Instead of striving for perfection, he encouraged his team to pick a \"good enough\" solution for the particular task and move on.\n\nBoth individuals and companies can lose sight of the economic value (or cost) of a particular activity. One company I worked for had 20 or more reviewers for each piece of marketing collateral. Each of these reviewers had to take time away from higher priority tasks to read drafts. It took forever to get consensus (too many cooks in the kitchen). In the search for \"perfect,\" this company wasted a lot of brainpower that could have been used to solve customer problems and build new products. We finally put a price tag on all the reviewers\' time. Then, we asked management, \"Is this $5,000 marketing flyer worth $25,000 of review time?\" Sometimes, a \"crisis\" comes in the form of a question.', 0, '1', '', '', 0, 268),
(8184, 4654, 'Creating a Creative Crisis &laquo; Peel Leadership Centre', '', 'http://peelleadershipcentre.wordpress.com/2011/03/04/creating-a-creative-crisis/', '69.170.134.34', '2011-03-04 09:54:54', '2011-03-04 15:54:54', '[...] Click here to read full article [...]', 0, '1', '', 'pingback', 0, 0),
(8185, 4654, 'Creating a Creative Crisis &laquo; Management Briefs', '', 'http://empwaynek.wordpress.com/2011/03/06/creating-a-creative-crisis/', '76.74.255.109', '2011-03-06 10:50:36', '2011-03-06 16:50:36', '[...] ** by Dan Rockwell Article [...]', 0, '1', '', 'pingback', 0, 0),
(8186, 4654, 'Keith R. Szewczyk', 'krszewczyk@comcast.net', 'http://leadchangegroup.com/members/krszewczyk/', '166.137.142.25', '2011-03-06 15:48:05', '2011-03-06 21:48:05', 'Dan...great concept!\n\nIsn\'t it ironic that not making a decision causes a crisis, and yet using your approach it is still necessary to create a crisis to get decisions made :)\n\nI work with engineers and believe me the saying \"paralysis by analysis\" does apply!\n\nOver analysis and not using your gut to make the best possible decision is paralyzing to the organization and great benefits/opportunities are missed. Malcolm Gladwell\'s book \'Blink\' talks about the importance of thinking without thinking...using your gut and experience. All leaders have this ability, and often they tend to over analyze data that is old and misleading. There are no perfect answers, only decisions backed by mitigation strategies.\n\nI absolutely agree with Sonia, that if #4 (Trust) is not well established within your organization then DO NOT use this concept...creating a crisis will backfire on you.\n\nOnce again Dan...nicely done! Thanks...', 0, '1', '', '', 0, 0),
(8187, 4654, 'Dan Rockwell', 'dan@leadershipfreak.com', 'http://leadershipfreak.wordpress.com/2010/12/02/withhold-i-say-you-2/', '174.55.208.221', '2011-03-06 19:42:58', '2011-03-07 01:42:58', 'Connie,\n\nI couldn\'t agree more. If you aren\'t upfront, not only do things become a cry-wolf situation, people feel manipulated. Thats a looser too.\n\nBest,\n\nDan', 0, '1', '', '', 8181, 0),
(8188, 4654, 'Dan Rockwell', 'dan@leadershipfreak.com', 'http://leadershipfreak.wordpress.com/2010/12/02/withhold-i-say-you-2/', '174.55.208.221', '2011-03-07 17:09:19', '2011-03-07 23:09:19', 'Tanmay,\n\nThank you for your encouraging words. Your warning is well stated.\n\nYou aren\'t the first person to explain how creating constraints enhances creativity. Love that idea. I\'ll say that sometimes constraints aren\'t fun but they can be effective.\n\nBest,\n\nDan', 0, '1', '', '', 8182, 0);
INSERT INTO `wp_comments` (`comment_ID`, `comment_post_ID`, `comment_author`, `comment_author_email`, `comment_author_url`, `comment_author_IP`, `comment_date`, `comment_date_gmt`, `comment_content`, `comment_karma`, `comment_approved`, `comment_agent`, `comment_type`, `comment_parent`, `user_id`) VALUES
(8189, 4654, 'Dan Rockwell', 'dan@leadershipfreak.com', 'http://leadershipfreak.wordpress.com/2010/12/02/withhold-i-say-you-2/', '174.55.208.221', '2011-03-07 17:12:17', '2011-03-07 23:12:17', 'Leigh,\n\nThere that constraint principle is again. I love it.\n\nThank you for your story. Nothing like an illustration to drive home important points.\n\nThe challenges businesses face often have more than one solution. Perhaps its best to consider the alternatives, choose one, and make it work. After all, you can usually make adjustments along the way.\n\nBest,\n\nDan', 0, '1', '', '', 8183, 0),
(8190, 4654, 'professional hair', 'samdarling@gmail.com', 'http://isiamallia.wordpress.com', '91.108.72.9', '2016-12-29 18:15:45', '2016-12-29 23:15:45', 'Good post. I am facing some of hese issues as well..', 0, '0', '', '', 0, 0),
(8191, 4665, 'Where Have All The Leaders Gone? Live &#8211; Panel Discussion Wed March 9th 12 noon PST | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/', '64.151.83.168', '2011-03-06 09:43:31', '2011-03-06 15:43:31', '[...] CHANGE GROUP is sponsoring this event. You can click here for more [...]', 0, '1', '', 'pingback', 0, 0),
(8192, 4665, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '24.127.151.99', '2011-03-10 11:58:32', '2011-03-10 17:58:32', 'I just wanted to take a moment and thank our panelists again.  Here\'s what I got from their final thoughts that they shared in our radio broadcast yesterday;\n\nJohn - Intrigued by thought of \"mechanisms\" for bringing people together, connecting with constituents and leadning\n\nTara - Loved her quote - she was reminded \"Being a character-based leader is a daily decision\"\n\nShawn - If the question is \"Where have all the leaders gone(?), I don\'t think we really have to look far.\n\nInspirational.  Thank you panelists, and thank you again Mike for running the show in the background  Our apologies for technical difficulties.  We are still learning.', 0, '1', '', '', 0, 252),
(8193, 4665, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-03-12 14:52:59', '2011-03-12 20:52:59', 'I just added a link to the recording.  So if you didn\'t get to listen live to the show, check it out.  Great contributions by Mary Schaefer, Tara Alemany, John Ikeda, and Shawn Murphy.', 0, '1', '', '', 0, 243),
(8194, 4668, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://leadchangegroup.com/members/shawmu/', '32.177.190.21', '2011-03-08 11:24:34', '2011-03-08 17:24:34', 'Jane,\nMy career in the learning &amp; development and OD space started when someone took a chance on me.  I had no formal experience as a trainer.  But my boss (I was her admin at age 19) saw my potential.  Over 20 years later I have had the opportunity to discover and explore my talents in this space.  And more importantly, I\'ve had the distinct joy of watching people grow in their careers - an outcome of the work we do.\n\nYour post is a great reminder of how we can box in our thinking when we overlook the \"fire in the belly\" that drives great performers.\n\nShawn', 0, '1', '', '', 0, 248),
(8195, 4668, 'Daniel Buhr', 'djbuhr@mmm.com', 'http://leadchangegroup.com/members/cybuhr/', '192.28.0.14', '2011-03-08 12:07:15', '2011-03-08 18:07:15', 'Thank you for painting a picture of the role of faith in leadership.\nLeadership is built on relationship, which is built on trust.  But there are times when the mind lacks reason to trust, and the heart steps in with faith.  It\'s risky, it\'s scary.  That\'s what change is about.  Chance &amp; change are very similar in more than spelling.\nBoth trust and faith at their strongest are built on an unshakable bedrock of values and beliefs.  It gives one the strength to take \"that first, sometimes risky, step that ultimately ends up making the right kind of difference.\" That\'s what leadership is about.', 0, '1', '', '', 0, 0),
(8196, 4668, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-03-08 15:09:51', '2011-03-08 21:09:51', 'Jane!\n\nThank you for sharing this amazing story.  I have a similar story, and can attribute my current personal and professional success to it! I was given a chance to spread my wings and grow in a safe/understanding environment. I learned so much and was able to give so much more.\n\nThere is always someone who needs you to take a chance on them everyday... I am on your team, Jane... let\'s do it!\n\nSonia', 0, '1', '', '', 0, 246),
(8197, 4668, 'Jane Perdue', 'thehrgoddess@gmail.com', '', '76.23.122.124', '2011-03-08 15:21:04', '2011-03-08 21:21:04', 'Shawn -\n\nIsn\'t it amazing and heart-warming to see where our lives go when someone believes in us enough to open that door?.  It made me smile to read how your training &amp; development/OD career got started. Over the years I\'ve tried to follow Lyle\'s lead and jump off the cliff with people who have that special light, just as your boss did with you...I hope I\'ve served Lyle\'s legacy well.\n\nWith thanks and a smile,\n\nJane', 0, '1', '', '', 8194, 0),
(8198, 4668, 'Jane Perdue', 'thehrgoddess@gmail.com', '', '76.23.122.124', '2011-03-08 15:25:03', '2011-03-08 21:25:03', 'Daniel - you couldn\'t be more right about bosses needing to have faith and trust - in both themselves and in others -- so they can \"color outside the lines\" sometimes. The world is rarely black or white, and the wise leader knows that sometimes it\'s that leap of faith over the shades of gray that yield great engagement and great success.\n\nThanks so much for sharing!\n\nJane', 0, '1', '', '', 8195, 0),
(8199, 4668, 'Jane Perdue', 'thehrgoddess@gmail.com', '', '76.23.122.124', '2011-03-08 15:27:44', '2011-03-08 21:27:44', 'Sonia -\n\nI want to hear your story some day...how someone shaped your life, leading to you  shaping so many lives with positive feedback and recognition!  With you for a team mate...well,the world better watch out!\n\nSending thanks and smiles your way,\n\nJane', 0, '1', '', '', 8196, 0),
(8200, 4668, 'Deb Costello', 'costellod@trinityprep.org', '', '138.210.92.134', '2011-03-08 16:38:35', '2011-03-08 22:38:35', 'Oh Jane...  there are some great lines in this post!\n\nHe saw similarities and possibilities in differences  and\nHe believed jumping off the cliff and growing wings on the way down was the right thing to do.*\n\nI hope you tweet the hooey out of them.  I am going to try to live them!', 0, '1', '', '', 0, 0),
(8201, 4668, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com', '68.13.251.23', '2011-07-29 22:37:47', '2011-07-30 03:37:47', 'I love this story Jane!\n\nGreat leaders know that gold is mined for, then refined!', 0, '1', '', '', 0, 0),
(8202, 4668, 'Jane Perdue', 'janeperdue@comcast.net', 'http://leadchangegroup.com/members/janeperdue/', '76.23.122.124', '2011-07-31 06:24:38', '2011-07-31 11:24:38', 'Deb - I hope you are living out the tweets - something tells me you already were walking the talk!\n\nChery - great point about mining for gold...we just need to get more leaders in that head space!', 0, '1', '', '', 8200, 251),
(8203, 17877, 'Tweets that mention How Would You Walk? - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/how-would-you-walk/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-17 06:50:38', '2011-02-17 12:50:38', '[...] This post was mentioned on Twitter by Michael McKinney, Jessica Henry, TNM Coaching, Vicky Henry, mizasi phiri and others. mizasi phiri said: RT @LeadershipNow: Mike Henry Sr: How Would You Walk? http://bit.ly/dToTyt [...]', 0, '1', '', 'pingback', 0, 0),
(8204, 17877, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '143.127.128.10', '2011-02-17 08:06:31', '2011-02-17 14:06:31', 'I love this, Tara. Thank you.\n\nI think two keys to lighting the fire in the eyes of another are to:\n\n1) Believe deeply in all they can become\n2) Relentlessly speak that vision into their life.\n\nMost of us have nagging self-doubts that extinguish the sparks of hope that flicker through our trying days. The encouragement of a leader like Zander can fan these sparks into flame.\n\nI appreciate the reminder.\n\nTristan', 0, '1', '', '', 0, 253),
(8205, 17877, 'Tara R. Alemany', 'alewebsocial@gmail.com', 'http://leadchangegroup.com/members/alewebsocial/', '68.191.55.98', '2011-02-17 16:39:12', '2011-02-17 22:39:12', 'I\'m glad you enjoyed it, Tristan! I totally agree that people need to have someone believe deeply in all they can become and relentless speak that vision into their life. That\'s one of the things I love about Lead Change. We\'re all committed to seeing the best in each other, and shedding light into the darks places of our doubts. This encouragement, whether from someone like Zander or someone like the KnowledgeBishop, is powerful!', 0, '1', '', '', 8204, 259),
(8206, 17886, 'Tweets that mention “Together you stand, Divided you fall.” - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/together-you-stand-divided-you-fall/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-18 06:52:57', '2011-02-18 12:52:57', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, TNM Coaching, Karen Keller and others. Karen Keller said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: New post: “Together You Stand, Divided You Fall http://bit.ly/gbUlUF #leadership [...]', 0, '1', '', 'pingback', 0, 0),
(8207, 17886, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-02-18 12:48:45', '2011-02-18 18:48:45', 'Many times the unity of a team dictates its success.  Your examples are challenging and motivating.  One thing I try to do both personally and with teams to keep the gossip down is make sure the people I\'m talking about are in the conversation.  But another one that seems to be a helpful reminder is that if I disagree with someone, I should be talking to them rather than to people with whom I agree.  We are going to have disagreements, but my way of keeping them from becoming divisive is to make sure I keep the communication lines open with those on the other side.  It\'s too easy to talk to the people who agree with us and divide the group.  We must speak with the people we don\'t agree with to maintain unity.  Thanks for a great post!', 0, '1', '', '', 0, 243),
(8208, 17886, 'Tweets that mention Together you stand, Divided you fall. - Lead Change Group -- Topsy.com', '', 'http://topsy.com/trackback?url=http%3A%2F%2Fleadchangegroup.com%2Ftogether-you-stand-divided-you-fall%2F%3Famp%3D%26at_xt%3D4d5e76d1d99cedae%252C0%26sms_ss%3Dstumbleupon&amp;utm_source=pingback&amp;ut', '208.74.66.43', '2011-02-18 14:13:02', '2011-02-18 20:13:02', '[...] This post was mentioned on Twitter by Mike Henry Sr., Mike Henry Sr. and Page Cole, Thorsten Ertel. Thorsten Ertel said: RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a>: Together We Stand... Great post on teamwork and unity by @GianaConsulting http://su.pr/2LDIIO #LeadChange [...]', 0, '1', '', 'pingback', 0, 0),
(8209, 17886, 'Together You Stand, Divided You Fall &laquo; Christian Micro-Entrepreneurs', '', 'http://christianmicroentrepreneurs.wordpress.com/2011/02/18/together-you-stand-divided-you-fall/', '72.233.69.92', '2011-02-18 16:15:00', '2011-02-18 22:15:00', '[...] Together You Stand, Divided You&nbsp;Fall  Posted: February 18, 2011 by Christian Micro-Entrepreneurs in Uncategorized    0  Together You Stand, Divided You Fall. [...]', 0, '1', '', 'pingback', 0, 0),
(8210, 17886, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com', '68.13.251.23', '2011-02-19 06:45:33', '2011-02-19 12:45:33', 'I could not agree more Mike!  With the economy, the pressure in most organizations is increasing...  Making it even more critical for everyone to be focused on the team and on the mission.  Doing so will help them all experience less stress, have more fun and be more effective!\nThanks for the comment!', 0, '1', '', '', 0, 0),
(8211, 17887, 'Tweets that mention Change Management and the Law of Diminishing Returns - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/change-management-and-the-law-of-diminishing-returns/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-23 06:32:50', '2011-02-23 12:32:50', '[...] This post was mentioned on Twitter by Michael McKinney, Jessica Henry, Mark Sanborn, TNM Coaching, Martin Haworth PCC and others. Martin Haworth PCC said: Change Management and the Law of Diminishing Returns http://bit.ly/hsJG3c [...]', 0, '1', '', 'pingback', 0, 0),
(8212, 17887, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '166.137.141.70', '2011-02-23 08:34:28', '2011-02-23 14:34:28', 'Wonderful observation and post. I think one factor to consider relative to the Tipping Point is the number of people required to achieve win-win. In other words, how many people are required to make the idea profitable for the provider AND the consumer?  If a new idea never reaches that point it may become extinct. Buy once it does, it may last a very long time.\n\nThanks for the great post. Mike...', 0, '1', '', '', 0, 243),
(8213, 17887, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://leadchangegroup.com/members/jennifervmiller/', '76.235.201.149', '2011-02-23 11:33:20', '2011-02-23 17:33:20', 'Mike,\nThanks for bringing the various constituencies into the conversation. It’s true that a leader may have a “great” but if the marketplace doesn’t agree, then the idea dies on the vine.', 0, '1', '', '', 0, 245),
(8214, 17887, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-02-23 13:33:44', '2011-02-23 19:33:44', 'Jennifer, very insightful and excellently written post!\n\nI especially liked:\n1. Quote from Tristan\'s post!\n2. Link to NRP story: Tools Never Die. Whaddaya Mean, Never? by editor Kevin Kelly and how NPR’s science correspondent Robert Krulwich tries to prove him wrong... great examples!\n3. Wonderful thought-provoking questions!\n\nAnd here are some thoughts...\nQuestion 1: What does your experience tell you about the law of diminishing returns in change management—what percentage of adopters do you need before the change will take hold?\n- I help my clients with their change initiatives, and our design considers the majority of adopters, of course!  Realistically, we know that that a certain percentage will not adopt, and a certain other percentage will adopt without believing.  That is why, together, we look at all the factors that affect performance and change: Feedback/Communication (People), Tools/Processes, Incentives/Rewards, Knowledge/Skills, Capacity, &amp; Motivation!\n\nThis strategy allows us to create a plan for 100% adoption, and Plans B and C for non-adopters. The key is follow-up with the non-adopters to identify the resistance to change... my experience tells me that the more adopters you have, who really wholehearted believe in the change (and if it\'s done properly, this will happen), the less resisters you have (at least less verbal ones)! How many is enough?  Wish I knew the answer to that!  I think every change initiative is different, because each organization is different, along with their culture.\n\nQuestion 2: And, how does a leader deal with the resisters— in a character-based way?\n- With Respect, always.  Often our instinct is to \"ignore\" the resisters... this benefits no one.  I recommend hearing them out, having the difficult conversations, cultivating trust and collaboration, and making these resisters part of the solutions... they may make the solution that much more solid and robust... and if nothing else, they will feel heard! Critical.\n\nThanks for soliciting my thoughts... it was great to share!\n\nSonia', 0, '1', '', '', 0, 246),
(8215, 17887, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://leadchangegroup.com/members/jennifervmiller/', '76.235.201.149', '2011-02-23 15:49:41', '2011-02-23 21:49:41', 'Sonia,\nThe six-factor model you mention above—is that from Tom Gilbert’s Behavioral Engineering Model? I’ve used that model for years—it’s a good one!', 0, '1', '', '', 0, 245),
(8216, 17887, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-02-23 15:57:22', '2011-02-23 21:57:22', 'Yes!!! Six-boxes Performance Thinking Model from Carl Binder is an adapted version of Gilbert\'s Behavioral Engineering Model (made more client friendly).  I use it and teach others how to use it.  It\'s a real eye-opener.\n\nI am part of Carl Binder\'s Linkedin Group: Six Boxes® Performance Thinking Network.  Excellent on-going resource!\n\nGlad to know we have even more in common. :)\n\nSonia', 0, '1', '', '', 8215, 246),
(8217, 17887, 'Spring Fever &laquo; the stack of stuff', '', 'http://stackofstuff.wordpress.com/2011/02/26/spring-fever/', '72.233.69.86', '2011-02-26 15:01:47', '2011-02-26 21:01:47', '[...] Change Management and the Law of Diminishing Returns [...]', 0, '1', '', 'pingback', 0, 0),
(8218, 17888, 'Chuck Hebert', 'Chuck.b.Hebert@gmail.com', '', '75.18.225.79', '2011-03-01 08:37:40', '2011-03-01 14:37:40', 'Hugh, thanks for sharing this post.  The thinking and reflective leader are such important traits. I especially like how you frame the evaluation in what IS and what IS NOT working. So many people look just at what doesn\'t work. Recognizing the areas that are done well is not only good for morale but it shows what you should be doing more of. Of course, always important to fix the areas that need to be addressed. Thanks for sharing!!', 0, '1', '', '', 0, 0),
(8219, 17888, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-03-01 14:08:11', '2011-03-01 20:08:11', 'Hugh!\n\nSo thrilled to meet a fellow Feedback Enthusiast!  I absolutely LOVE this post.\n\nThree sentences that spoke to me:\n\n1. Develop feedback systems that are authentic and consistent.\n2. To be effective as a leader, you must establish systems to evaluate your systems. This is a great activity for teams…\n3. It’s not a sign of failure. It’s simply a process check.\n\nI help teams and small organizations create what I call Feedback Strategies and in the process cultivate trust and collaboration! A strategy for how we learn, communicate, and get better together is rarely in place... and I agree that it is critical to \"establish systems to evaluate your systems\". Building these strategies as a team helps to get everyone on board, to foster ownership, and to cultivate a strong focus on \"getting better\" and not on \"failure\".\nIn the end it\'s people that run systems and processes and it\'s our use of them that make them work!\n\nThanks for sharing this critical post, esteemed fellow Feedback Enthusiast and Lead Change Contributor.  I look forward to future connections!\n\nSonia', 0, '1', '', '', 0, 246),
(8220, 17889, 'Tweets that mention Leaders Light Their World - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/leaders-light-their-world/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-23 13:15:54', '2011-02-23 19:15:54', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, Vicky Henry, Hauke Borow and others. Hauke Borow said: Leaders Light Their World http://bit.ly/fEXUQb [...]', 0, '1', '', 'pingback', 0, 0),
(8221, 17889, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com', '68.13.251.23', '2011-02-23 18:52:00', '2011-02-24 00:52:00', 'Mike - That is a beautiful story!  I\'m inspired by Sheryl &amp; Lee\'s commitment and loved the \"Wind Beneath My Wings Award\"!  Thank you for sharing!\n\nThe lyrics you used, are what got my attention.  I first heard them when Kathy Troccoli sang the song.  It quickly became one of my favorites, and a was a major influence in the creation of Giana Consulting.', 0, '1', '', '', 0, 0),
(8222, 17889, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '184.48.45.128', '2011-02-23 20:03:12', '2011-02-24 02:03:12', 'Thanks for the comment Chery. It’s a favorite of mine too because of the purposefulness of running to the darkness. It reminds me we each have a responsibility to make our part of the world better.', 0, '1', '', '', 8221, 243),
(8223, 17889, 'Local Real Estate Leader Makes a Difference', '', 'http://www.tulsaleadercast.com/leadership-blog/local-real-estate-leader-makes-a-difference', '97.74.84.83', '2011-03-06 15:20:31', '2011-03-06 21:20:31', '[...] post was originally published on the Lead Change Group blog.   Filed Under: Leadership Blog, Tulsa Community Tagged With: character-based leadership, [...]', 0, '1', '', 'pingback', 0, 0),
(8224, 17890, 'Tweets that mention Givers Gain – A Leader’s Perspective on Getting the Most Out of Giving - Lead Change Group -- Topsy.com', '', 'http://topsy.com/leadchangegroup.com/givers-gain-leaders-perspective-getting-most-out-of-giving/?utm_source=pingback&amp;utm_campaign=L2', '208.74.66.43', '2011-02-25 07:16:43', '2011-02-25 13:16:43', '[...] This post was mentioned on Twitter by Mike Henry Sr., Michael McKinney, Jessica Henry, Vicky Henry, Martin Haworth PCC and others. Martin Haworth PCC said: Givers Gain – A Leader’s Perspective on Getting the Most Out of Giving http://bit.ly/i5safg [...]', 0, '1', '', 'pingback', 0, 0),
(8225, 17890, 'Poul Andreassen', 'PoulAndreassen@live.in', 'http://tangoleadership.wordpress.com/', '27.251.16.70', '2011-02-25 09:45:34', '2011-02-25 15:45:34', 'It is amazing to know that there are articles like this which actually takes the meaning of leadership to new aspect. Thanks for helping me out...', 0, '1', '', '', 0, 0),
(8226, 17890, 'Lead Change Group: Leaders Developing Leaders! | Management 4-1-1', '', 'http://management411.net/lead-change-group-leaders-developing-leaders/', '184.168.193.68', '2011-02-25 16:04:30', '2011-02-25 22:04:30', '[...] recently became one of their contributing authors.  You can check out my recent post  &#8211; Givers Gain – A Leader’s Perspective on Getting the Most Out of Giving. While you are there, check out some of the other great authors on their Leadership Development [...]', 0, '1', '', 'pingback', 0, 0),
(8227, 17890, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '74.56.228.245', '2011-02-25 16:33:31', '2011-02-25 22:33:31', 'Chuck!\n\nWhile I have never heard of the term \"Givers Gain\" - I love it and live by it!  It is a great guiding principle that cultivates trust and collaboration and most importantly, it fosters mutual respect!\n\nI really enjoyed your post!\n\nSonia', 0, '1', '', '', 0, 246),
(8228, 17890, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-02-26 15:36:45', '2011-02-26 21:36:45', 'Chuck,\n\nThanks for a great post.  For me the gain comes in seeing the accomplishments of others where I contributed.  I enjoy mobilizing people to invest in others and solve problems for others.  So when I can see their success, it energizes me and serves as a reward.\n\nGreat post! Thanks.', 0, '1', '', '', 0, 243),
(8229, 17891, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '99.17.7.206', '2011-03-05 10:48:17', '2011-03-05 16:48:17', 'Hi Peter,\nWhat comes to mind after reading your post are two words: Relationship and dynamism.\nRelationships, in that it takes one to have the type of interactions relating and requiring need.\nDynamism, in that the two (relating and requiring) slide back and forth in their necessity - an interplay between two people who have a relationship.\n\nGood stuff.  Thank you,\nShawn', 0, '1', '', '', 0, 0),
(8230, 17891, 'Tom Cox', 'tom@coxbusinessconsulting.com', 'http://www.tomonleadership.com', '71.237.177.137', '2011-11-08 00:48:12', '2011-11-08 06:48:12', 'Pete, great to see you continuing to develop this material.  I\'m still getting huge value from your book \"2R Manager.\"  Between your guidance and the book \"Crucial Conversations\" I\'m creating the best team I\'ve ever worked with.  Thanks.\n\nI should get you back on my show for another interview:\n  http://tomonleadership.com/2010/04/30/relating-and-requiring-the-2r-manager/', 0, '1', '', '', 0, 0),
(8231, 17892, 'One Line A Day. &laquo; A Filipino Pilgrim&#039;s Blog', '', 'http://filipinopilgrimphotography.wordpress.com/2011/03/10/one-line-a-day-14/', '76.74.248.207', '2011-03-09 22:04:26', '2011-03-10 04:04:26', '[...] ~ Source article : http://leadchangegroup.com/you-dont-have-to-be-perfect-to-be-a-leader [...]', 0, '1', '', 'pingback', 0, 0),
(8232, 4652, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '99.17.7.206', '2011-03-13 12:41:44', '2011-03-13 17:41:44', 'Hi Leigh,\nFirst it\'s nice to \"meet\" you. We\'ve not had a chance to interact here in LC.\n\nYour examples are perfect.  They hit upon the excuses we hear when we work with clients on the topic of performance management. I hope that readers share this with their clients to be used in conversations related to overcoming reluctance to discuss poor behavior.\n\nPerformance management isn\'t about making people wrong.  It\'s about helping them see and know how their behavior interferes with the depths of success - personally, team-wise, and organizationally.\n\nAlso, what\'s key here is that managers and team mates recognize the long term effect of not coaching a person for disruptive or poor behavior. If not addressed it slowly chips away at a team\'s performance. At the individual level it robs the person of their effectiveness and credibility - no matter who they are and what they do.\n\nGood post.  I look forward to Part 3.\n\nShawn', 0, '1', '', '', 0, 0),
(8233, 4652, 'Tim Milburn', 'timageis@gmail.com', 'http://www.timmilburn.com', '198.60.208.2', '2011-03-15 11:12:45', '2011-03-15 16:12:45', 'Hi Leigh.\nThis is a great list, not only for confronting poor performance, but confronting problems in general. I think there is an underlying fear in all of these \"excuses.\" As the leader, when fear infiltrates our motivation we tend to run from, ignore, or complain about a problem...but never do the necessary thing to deal with it.\n\nI guess every response is an excuse that doesn\'t ultimately lead to solving the problem.\n\ntim', 0, '1', '', '', 0, 0),
(8234, 4652, 'John Heinrich', 'johnh@thesolutionsforum.com', 'http://www.thesolutionsforum.com', '70.176.69.214', '2011-03-15 11:42:22', '2011-03-15 16:42:22', 'These are great comments; in leading Solutions Forum, we\'ve encountered every one of these excuses for poor leadership. I\'m going to copy the article and use it in the next 30 days with all of my owner clients!\nJohn Heinrich\nPresident, Solutions Forum\nwww.thesolutionsforum.com\njohnh@thesolutionsforum.com', 0, '1', '', '', 0, 0),
(8235, 4652, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.108.38', '2011-03-16 11:20:00', '2011-03-16 16:20:00', 'Shawn, Tim and John, thank you so much for taking the time to comment. I had hoped this post might be a useful tool for managers and the coaches who work with them. :-)\n\nYesterday, I got quite a surprise. Tony Latimer, an executive coach in Singapore, wrote a very detailed response to this post in one of the LinkedIn groups. He listed what he would say to managers offering these excuses. Enjoy!...\n\nThe fear underlying these excuses:\n“I don’t know how to give negative feedback in a positive, unemotional manner; therefore, I fear the emotional reaction I might provoke.”\n\nRe: star performers…\n“What about the other staff who may leave due to your perceived unfairness? Are you sending message that unacceptable behaviour is ok providing you do some function well? Brace yourself for the moment when Joe is the only one left.”\n\nRe: trying to preserve morale after a downsising\n“Post downsizing is a tough time. As a leader you have the responsibility to make what is left successful. Allowing performance to slip increases the risk for more downsizing later.”\n\nRe: trying to maintain a budgeted position\n“Done right, handling poor performance will rarely result in someone leaving, and if they do, you now have room for better performer. Start planning; this excuse can only be used in a very short period at year end when budgets are done. If you have failed to deal with the situation at any other point in the year, maybe you will have no budget for your own position.”\n\nRe: the popular employee\n“They may love her socially. They may love her because she lets them get away with under-performance. If she is not their boss, they will not love the fact that they are expected to work hard and she is rewarded for not performing. All this is fine if you are working to develop an under-performance culture. What is your responsibility as a leader to the company that pays you?”\n\nRe: the nonprofit factor\n\"Being a supportive leader who proactively handles performance and thereby develops his/her people, is not being mean. It is very nice. Allowing people to fail is mean. And let’s look at the leader\'s responsibility again. Regardless of pay rate (and they did accept the contract that said ‘do this job for this money,’ right? I don’t think it said, ‘do half this job for this money’). Let’s not forget, ‘Nonprofit’ does not mean Loss.\"\n\nRe: magnitude\nIf it is big enough to notice, it’s big enough to bring up with the employee. (my paraphrase)\n\nRe: concern about the employee’s confidence\n\"The one thing they are confident about is their ability to \'get away with it.\' The responsibility of a leader is to get results through others.\"\n\nSummary:\n“Overall the answer is the same. Managers at all levels are there to develop people and ensure performance is delivered. The common underlying reason for all the variations on excuses for not doing your job as a leader (and there are many more) is the fear of the emotional reaction you will get.”\n\nThank you, Tony!', 0, '1', '', '', 0, 268),
(8236, 4652, 'Scooterbug', 'jomaran07@yahoo.com', '', '207.214.247.93', '2011-03-16 13:57:42', '2011-03-16 18:57:42', 'Excellent article, but I\'d like to add a 14th excuse: the poor performer is the boss\' friend. The boss then accepts mediocrity and is blind to egregious behaviors in addition to poor performance.', 0, '1', '', '', 0, 0),
(8237, 4652, 'Tony Latimer,MCC', 'trainingdirector@ACCI.sg', 'http://www.ACCI.sg', '218.186.15.246', '2011-03-16 20:32:03', '2011-03-17 01:32:03', 'Scooter bug, correct a common one. And in that situation it is the boss\'s boss who needs some feedback first. They have failed in their leadership to observe and/or take action to give feedback and coach the boss on their approach to leadership and handling their team.\n\nAlso big thanks to Leigh for considering my observations on LinkedIn worthy of inclusion of the blog. Great articles Leigh. Keep it going.\n\nRegards from the warm side of the world\n\nTony', 0, '1', '', '', 0, 0),
(8238, 4652, 'This week&#8217;s most clicked | SmartBlog on Leadership', '', '', '74.205.61.228', '2011-03-18 15:06:10', '2011-03-18 20:06:10', '[...] Stop making excuses for cowardly leadership [...]', 0, '1', '', 'pingback', 0, 0),
(8239, 4652, 'Doug Fowler', 'dfowler@matchpointnetwork.com', '', '24.176.74.169', '2011-03-21 20:06:30', '2011-03-22 01:06:30', 'Great topic lead Leigh.  Many of these excuses could be easily eliminated with a little communication. I truly believe that most people want to do good. There are exceptions but for the most part people want to do a good job and be recognized for it.\n\nA good manager is able to effectively communicate and document an employee\'s poor performance. Disciplinary action should never be a surprise. It should be the culmination of a process where the manager is sincerely working to change an employee\'s behavior for the betterment of the organization. That\'s it.\n\nToo often, I see managers that do not want to do the daily work and the result is that they end up with a tough situation and create many of the common excuses you have outlined.\n\nDoug', 0, '1', '', '', 0, 0),
(8240, 4652, 'Lead Change Group &#124; Blog &#124; 10-Point Checklist For Confronting Poor Performance', '', 'http://leadchangegroup.com/10-point-checklist-for-confronting-poor-performance/', '174.121.64.152', '2011-03-28 21:03:22', '2011-03-29 02:03:22', '[...] performance. The first two are Part 1: The Urgency of Dealing With Poor Performance and Part 2: 13 Bad Excuses for Letting Poor Performance Slide.Many managers view &#8220;reprimanding&#8221; in the same way they view root canals—something to [...]', 0, '1', '', 'pingback', 0, 0),
(8241, 4652, 'Dealing With Poor Employee Performance | Management 4-1-1', '', 'http://management411.net/dealing-with-poor-employee-performance/', '184.168.193.67', '2011-03-30 07:24:34', '2011-03-30 12:24:34', '[...] to ignore the poor performance, rather than to hire a replacement.  Or maybe it was any one of 13 Bad Excuses for Letting Poor Performance Slide.After that experience, I committed to myself I would treat all performance issues with a sense of [...]', 0, '1', '', 'pingback', 0, 0),
(8242, 4652, 'April Leadership Development Carnival | Carnivals Defined — hr bartender', '', 'http://www.hrbartender.com/2011/leadership-and-management/april-leadership-development-carnival-carnivals-defined/', '174.36.146.66', '2011-04-05 04:51:37', '2011-04-05 09:51:37', '[...] Mike Henry at LeadChange Group gives us a list of the 13 Bad Excuses for Letting Poor Performance Slide [...]', 0, '1', '', 'pingback', 0, 0),
(8243, 4652, 'MAPping Company Success', '', 'http://mappingcompanysuccess.com/2011/04/expand-your-mind-april-leadership-development-carnival/', '72.167.93.81', '2011-04-09 04:18:56', '2011-04-09 09:18:56', '[...] Mike Henry at LeadChange Group gives us a list of the 13 Bad Excuses for Letting Poor Performance Slide [...]', 0, '1', '', 'pingback', 0, 0),
(8244, 4652, 'GET \'EM IN or GET \'EM OUT: 4 Strategies for Engaging or Removing Poor Performers | CallCenterBestPractices.com', '', 'http://www.callcenterbestpractices.com/get-em-in-or-get-em-out-4-strategies-for-engaging-or-removing-poor-performers/', '66.147.242.83', '2011-09-22 18:13:22', '2011-09-22 23:13:22', '[...] Performance ReviewDo You Really Want Only &#8220;A&#8221; Players? &#8211; Over The Seas Blog13 Bad Excuses for Letting Poor Performance Slide - Lead Change Group  if (top!=self) { window.location = [...]', 0, '1', '', 'pingback', 0, 0),
(8245, 4652, 'Seven Simple Steps to Letting That Poor Performer Go | CallCenterBestPractices.com', '', 'http://www.callcenterbestpractices.com/seven-simple-steps-to-letting-that-poor-performer-go/', '66.147.242.83', '2011-09-29 04:56:21', '2011-09-29 09:56:21', '[...] PerformersHow to Handle Poor Performance Managing An Employees PerformanceManaging poor performance13 Bad Excuses for Letting Poor Performance Slide - Lead Change Group  if (top!=self) { window.location = [...]', 0, '1', '', 'pingback', 0, 0),
(8246, 4652, '4 Ways to Boost Team Performance', '', 'https://www.brightwork.com/blog/4-ways-to-boost-team-performance', '107.178.214.4', '2017-05-02 03:04:51', '2017-05-02 07:04:51', '[&#8230;] will likely need to tackle poor performance at some point on a project. It’s natural to try to avoid giving negative feedback and hope the situation improves over time. If you are unsure about [&#8230;]', 0, '0', '', 'pingback', 0, 0),
(8247, 4677, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.108.38', '2011-03-10 14:07:46', '2011-03-10 20:07:46', 'Shawn, I really like Flatten the Hierarchy, Mature Self-Organizing Teams and Reinforce that a Great Life is Most Important. I\'m wondering if you could say more about Developing Emerging Leader Competency. Do you mean helping the informal leader learn how to lead in ways that are acceptable to the group and foster group productivity? It would be neat to hear an example or two of what this looks like.\n\nI\'m also curious to hear others\' opinions of Cubicle Walls Come Tumbling Down. I\'ve always thought cubicles were uninspiring and sterile, not an ideal environment for creative thinking. But what about introverts? Introverted thought leaders need time and physical space to \"go internal.\" Being with a group provides fodder for ideas and brainstorming, but an introvert\'s best ideas may bubble to consciousness later, in privacy. Open work spaces can be heaven for an extravert but downright painful for an introvert. Are organizations that focus on open work spaces inadvertently self-selecting an extravert workforce? Are open work spaces a subtle form of discrimination against introverts?', 0, '1', '', '', 0, 268),
(8248, 4677, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://leadchangegroup.com/members/shawmu/', '32.177.111.222', '2011-03-10 14:39:42', '2011-03-10 20:39:42', 'Leigh,\nWhat a thoughtful reply.  Let me start with the second part of your reply.  As an introvert, I completely understand the need to go \"internal.\" When designing the new work spaces, companies should include quiet places (conference rooms or designated quiet zones). This not only helps the introverts, it also provides privacy and a space for those animated conversations.  I think companies need to be very careful in self-selecting an extravert workforce.  Quite simply, it removes diversity in thinking and in behaviors.\n\nIn terms of Developing Emerging Leader Competency, here\'s an example.  Today many organizations have a matrixed structure within a hierarchy.  Within the matrixed structure, you have people from across the organization working together on projects or group together to support a need.  In these situations it can be that no formal lead is identified.  Eventually a leader emerges.  The delay of the emergent leader can have a negative impact on execution: timeliness, group dynamics, quality, for example.  And as organizations flatten the hierarchy they are exploring self-managed teams.  So, there are trends today that point to groups and teams coming together where no formal lead is identified.  I see this happening more and more given the social trends in our society.  So, it becomes critical for leaders to develop the knowledge, skills, abilities, and shape behaviors that strengthen a person\'s ability to emerge as a leader quickly, effectively, with little awkwardness.\n\nHope this helps.  It was a good question.  Probably a blog post on its own.\n\nShawn', 0, '1', '', '', 0, 248),
(8249, 4677, 'Heather Coleman-Voss', 'heathercolemanvoss@gmail.com', '', '216.11.69.5', '2011-03-11 09:58:13', '2011-03-11 15:58:13', 'Shawn,\nAbsolutely brilliant, Shawn! Thank you for writing this, absolutely on target!\n\n<a href=\"http://leadchangegroup.com/members/heatherecoleman/\" rel=\"nofollow\"><a href=\"http://leadchangegroup.com/members/heatherecoleman/\" rel=\"nofollow\">@HeatherEColeman</a></a>', 0, '1', '', '', 0, 0),
(8250, 4677, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://leadchangegroup.com/members/shawmu/', '99.17.7.206', '2011-03-13 15:21:08', '2011-03-13 20:21:08', 'Heather,\nHello. Thank you for your continued support. You demonstrate what Lead Change is about.\n\nS', 0, '1', '', '', 8249, 248),
(8251, 4683, 'Catherine', 'cwelborn@briefingsmediagroup.com', 'http://twitter.com/WorkSurvival', '75.177.184.243', '2011-03-14 08:32:43', '2011-03-14 13:32:43', 'Wow, it sounds like your son is wise beyond his nine years! Congrats on raising such a fine young man. (Congrats also on surviving that hockey stench for 8 months of the year. That too is impressive!)\n\nI\'m a big <em>RtT</em>. fan, and not just because I <strike>was</strike> am Titan myself. :)', 0, '1', '', '', 0, 0),
(8252, 4683, 'Heather Coleman-Voss', 'heathercolemanvoss@gmail.com', '', '216.11.69.5', '2011-03-14 10:38:06', '2011-03-14 15:38:06', 'Hi Catherine!\nThank you for the comments! I am a new \'hockey mom\' - this is only my second year involved in the practice/game/practice/game schedules. :) I give all hockey parents a lot of credit for their team dedication and the time commitments they make on behalf of their children.\n\nI think part of our responsibility as leaders and parents is to take note of the passions and strengths of our children. Our son is a wonderful young man, and the correlations between his experience and the wisdom he possesses are very similar to what we as organizational leaders see in our own careers.\n\nI appreciate your input! Go Wings. ;)\n\nHeather', 0, '1', '', '', 0, 0),
(8253, 4683, 'Dave Ryan', 'drsrdrkr@comcast.net', 'http://hrofficial.com', '216.174.173.253', '2011-03-14 11:14:12', '2011-03-14 16:14:12', 'Nice piece on the \"youth hockey lifestyle\".  I had two boys who played youth &amp; high school hockey until they left the next.  It truly is a rewardingand and provides life-long lessson in many different ways.  And as you hang around the sport you will find once you talk with another hockey person (player,coach, parent, official) you have an instant bond.', 0, '1', '', '', 0, 0),
(8254, 4683, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-03-14 12:28:58', '2011-03-14 17:28:58', 'I think sports are a powerful teacher for kids and adults alike, and I used to think that it didn\'t matter what the parents did or did not do.  Playing the sport would teach the necessary lessons on winning and losing, teamwork and leadership.  But sports have changed a lot in the past 20 years.  There are fewer positive role models on the field, acting as coaches, and sitting in the stands.  Our kids hear mixed messages and winning has become so much more important.  I think parents MUST help their kids navigate the sports landscape and understand the importance of these lessons against this changing backdrop.  I appreciate your sharing of this value.', 0, '1', '', '', 0, 258),
(8255, 4683, 'Heather Coleman-Voss', 'heathercolemanvoss@gmail.com', '', '216.11.69.5', '2011-03-14 12:40:04', '2011-03-14 17:40:04', 'Dave,\nThank you for your comments - aren\'t kids amazing? They teach us so much while they are developing their own talents, skills and character.\n\nI\'ve noticed that \"Hockey Bond\" thing you\'re talking about, too!\n\nHeather', 0, '1', '', '', 8253, 0),
(8256, 4683, 'Daniel Buhr', 'djbuhr@mmm.com', 'http://leadchangegroup.com/members/cybuhr/', '192.28.0.14', '2011-03-14 12:59:37', '2011-03-14 17:59:37', 'In the summer before his senior year of high school my son kept talking about how excited he was to be captain of the Ultimate Frisbee team in his senior year.  I finally said to him, \"You know, you haven\'t officially been named captain. What happens if you\'re not made captain?\"  Without any hesitation or concern he replied, \"That\'s ok. I can still be a leader.\"\nWhat\'s challenging is that a leader can\'t be made, you can only provide an environment that allows and encourages a leader to sprout and grow.  Team sports are good for that.  And what a glorious parental moment when our children show that they get it.\nThanks, Heather, for another great post!', 0, '1', '', '', 0, 0),
(8257, 4683, 'Jay Kuhns', 'jaykuhns45@gmail.com', 'http://NoExcusesHR.blogspot.com', '174.252.130.204', '2011-03-14 13:24:41', '2011-03-14 18:24:41', 'Great post.  I\'ve coached my son\'s hockey teams for 5 years, and although we\'re on a 12 month plan (whew!) the leadership growth in him is terrific.  All sports can teach leadership skills, and those skills will carry over in life.', 0, '1', '', '', 0, 0),
(8258, 4683, 'Heather Coleman-Voss', 'heathercolemanvoss@gmail.com', '', '216.11.69.5', '2011-03-14 13:48:04', '2011-03-14 18:48:04', 'Hi Deborah!\n\nYou said: \"I think parents MUST help their kids navigate the sports landscape and understand the importance of these lessons against this changing backdrop.\"\n\nThat comment is so critically important, and as a former elementary school teacher I completely agree! The coaches and managers can dedicate countless hours but ultimately, it is the responsibility of the parents to guide our kids. Coaches and teachers are part of that process, certainly - but at the end of the day, we are there to support their efforts while coaching our own children through life.\n\nThanks for offering your insights!\nHeather', 0, '1', '', '', 8254, 0),
(8259, 4683, 'Heather Coleman-Voss', 'heathercolemanvoss@gmail.com', '', '216.11.69.5', '2011-03-14 15:01:26', '2011-03-14 20:01:26', '\"Without any hesitation or concern he replied, “That’s ok. I can still be a leader.”\n\nDaniel,\nThat had to be a very proud moment as a parent. Your son sounds like a fantastic young adult! I really appreciate your insightful comments!\n\nHeather', 0, '1', '', '', 8256, 0),
(8260, 4683, 'Steven Gonzalez', 'sgonzowdas@aol.com', 'http://leadchangegroup.com/members/spgonz/', '76.98.44.91', '2011-03-14 15:14:30', '2011-03-14 20:14:30', 'Heather -\n\nThanks for sharing a personal story to demonstrate leadership and the amazing \"things\" we can learn from our kids.  (It looks like your step-son is following in your Leadership Footsteps!)\n\nI am often amazed on how our young ones are often fast to grab hold, and understand leadership skills, and opportunities, while some adults are slow to adapt to what leadership is all about.  (It\'s almost as if what we learn as kids, we lose as we get older!)\n\nMy favorite takeaway from your post is.... \"the most important wins come from the actions and attitude one has while working through what some may consider a crisis situation.  He learned that competing against your own team for recognition or rewards is the first step to the dissolution of a team.\"\n\nI have witnessed firsthand in my professional career how a leader took to finger pointing and self preservation during a crisis situation. And the team paid mightly for it.  In the end, the crisis has grown, and the real problem was never addressed.\n\nThanks Heather For Your Post\n\nSPGonz', 0, '1', '', '', 0, 0),
(8261, 4683, 'Heather Coleman-Voss', 'heathercolemanvoss@gmail.com', '', '216.11.69.5', '2011-03-14 15:15:29', '2011-03-14 20:15:29', 'Jay,\nWow! I give you a tremendous amount of credit! As Paul and I were spinning out the ideas for this post, it kept occurring to us how very similar the skills we were discussing with our son with regard to hockey were to leadership roles within the work place.\n\nThank you for your comment!\nHeather', 0, '1', '', '', 0, 0),
(8262, 4683, 'Heather Coleman-Voss', 'heatherecoleman@yahoo.com', 'http://leadchangegroup.com/members/heatherecoleman/', '69.14.182.16', '2011-03-14 17:07:17', '2011-03-14 22:07:17', 'Hi Steven!\nThese are great comments - the quick adaptation you highlighted about kids who lead while some adults fail to do so through their own selfish motivations is an important point. Playing against your own team for a perceived selfish \'gain\' is detrimental for everyone. I wonder if those people realize that the ones they hurt the most are actually themselves. Sometimes children lead where adults should follow.\n\nThanks!\nHeather', 0, '1', '', '', 8260, 262),
(8263, 4683, 'Paul Voss', 'voss6570@yahoo.com', 'http://leadchangegroup.com/members/paulwvoss/', '69.14.182.16', '2011-03-14 23:24:58', '2011-03-15 04:24:58', 'Wow, I\'m blown away by all the great comments, thank you.  As one who inspires to begin blogging...first of all, It\'s quite an honor to co-write an article with Heather but to have it be for LeadChange, the place you go for leadership expertise, that is a major thrill!\n\nHeather was tossing a few ideas around when I suggested incorporating the leadership we have been witnessing in him with leadership in the work place.  I mean, his quote \"My job is to help my team\" - in my mind exemplifies character based leadership.\n\nIt\'s been great to see the responses, and to read the stories about the young leader in your families. So having said that:\n\n@Catherine - Thank you for the compliment :)\n\n@Dave - Your comment about the bond between hockey folks...I need your address to put you on our Christmas card list!\n\n@Deborah - I totally agree...I think the stands are where kids should look first for positive role models!\n\n@Daniel - Here\'s to glorious parental moments! Thanks for sharing the story about your son.\n\n@Jay - Sports *is* an excellent way for our kids to learn skills that they will carry with them for life.\n\n@Steven - I have thought the same thing! It kind of reminds me of the popular poem \"All I Really Need To Know, I Learned In Kindergarten.\" Thanks for the comment!\n\nI would also like to give special thanks to Mike Henry. I am honored to have been able to participate with Heather on what is my first blogging experience. You have a great community of leadership experts here at LeadChange.  Thanks, Mike!!\n\n Paul', 0, '1', '', '', 0, 0);
INSERT INTO `wp_comments` (`comment_ID`, `comment_post_ID`, `comment_author`, `comment_author_email`, `comment_author_url`, `comment_author_IP`, `comment_date`, `comment_date_gmt`, `comment_content`, `comment_karma`, `comment_approved`, `comment_agent`, `comment_type`, `comment_parent`, `user_id`) VALUES
(8264, 4701, 'Kerry Palmer', 'kpalmer@trinitywildcats.com', 'http://kerrypalmer.com', '216.186.176.201', '2011-03-15 07:31:08', '2011-03-15 12:31:08', '\"Any organization that wins at the expense of its people will eventually lose.  Any people who win at the expense of their organization also eventually lose.\" - Very well stated.  It really is a two-way proposition, isn\'t it.\n\nI also like your assertion that we should quit rewarding under performers.  Rewarding people for the specific value they bring to the organization is the correct paradigm.\n\nThanks for a great post!', 0, '1', '', '', 0, 0),
(8265, 4701, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-03-15 09:35:17', '2011-03-15 14:35:17', 'Kerry,\n\nThanks for the great comment. Once the long-term well being of the team becomes the focus, accountability and reward become much easier to manage.  When a member of the team needs a \"break\" every one else can understand because they might also need a \"break\" some day in the future.  But when someone else consistently gets more slack than everyone else, the team begins to self-police to a degree.  It eliminates the \"management vs. labor\" (or \"us vs. them\") mentality that makes true accountability so difficult.\n\nThanks again for commenting and passing it along! Mike...', 0, '1', '', '', 8264, 243),
(8266, 4701, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://leadchangegroup.com/members/shawmu/', '99.17.7.206', '2011-03-15 21:23:43', '2011-03-16 02:23:43', 'Mike,\nManagers in the throws of figuring out how to lift the mood in their company ought to look to these five steps.  You\'ve given them some key areas in the business to leverage and begin to restore the vibe at work.\n\nShawn', 0, '1', '', '', 0, 248),
(8267, 4701, 'Leaders &#8211; You Can&#8217;t Always Win &#8211; Facing the No Win Scenario | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/03/20/leaders-you-cant-always-win-facing-the-no-win-scenario/', '64.151.83.168', '2011-03-20 13:13:58', '2011-03-20 18:13:58', '[...] Five Steps For Leaders To Elevate Their Purpose (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(8268, 4701, 'Accountability &#8211; Path of the Honorable Leader | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/04/11/accountability-path-of-the-honorable-leader/', '64.151.83.168', '2011-04-11 10:30:38', '2011-04-11 15:30:38', '[...] Five Steps For Leaders To Elevate Their Purpose (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(8269, 4710, 'David Pancost', 'dapancost@gmail.com', 'http://dapancost.com/blog', '98.247.238.132', '2011-03-19 17:13:42', '2011-03-19 22:13:42', 'Really love this story, Jennifer.  Mary was a wise, wise woman.\n\nFailure can be so devastating and can leave us terribly wounded at times.  Having someone come along side us and help us \"get back on the horse\" is an invaluable blessing. Even when getting back on the horse terrifies us to our core.  The need to do so is unavoidable and the support completely empowering.\n\nI\'m so glad you had this person in your life to help you conquer a truly catastrophic moment.', 0, '1', '', '', 0, 0),
(8270, 4710, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://leadchangegroup.com/members/jennifervmiller/', '76.235.201.149', '2011-03-19 18:13:36', '2011-03-19 23:13:36', 'Thanks, David. I count Mary as a mentor and one of the best leaders I had the privilege of working with.', 0, '1', '', '', 0, 245),
(8271, 4713, 'John Ikeda', 'john@leadwithhonor.com', 'http://leadchangegroup.com/members/jtikeda/', '75.210.90.210', '2011-03-26 10:57:52', '2011-03-26 15:57:52', 'Liked the article. Have you heard of Robin Sharma? He is a well known motivational speaker and his mantra is helping organizations and  people lead without title. Thanks for sharing.', 0, '1', '', '', 0, 264),
(8272, 4713, 'Don Shapiro', 'donshapiro@firstconcepts.com', 'http://leadchangegroup.com/members/donshapiro/', '71.121.43.189', '2011-03-26 13:25:38', '2011-03-26 18:25:38', 'Hi John. I hadn\'t heard of Robin. Thanks for letting me know that someone else is talking about this. I\'ve been talking about this since the early 70\'s and even put it into practice as a 23 year old general restaurant manager to the surprise of my employees! Glad you liked the post.', 0, '1', '', '', 8271, 261),
(8273, 4713, 'Leaders Can&#8217;t Afford to be Transparent | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/03/29/leaders-cant-afford-to-be-transparent/', '64.151.83.168', '2011-03-29 20:20:35', '2011-03-30 01:20:35', '[...] We Need People Who Can Lead Regardless Of Their Title (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(8274, 4713, 'Quick reading on Leadership, Motivation and Personal Development &laquo; Leadership and Tango', '', 'http://tangoleadership.wordpress.com/2011/03/30/quick-reading-on-leadership-motivation-and-personal-development/', '76.74.248.243', '2011-03-30 03:49:11', '2011-03-30 08:49:11', '[...] 5.    [We Need People Who Can Lead Regardless Of Their Title 26/03/2011] Summary The success of any organization be it a business, non-profit, educational institution or government, depends on its people. All the fancy strategies, creations and technology mean absolutely nothing without people to make it happen. In fact, people have to develop those strategies and make decisions about using them. People have to create the products and services offered. People have to decide the quality and service standards of the organization. People have to design and maintain the technology. That’s on top of the people who make the products, deliver the service and provide all the administrative support. People are the organization. [...]', 0, '1', '', 'pingback', 0, 0),
(8275, 4713, 'Five Tips For The Brand New Leader | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/04/03/five-tips-for-the-brand-new-leader/', '64.151.83.168', '2011-04-03 12:02:19', '2011-04-03 17:02:19', '[...] We Need People Who Can Lead Regardless Of Their Title (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(8276, 4713, 'Stephan De Villiers', 'stephan@incrementalsuccess.org', 'http://www.incrementalsuccess.org', '196.210.211.230', '2011-04-05 08:50:14', '2011-04-05 13:50:14', 'Fully agree with the article. Leadership is a role and responsibility, not a position or title.', 0, '1', '', '', 0, 0),
(8277, 4716, 'Becoming Visible &#8211; Lead Change Group | Buzz Search Engine', '', '', '174.37.241.141', '2011-03-16 06:25:39', '2011-03-16 11:25:39', '[...] at Becoming Visible &#8211; Lead Change Group Other Results :France officially recognises rebels as representatives of Libya - video Me and last [...]', 0, '1', '', 'pingback', 0, 0),
(8278, 4716, 'Kerry Palmer', 'kpalmer@trinitywildcats.com', 'http://kerrypalmer.com', '216.186.176.201', '2011-03-16 07:37:20', '2011-03-16 12:37:20', 'Love the visual of the turkey vs. the cardinal!  When your organization is humming along, it is easy to relax, fade into the background, and enjoy the ride.  However, it is then that we should really stand out, make a ruckus, stir things up and lead!\n\nThanks for a great post!', 0, '1', '', '', 0, 0),
(8279, 4716, 'William Powell', 'wpowell@theleadershipadvisor.com', 'http://leadchangegroup.com/members/williampowell/', '184.57.165.110', '2011-03-16 08:14:27', '2011-03-16 13:14:27', 'Love it Becky. Putting ourselves out there because we believe in something is exhilarating and frightening at the same time. The best comes from doing something in the face of fear.\n\nDon\'t be a turkey. Make a difference!', 0, '1', '', '', 0, 260),
(8280, 4716, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-03-16 12:09:23', '2011-03-16 17:09:23', 'This post reminds of something I am sure I read on twitter.  I can\'t remember exactly, but it\'s something like, \"The first to stand up is the first to be hit by tomatoes.\"  Maybe someone knows the exact quote and can properly attribute it.  Of course the solution to this problem is also in your post, standing together.   The combination of collaborative, character-based action that you advocate is key in leadership and life.  Well said.  :)  Thank you.', 0, '1', '', '', 0, 258),
(8281, 4716, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-03-16 15:21:51', '2011-03-16 20:21:51', 'Becky, thanks for a great post.  I appreciate the parallels you\'ve drawn.\n\nThose of us who believe our world needs better leadership must stand up and stand out.  Thanks for being one of those people I\'ve had the opportunity to partner with.  There are really very many of us.  As we become aware of each other and make a positive difference in our own spheres of influence, we will become visible.  We also risk looking foolish.  We risk being shot at.  We risk <em>failure!</em>\n\nHere\'s to a little risk!', 0, '1', '', '', 0, 243),
(8282, 4716, 'Safety, Comfort, and Risk | Becky Robinson Weaving Influence', '', 'http://www.weavinginfluence.com/family/safety-comfort-risk/', '66.147.244.207', '2011-03-17 08:43:38', '2011-03-17 13:43:38', '[...] To read more of my recent thoughts about risk, visit the Lead Change Group Blog, where I shared some thoughts yesterday about Becoming Visible. [...]', 0, '1', '', 'pingback', 0, 0),
(8283, 4716, 'Five For Friday &laquo; third @ pump road', '', '', '76.74.248.143', '2011-03-18 09:00:59', '2011-03-18 14:00:59', '[...] Becoming Visible &#8211; You can&#8217;t effect change in the world from your armchair. [...]', 0, '1', '', 'pingback', 0, 0),
(8284, 4716, 'SRivera', 'iamsrivera@gmail.com', '', '76.18.223.68', '2011-03-18 12:59:26', '2011-03-18 17:59:26', 'This post came at a great time! Thx for the insight', 0, '1', '', '', 0, 0),
(8285, 4720, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '166.187.190.193', '2011-03-17 13:35:18', '2011-03-17 18:35:18', 'Many of us want the label of thought leader; however, the moniker isn\'t one that truly can be bestowed upon anyone.  It takes keen insight to see trends and play them out ahead of where things are presently.  This ability has been one that eludes many C-Suite executives (and managers/individual contributors) for many many many years.  It\'s tough to take the elements in play, evaluate their influences, and cast a new vision that inspires the troops and transforms companies and the market.  I basically regurgitated what you said, Mike...another way of saying, \"I agree.\"', 0, '1', '', '', 0, 0),
(8286, 4720, 'Art Petty', 'art.petty@artpetty.com', 'http://artpetty.com', '99.189.133.129', '2011-03-17 15:39:42', '2011-03-17 20:39:42', 'Mike, I wrote a prize-winning comment, hit submit, forget to enter my CAPTCHA code, and lost it! You\'ll have to settle for this poor imitation of that now forever lost comment. : )\n\nGreat and thought-provoking (if not thought-leading) post. I still cringe just a bit when I hear the thought-leader term. This comes from too many decades/years in software and tech where what passed for thought-leadership was thinly veiled marketing-speak of the worst kind.\n\nLeadership as a category offers some interesting challenges in the thought-leader arena. You are right, the core concepts are...well, they are core and timeless. Fortunately, there are nearly endless applications of those core concepts in different settings and circumstances, which makes for interesting writing, reading and learning opportunities. I genuinely cannot run out of ideas to write about based on the application of those core concepts.\n\nI don\'t know the work/authors you cited, so no defense. The only observation is that we have a nearly endless stream of new,  young professionals that don\'t have the wisdom of the Lead Change members, and I\'m all for anyone with good, character-based comments to jump in and help us change the world.\n\nLast and not least, the people reading and writing here are so darned smart...we need to have more books and more visibility to their great ideas, applications and helpful approaches.\n\nThanks as always for educating, inspiring and instigating a few thoughts.  Best, -Art', 0, '1', '', '', 0, 0),
(8287, 4720, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-03-17 15:53:33', '2011-03-17 20:53:33', 'Perhaps the real problem with such \"thought-leaders\" is that they spend all of their time thinking and little of it listening.  There\'s an interesting pschological phenomenon called next-in-line effect (I didn\'t name it...  it just is..)  When we go around a circle in order sharing ideas, people stop listening when it gets close to their turn because they are thinking about what they are going to say.  A lot of times they end up repeating others ideas, as they didn\'t hear them the first time.  They don\'t remember that an idea was already said.  Would love to know what you think about this idea.', 0, '1', '', '', 0, 258),
(8288, 4720, 'Mandy Vavrinak', 'mvavrinak@mac.com', 'http://leadchangegroup.com/members/mvavrinak', '70.177.89.193', '2011-03-17 16:58:00', '2011-03-17 21:58:00', 'The flip side of \"content is king\" is that many bow down and do whatever is necessary to please that ruler. Even if that means publishing schlock just so there\'s something \"new\" out there stamped with author\'s name. I write mostly about PR and marketing.... not new professions by any stretch. And if I don\'t have something (I hope is) useful to say, I don\'t hit publish. That is not to say I don\'t sometimes go back and cover some basic ideas for new readers or those new to the field.... but I don\'t do it in the HBR and I don\'t do it under a mantle of \"thought-leadership.\" Thanks for sharing your thoughts on this... touched a nerve ;)', 0, '1', '', '', 0, 0),
(8289, 4720, 'Mike Cassidy', 'mcassidy66@gmail.com', 'http://leadchangegroup.com/members/mikecassidy/', '72.173.64.58', '2011-03-17 22:54:42', '2011-03-18 03:54:42', 'I\'d prefer being known as an action-leader than a thought-leader.  Significant difference between doing and thinking.\n\nWell stated Mike.', 0, '1', '', '', 0, 0),
(8290, 4720, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '71.203.124.74', '2011-03-18 10:47:09', '2011-03-18 15:47:09', 'Deborah, thanks so much for sharing a name to that \"next-in-line\" phenomenon.  I am going to quote that liberally in upcoming training classes I\'ll be conducting.  You described it beautifully, particularly the potential negative impact.  Mary', 0, '1', '', '', 8287, 252),
(8291, 4720, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '71.203.124.74', '2011-03-18 10:50:25', '2011-03-18 15:50:25', 'Nice turn of phrase, Mike. \"Action-leader\" - I like it.  Mary', 0, '1', '', '', 8289, 252),
(8292, 4720, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '71.203.124.74', '2011-03-18 10:51:13', '2011-03-18 15:51:13', 'Mike, you had me at \"Thought Leaders Usually Aren\'t.\"  Good job putting into words what many of us think every time we hear the phrase.  Mary', 0, '1', '', '', 0, 252),
(8293, 4720, 'Mike Myatt', 'm.myatt@n2growth.com', 'http://leadchangegroup.com/members/mikemyatt/', '70.184.84.46', '2011-03-18 15:47:38', '2011-03-18 20:47:38', 'Hi Shawn:\n\nThanks for stopping by and sharing your thoughts (no pun intended). I think you raise an interesting question with regard to C-Suite execs - should these positions  require thought leadership as a prerequisite? While I don\'t know that a C-level exec must be a thought leader, it certainly doesn\'t hurt. Even worse however is the exec that believes thought leadership exists where it does not.', 0, '1', '', '', 8285, 255),
(8294, 4720, 'Mike Myatt', 'm.myatt@n2growth.com', 'http://leadchangegroup.com/members/mikemyatt/', '70.184.84.46', '2011-03-18 15:50:24', '2011-03-18 20:50:24', 'Hi Art:\n\nI\'m not sure what your original comment consisted of, but the one you submitted counts as an award-winner in my book :). Thanks for sharing Art.', 0, '1', '', '', 8286, 255),
(8295, 4720, 'Mike Myatt', 'm.myatt@n2growth.com', 'http://leadchangegroup.com/members/mikemyatt/', '70.184.84.46', '2011-03-18 15:57:31', '2011-03-18 20:57:31', 'Deborah and Mary:\n\nThanks for the insights. I agree with Deborah about a lack of listening skills. I also liked the \"next-in-line\" reference - sad, but often true.', 0, '1', '', '', 8290, 255),
(8296, 4720, 'Rick', 'Metaworld@aol.com', 'http://incite-performance.com', '108.4.10.214', '2011-04-05 18:08:48', '2011-04-05 23:08:48', 'Here\'s another one to add to your list - \"Organization Lattice\" by Cathy Benko and Molly Anderson. When they used the term the \"lattice way\" it sent me over the edge. The only time I\'ll use the word lattice is when I put it under my deck.', 0, '1', '', '', 0, 0),
(8297, 4730, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '68.63.131.106', '2011-04-04 12:10:33', '2011-04-04 17:10:33', 'Shawn, this is absolutely awesome!\n\nOf course, this is my favorite part: \"I will remember that there is art to leadership as well as science, and that compassion, courage, and understanding employees’ ideas may outweigh the logic of balance sheets or strategic growth.\"\n\nI\'m going to promote this all over the place!\n\nSo good to meet you last week!\nMary', 0, '1', '', '', 0, 252),
(8298, 4730, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '166.187.185.222', '2011-04-04 16:13:42', '2011-04-04 21:13:42', 'Hi Mary,\nSo glad to reconnect with you.  Though I admit meeting eyeball to eyeball is so much better.\n\nLet me know how people respond to the content and idea of a Leadership Oath.\n\nBe well.', 0, '1', '', '', 0, 0),
(8299, 4730, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '71.31.210.224', '2011-04-04 17:09:42', '2011-04-04 22:09:42', 'Shawn - This is a fantastic concept, and one I wish all leaders were required to take - along with being certified as a leader.  Perhaps too much rigor, that certification, but would require that they had given the concept of what it means to be a leader some thought.\n\nI particularly like this phrase:  I recognize that my experiences create biases that limit my perspective; therefore, I will cultivate a culture of inquiry amongst my peers to invite others to help me see possibilities beyond my viewpoint.\n\nSomething we should all strive for, whether in leadership or otherwise.  We are not always right!\n\nGreat post, Georgia', 0, '1', '', '', 0, 266),
(8300, 4730, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '166.187.185.222', '2011-04-04 19:22:33', '2011-04-05 00:22:33', 'Hello Georgia,\nYou\'ve highlighted one of my favorite points AND area to work with individuals and teams - blindspots! It can be painful in the moment to have a blindspot revealed, but the long term impact is far more valuable then temporary discomfort.\n\nI do appreciate your support for this topic. I agree, too, that more rigor around leadership is needed.  Perhaps rigor similar to that of being a coach.  Anyone can be a coach, but those who submit to a certification (inquiry and evaluation) are certified.  Heck, what\'s wrong with adding a few more letters at the end of our names, right? I\'d submit myself for such a process if it meant letting clients and potential clients know the quality they are hiring.\n\nThank you for your support,\nShawn', 0, '1', '', '', 0, 0),
(8301, 4730, 'Leadership Oath &laquo; Management Briefs', '', 'http://empwaynek.wordpress.com/2011/04/05/leadership-oath/', '72.233.104.10', '2011-04-05 11:48:37', '2011-04-05 16:48:37', '[...] **By Shawn Murphy Article [...]', 0, '1', '', 'pingback', 0, 0),
(8302, 4730, 'L`J Parker', 'strive4impact@outlook.com', '', '73.207.166.60', '2017-01-30 21:13:56', '2017-01-31 02:13:56', 'OUTSTANDING, Just what I was searching for.  I am a grad student (55 yo), attending Columbia Southern University, and completing an assignment, yet seeking something I can hold onto and share, as part of a life lesson and leadership training tool.\n\nOMG! Thank you, this will go a long way as I prepare to train leaders and help them develop the understanding in the difference between leadership and management, as well as leadership being expressed from the moral soul of the individual.  It is never about self, and always about aiding others to be the best them they can be, for themselves and the benefit of the organization always paying it forward.  My takeaway is:\n\nI will prevent “organizational disease” whenever I can, for prevention is preferable to “cures.”  I will remember that I remain a member of the community and of society, with special obligations to my fellow human beings, those who report to me as well as those who work and live nearby.\n\nSincerely and Cheerfully,\nL`J Parker', 0, '0', '', '', 0, 0),
(8303, 4765, 'Martin Pazzani', 'martin@pazzani.com', 'https://twitter.com/#!/mpazzani', '69.37.184.235', '2011-03-31 07:18:34', '2011-03-31 12:18:34', 'When I think about my own \'things I wish I\'d done differently\' list, it invariable comes back to talent issues. Hesitating to make key changes because you believe you can reform or persuade a problem person costs time and money, and sends mixed signals.', 0, '1', '', '', 0, 0),
(8304, 4765, 'Kevin Morris', 'kmorris@ceoglobalnetwork.com', 'http://www.ceoglobalnetwork.com', '24.150.216.73', '2011-03-31 09:17:37', '2011-03-31 14:17:37', 'Great post, Lisa! We see very similar patterns in conversations within our own CEO Peer Groups.\n\nOne of the best stories on this subject is of Ricardo Semler when he took over his father\'s company, Semco. If you\'re familiar with his book, Maverick: The Success Story Behind the World\'s Most Unusual Workplace,  you might recall how as a 21 year old with a dramatically different vision for the company, he fired 60% of the management staff on his first day! It may have been some naivety there, but looking back, it turned out to be a a major factor in him reinventing the culture, brand, and bottom line!\n\nThanks for the great post.\n\nKevin Morris\nwww.ceoglobalnetwork.com\ntwitter.com/ceoglobal', 0, '1', '', '', 0, 0),
(8305, 4765, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '65.8.179.56', '2011-03-31 09:48:58', '2011-03-31 14:48:58', 'Great insight Lisa.  When we are in a new role I think we need to really listen to our gut.  It is only a matter of time before we absorb enough of the culture that we can get blinded ourselves.  People expect a new exec to make changes - there can be a \"waiting for the other shoe to drop\" kind of experience that can throw a monkey wrench into progress.\n\nI also think that a new exec needs to move just as swiftly in building the team of aligned and committed leaders who is going to lead the company or organization into the future if they want to fuel momentum with their swift action.  People will be watching those they already trust to determine if the messages you are trying to send are for real.  Unless these leaders are reinforcing the messages you intended to send with your decisions (both openly and behind closed doors) in their actions and their words, inertia will set in.', 0, '1', '', '', 0, 0),
(8306, 4765, 'Lisa Petrilli', 'lisa_mengpd@comcast.net', 'http://www.LisaPetrilli.com', '98.222.78.7', '2011-03-31 10:27:01', '2011-03-31 15:27:01', 'Thank you, Susan.\n\nI agree with your insight about the perilously short time we have in a new culture before we absorb it and lose our \"outside view\" - excellent insight and reason for acting quickly.\n\nAnd I also appreciate your thoughts about the importance of the team of leaders that the CEO has around him/her, and how critical it is that they are aligned with the CEO\'s message and support and share that message.\n\nThese are great thoughts and I genuinely appreciate you taking the time to share them!  All the best to you.', 0, '1', '', '', 0, 0),
(8307, 4765, 'George Bradt', 'gbradt@primegenesis.com', 'http://www.primegenesis.com', '69.126.129.70', '2011-03-31 13:05:47', '2011-03-31 18:05:47', 'You know I agree with you on this.  Some builds on some of your seven points:\n\n   1. Make managing and growing your talent a top priority.  This means making it one of the top three items in every staff meeting and every strategy discussion.\n - Makes sense on a tactical basis.  Also important to have a long-term talent strategy that links with your long-terms strategic plan.  It\'s not just about dealing with existing talent and help develop, but also anticipating future talent gaps and planning to fill them.\n\n   2. Communicate openly about the importance – and the benefit to everyone in the company – of having positions aligned with the vision and strategies of the company, and of having the right people in those positions.\n - This is definitely one of those areas where actions speak louder than words.  Yes communicate it openly, and then act.\n\n   3. At the same time, be committed to finding roles for the current employees that best align with their strengths, and thus “set them up” for success.\n - Yes.  And some of those roles may end up being with other organizations.\n\n   4. Be open about your willingness to work with employees who may be in positions that are not a great fit – to help them via coaching or mentoring – so that both they and the company are better off because of the process.\n - If the position is not a fit, the most important thing is to move them into a position that is a good fit - far more valuable than trying to sand off the edges so they fit better where they shouldn\'t fit at all.\n\n   5. Make sure that talent decisions align with the values of the company.  Top performers that disrespect others and play by their own rules – and may have been allowed to do so under previous leadership – must be dealt with because of their impact on the organization’s culture.\n - Values are one of the components of a BRAVE organization, along with Behaviors, Relationships, Attitudes, Values, and Environment.  More on that in my recent article on Forbes: http://blogs.forbes.com/georgebradt/\n\n   6. Remember that everything communicates.  Not addressing talent issues of non-performance speaks volumes.\n - One of those CEOs at one of the CEO Connection\'s CEO Boot Camps said, when he finally did address talent issues, people asked \"What took you so long?\"\n\n   7. And remember the power you have to communicate, through words and actions, a genuine desire to see everyone succeed – and to mean it.\n - Yes, but succeed as they define success, not as you define success.', 0, '1', '', '', 0, 0),
(8308, 4765, 'Lisa Petrilli', 'Lisa@CLevelStrategies.com', 'http://leadchangegroup.com/members/lisapetrilli/', '98.222.78.7', '2011-03-31 15:31:23', '2011-03-31 20:31:23', 'Martin,\n\nThank you so much for validating that this is the top concern via your own experiences. I sincerely appreciate your perspective - and it\'s always great to hear your insights!  All the best to you.', 0, '1', '', '', 0, 269),
(8309, 4765, 'Lisa Petrilli', 'Lisa@CLevelStrategies.com', 'http://leadchangegroup.com/members/lisapetrilli/', '98.222.78.7', '2011-03-31 15:34:03', '2011-03-31 20:34:03', 'Thank you, Kevin. I had never heard of the book - so this is definitely something to add to my reading list.  Sounds like quite a bold vision he had - and how impressive at such a young age.  I wonder if it made him more comfortable making such bold moves and taking (what others would perceive to be) higher risks.  I guess I\'ll find out when I read it...right? :)\n\nSo thankful that you stopped by and commented - all the very best to you, Kevin.', 0, '1', '', '', 0, 269),
(8310, 4765, 'Lisa Petrilli', 'Lisa@CLevelStrategies.com', 'http://leadchangegroup.com/members/lisapetrilli/', '98.222.78.7', '2011-03-31 15:36:44', '2011-03-31 20:36:44', 'George - can I gush about how wonderful it is to have you here commenting on my post?  You know it\'s a thrill to work with you and the entire membership.\n\nYour builds are excellent and add great value to the post - I encourage readers to really dive into them.  What really hit home for me was your addition to #7 - brilliant point!\n\nThanks again, George.', 0, '1', '', '', 0, 269),
(8311, 4767, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-03-24 08:50:27', '2011-03-24 13:50:27', 'Thanks for the great post Steve.  I think we all appreciate leaders who \"are themselves\" rather than what they think they should be.  Maybe there really are two types of people in the world, those tired of acting like they\'re someone else and those that aren\'t tired of it yet.\n\nAuthentic, genuine, character-based, values-based; those are all great terms to describe a leader who attracts collaborators because of who they are and what they\'re doing.  I like this new leader.  I hope we see many more of them.\n\nMike...', 0, '1', '', '', 0, 243),
(8312, 4767, 'Billy Kirsch', 'billy@kidbillymusic.com', 'http://kidbillymusic.com', '98.87.29.94', '2011-03-24 11:00:22', '2011-03-24 16:00:22', 'Great post Steve. As a reflective exercise your question, \'would you follow you\' is so important. It\'s a question leaders should ask themselves often, and especially before launching new initiatives. Thanks.', 0, '1', '', '', 0, 0),
(8313, 4767, 'Chuck Hebert', 'chuck.b.hebert@gmail.com', 'http://management411.net', '75.41.59.164', '2011-03-24 23:47:43', '2011-03-25 04:47:43', 'Steve - Insightful question and post.  I hope that all leaders stop and ask themselves this question!!', 0, '1', '', '', 0, 0),
(8314, 4767, 'Management Quick Takes for Week of 3/21 | Management 4-1-1', '', 'http://management411.net/management-quick-takes-for-week-of-321/', '184.168.193.68', '2011-03-25 06:36:54', '2011-03-25 11:36:54', '[...] Authentic Leadership: Would You Follow You?: As you may have guessed, I&#8217;m a reflective leader and manager.  There is nothing more powerful in uncovering your thoughts, than asking yourself insightful questions.  Steve Keating (contributing author to Lead Change Group), poses an insightful question that all leaders should ask themselves.  Bookmark on Delicious Digg this post Recommend on Facebook Share on Linkedin Share with Stumblers Tweet about it Tell a friend     Categories: Weekly Roundup Tags:         Comments (0) Trackbacks (0) Leave a comment Trackback [...]', 0, '1', '', 'pingback', 0, 0),
(8315, 4767, 'Five Tips For The Brand New Leader | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/04/03/five-tips-for-the-brand-new-leader/', '64.151.83.168', '2011-04-03 12:05:32', '2011-04-03 17:05:32', '[...] Authentic Leadership: Would You Follow You? (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(8316, 17893, 'Daniel Buhr', 'djbuhr@mmm.com', 'http://leadchangegroup.com/members/cybuhr/', '192.28.0.14', '2011-03-14 13:11:18', '2011-03-14 18:11:18', 'Questions for self evaluation -\nAm I making a living or am I making a difference?\nAm I compensated for my work or am I enriched by my work?\nAm I on a career path or am I on a mission?\nDo I have a job or do I have a purpose?\n\nThanks, Tristan!  Keep building beautiful chapels!', 0, '1', '', '', 0, 0),
(8317, 17894, 'Artie Davis', 'artie@cornerstonecommunity.com', 'http://artiedavis.com', '208.65.20.68', '2011-03-21 06:17:26', '2011-03-21 11:17:26', 'Love you list of paradigm shifts Monica. Such a sobering call to the \"others\" minds set.', 0, '1', '', '', 0, 0),
(8318, 17894, 'Kerry Palmer', 'kpalmer@trinitywildcats.com', 'http://kerrypalmer.com', '216.186.176.201', '2011-03-21 06:22:03', '2011-03-21 11:22:03', 'Thanks for this reminder.  I recently saw a leadership diagram that was a circle instead of the top-down models we usually see.  The CEO is in the middle, and everyone surrounds that individual in \"bands.\"  The CEO is the \"A Ring,\" and is surrounded by the B Ring, C Ring, etc.  All working together for a common goal, and each being an important part of the total enterprise.', 0, '1', '', '', 0, 0),
(8319, 17894, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-03-21 07:58:47', '2011-03-21 12:58:47', 'Thanks for the great post Monica.  I was in a conversation with a mentor this morning and this topic came up.  I agree with you that much of the isolation of leadership is self-imposed.  Many times leaders fail to include others and respect others and their own actions lead to isolation and loneliness.\n\nBut for many leaders, don\'t you also agree there are lines across which only the leader can go.  In other words, when the decisions are the most difficult, with the greatest consequences, leaders must do the hard things necessary for the vision and the organization.  I wonder if the greater the consequences, the greater the potential isolation.  Isn\'t there a point where leaders must accept responsibility and accountability or cease to be the leader?', 0, '1', '', '', 0, 243),
(8320, 17894, 'Mark Oakes', 'moakes@concentricsecurity.com', '', '70.88.159.217', '2011-03-21 08:14:07', '2011-03-21 13:14:07', 'Good Post\n\nI agree with the key points here. I would like to add one caution, however...\n\nI think we need to be careful when we draw a correlaton between the organizational structures leaders choose and the loneliness that leaders experience. Authentic leaders care deeply for their companies, people and customers. As such,  feelings of loneliness accrue when a leader must make tough decisions that affect any of those three. Leaders don\'t delegate these tough decisions, are fully accountable for them and, as a result, stand alone in those situations. I have yet to speak with a CEO/President who cared deeply who didn\'t feel lonely in these situations.\n\nM', 0, '1', '', '', 0, 0),
(8321, 17894, 'Catherine', 'cwelborn@briefingsmediagroup.com', 'http://twitter.com/WorkSurvival', '75.177.184.243', '2011-03-21 08:51:05', '2011-03-21 13:51:05', 'Kerry, thanks for sharing this. The ring/circle visual makes a lot of sense to me--much better than the typical pyramid!', 0, '1', '', '', 8318, 0),
(8322, 17894, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://leadchangegroup.com/members/shawmu/', '99.17.7.206', '2011-03-21 12:40:07', '2011-03-21 17:40:07', 'Hello Monica!  You make some very important points and remind us that leadership is rooted in community.\n\nTo pick up on Mark\'s point, there are observations, ideas, and possible actions before a decision is made that CEOs/Presidents have very few people to turn to for input.  I struggle with this as a President of Achieved Strategies.  I can\'t talk with some of my partners about some ideas or concerns as it\'s not time for them to hear or discuss them.  Timing does come in to play here.  When I can\'t YET talk to my partners about something, it is lonely.  There are few available options.\n\nIn these situations, its my deep care for people and the company that lead me to not talk about what\'s on my mind.', 0, '1', '', '', 0, 248),
(8323, 17894, 'Monica Diaz', 'monica@e-quidam.com', 'http://leadchangegroup.com/members/monedays/', '189.228.24.158', '2011-03-21 12:55:33', '2011-03-21 17:55:33', 'Yes! That is why there should not be fear of loneliness...but leaders that have built a strong network of collaborators feel stronger to make those tough decisions. It is a leader\'s way to step up and move forward. Great leaders make great decisions and know when to turn to others, or when to trust their own vision. Don\'t you think? I believe when we speak of leadership we are not talking a set of skills but a way of being that encompasses a range of actions, all in the service of greater good, strong vision, real commitment to it.', 0, '1', '', '', 8319, 263),
(8324, 17894, 'Monica Diaz', 'monica@e-quidam.com', 'http://leadchangegroup.com/members/monedays/', '189.228.24.158', '2011-03-21 12:57:30', '2011-03-21 17:57:30', 'True, Mark! I agree wholeheartedly. But is that loneliness or empathy? When decisions affect others, it is exactly that care for others that makes the leader responsible and stay fully accountable. Nobody said it would be easy! Thanks for the caution and your comments here.', 0, '1', '', '', 8320, 263),
(8325, 17894, 'Monica Diaz', 'monica@e-quidam.com', 'http://leadchangegroup.com/members/monedays/', '189.228.24.158', '2011-03-21 12:58:37', '2011-03-21 17:58:37', 'Thanks, Shawn! I do appreciate what you say. And I am sure you have a healthy balance going on.', 0, '1', '', '', 8322, 263),
(8326, 17894, 'Monica Diaz', 'monica@e-quidam.com', 'http://leadchangegroup.com/members/monedays/', '189.228.24.158', '2011-03-21 12:59:18', '2011-03-21 17:59:18', 'Thanks, Artie! Hope it sparks some new thinking...glad you checked in here!', 0, '1', '', '', 8317, 263),
(8327, 17894, 'Monica Diaz', 'monica@e-quidam.com', 'http://leadchangegroup.com/members/monedays/', '189.228.24.158', '2011-03-21 13:04:06', '2011-03-21 18:04:06', 'Funny how are representations of things trap us into set perceptions! The organizational chart rarely represents how people operate, yet it is still the norm even in matrix organizations. I wonder what would happen if we got more creative on how we express visually the way we work together and what part each person plays in it?', 0, '1', '', '', 8321, 263),
(8328, 17894, 'Peter E. Friedes', 'pfriedes@mac.com', 'http://leadchangegroup.com/members/petefriedes/', '76.83.246.194', '2011-03-21 20:23:54', '2011-03-22 01:23:54', 'I agree with Mark Oakes caution. I ran a very horizontal worldwide consulting firm, with 15 direct reports to avoid the setting up of more layers.  We were in the 100 best companies in America to work for, we were a partnership in structure, we were highly collaborative, and I had an enormous consensus from everyone, including the most recent hire, for what we were trying to achieve.\nI was not lonely in the sense that I always had many people to talk with, get their thoughts, or reactions to possible alternative tactical or strategical decisions, with everyone being open about what they thought. But it was lonely for me in the sense that I knew what each person wanted and knew I was always disappointing or disagreeing with people. (Of course, they expected me to make some of these decisions and I knew I was doing my job to do so, but I would have been personally healthier by being more oblivious to these feelings.) Some traits that everyone liked about me (being so inclusive and listening well to their ideas) naturally come along with caring what they feel and say, which made it feel lonely when we made decisions.', 0, '1', '', '', 0, 277),
(8329, 17894, 'Monica Diaz', 'monica@e-quidam.com', 'http://leadchangegroup.com/members/monedays/', '189.228.24.158', '2011-03-21 20:29:06', '2011-03-22 01:29:06', 'Hats off to leaders like you and Mark, Peter. The loneliness you describe is more about caring and knowing it is up to you to make decisions. Tough choices do come with the job, but when they are made in the way you two describe, the loneliness is not pervasive, but chosen. Thanks for weighing in.', 0, '1', '', '', 8328, 263),
(8330, 17894, 'corporate investigations', 'wmephoenix@yahoo.com', 'http://www.phoenixglobal.com.au/?pg=Main', '124.168.100.129', '2011-03-21 22:32:08', '2011-03-22 03:32:08', 'Even in Business if you achive all the success in the world and if you dont have anyone to share with I still believe that you are lonely. thanks for the article', 0, '1', '', '', 0, 0),
(8331, 17897, 'Joe Sewell', 'ultrajoe@spamcop.net', 'http://conthis.blogspot.com', '134.223.116.200', '2011-03-25 06:45:31', '2011-03-25 11:45:31', 'Preach it, Heather!\n\nAnd remember, Xena the Warrior Princess was said to \"fight like a girl\" in that show\'s commercials. :)', 0, '1', '', '', 0, 0),
(8332, 17897, 'Heather Coleman-Voss', 'heathercolemanvoss@gmail.com', '', '216.11.69.5', '2011-03-25 11:40:30', '2011-03-25 16:40:30', 'Thanks, Joe! And I like the Xena, Warrior Princess comparison!', 0, '1', '', '', 0, 0),
(8333, 17897, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '65.8.51.27', '2011-03-29 10:53:40', '2011-03-29 15:53:40', 'You and I have shared similar experiences in the workplace Heather.  Yet having been a serious tomboy while growing up though and it took me a while to even be able to perceive the discrimination at play.  I wasn\'t looking for it or expecting it.  In some ways I guess I just felt like \"one of the guys\".  At some point my natural tendency to be friends with men got misconstrued and years later I found out about a rumor that I had been having an affair.  I was devastated to hear that the rumor existed and even more so that it had often been cited as the reason I had been getting promoted so quickly.  It was so hard to come to terms with how many people believed it even though it never happened.  Yet it explained a lot of how some people treated me along the way.\n\nThe big lesson for me was that I had to be a lot more awake to the social norms and belief systems in which I worked and adjust my behavior accordingly, not to be inauthentic, but to protect my identity,\n\nMy belief system didn\'t match what were the norms of the times so I was essentially blind and the cost was very high.  I have never shared this publicly before yet I wonder how may women like me have suffered and are still suffering in silence at being wrongly accused with no way to set the record straight because denial just feeds the rumor mill.  Your post inspired me to speak up.\n\nWe can only change the stereotypes of men and women by continuing to shine a spotlight on them just as you did here.  However, change will continue at it\'s sometimes maddeningly slow pace so we need to be mindful, operating with our eyes wide open based on the current reality while we continue to work to bring forth a new possibility.', 0, '1', '', '', 0, 244),
(8334, 17898, 'Leaders Can&#8217;t Afford to be Transparent | Coaching Leaders', '', 'http://www.leadwithhonor.com/blog/2011/03/29/leaders-cant-afford-to-be-transparent/', '64.151.83.168', '2011-03-29 20:22:57', '2011-03-30 01:22:57', '[...] 10 Things Leaders Can Do To Make A Better World (leadchangegroup.com) [...]', 0, '1', '', 'pingback', 0, 0),
(8335, 17899, 'Chuck Hebert', 'chuck.b.hebert@gmail.com', 'http://management411.net', '75.41.59.164', '2011-03-28 00:06:15', '2011-03-28 05:06:15', 'Leigh - Really appreciate this post.  Especially, like the planning and preparation points that you suggested. After being specific and discussing the impact, I also like the idea of asking the person, what they might be able to do to remedy the situation or ensure it does not happen again.  It makes them take some ownership.  Also, as soon as they start to talk about how to correct, then you\'ve got there buy-in that there was an issue in the first place.  All great points!', 0, '1', '', '', 0, 0),
(8336, 17899, 'Julie', 'juliermy@aol.com', '', '74.248.226.34', '2011-03-30 00:14:06', '2011-03-30 05:14:06', 'This is exactly how I would approach poor performance. I am however, in a position where most managers and leaders are afraid to do this, and so I stand somewhat alone. Not in the way I feel about it because most agree with it, but I seem to be one of very few who will actually address it. I have seen managers who truly are concerned about being liked or not looking like they are demanding and so they let things slide. Which is why I have the reputation of not being \"laid back\", and the others do have that reputation. What that translates to in employee language is I can get away with more and do less when manager A is here, but when manager B is here, I have to be on my best. The problem in this scenario is that I am not so interested in being liked per se, as much as I am concerned in doing a service to people by helping them and guiding them to optimum performance. I know it is a matter of time before they realize the value to the feedback they get,the prolonged realization is a result of a weakened leadership system, where not enough managers are on board yet. There is double duty here, getting management and team on board. That is a tall order.', 0, '1', '', '', 0, 0),
(8337, 17899, 'Dealing With Poor Employee Performance | Management 4-1-1', '', 'http://management411.net/dealing-with-poor-employee-performance/', '184.168.193.69', '2011-04-06 14:13:09', '2011-04-06 19:13:09', '[...] day.Want to read more?  For some additional ideas on confronting poor performance, check out 10-Point Checklist For Confronting Poor Performance.QUESTION:  What one piece of advice would you give a manager when dealing with a poor performer? [...]', 0, '1', '', 'pingback', 0, 0),
(8338, 17900, 'Steve G', 'SPGonz3030@gmail.com', '', '76.98.44.91', '2011-04-01 12:19:23', '2011-04-01 17:19:23', 'Mike -\n\nThis is an excellent post - thoroughly enjoyed the meaning of your writing - it definitely spoke to me.  In my experience, and as you stated, it takes a \"fool\" to go against the grain for what they truly believe in - for what they truly stand for as a person.\n\nIn today\'s corporate environment (sales for sure) it is a \"survival of the fittest\", and a \"what\'s in it for me attitude.\"  And I understand the need to take care of your own, but especially as a leader of a team, you need to provide for others more than you take...you get back what you give!\n\nThanks for the post Mike - well done\n\nSPGonz', 0, '1', '', '', 0, 0),
(8339, 17900, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-01 15:18:31', '2011-04-01 20:18:31', 'Steve,\n\nThanks for the comment and the encouragement.  We all need to keep it up in order to get the point across.\n\nMike...', 0, '1', '', '', 8338, 243),
(8340, 4715, 'Thomas Waterhouse', 'tdwclients@gmail.com', 'http://leadchangegroup.com/members/encouraging/', '68.200.238.109', '2011-04-09 11:29:53', '2011-04-09 16:29:53', 'Great thoughts, John. We all have to remember that “defeat” is a lie, and I can prove it! Think about it; there’s nothing that you have ever faced over which you didn’t ultimately prevail. \"It\" happened, and you\'re still standing! My takeaway from your article is this, “If ‘de-feat’ whispers, keep ‘da-feet’ moving!” Thanks, John! Very inspirational, and encouraging too!', 0, '1', '', '', 0, 254),
(8341, 4715, 'Kaushik', 'gkstyles@gmail.com', '', '122.248.183.1', '2011-11-24 06:35:19', '2011-11-24 12:35:19', 'Man, this is seriously awesome... rarely do I appreciate and acknowledge concepts of life made/written by anyone other than me, but truly great lines above there...!!', 0, '1', '', '', 0, 0),
(8342, 4760, 'Ric Dragon', 'Dragon@DragonSearch.net', '', '166.137.136.204', '2011-04-16 08:17:07', '2011-04-16 13:17:07', 'Well stated, Lisa.  Early on, in my own entrepreneurial adventures, I had the privilege of working with an excellent organizational development coach. I was exposed to those basics of org dev, vision, mission, and values. All of the great books on modern business thinking point to it as well, Vision is the lynchpin, the locus, - the source of meaningful business. If anything, the challeng is to be able to help solve organizational sticking points, but always returning to the vision. Bill Clinton\'s campaign famously posted a statement over their campaign door (on the inside)- \"it\'s the economy, stupid\". In other words, stay on track. When you take to your vision the way an Airedale takes to a rat, you\'ve got some real power.', 0, '1', '', '', 0, 0),
(8343, 4760, 'Lisa Petrilli', 'lisa_mengpd@comcast.net', 'http://www.LisaPetrilli.com', '98.222.78.7', '2011-04-17 09:59:27', '2011-04-17 14:59:27', 'Thank you, Ric - and how wonderful to hear that you had a very clear understanding of the critical nature of vision so early on in your adventures.  I\'m sure it\'s driving great success for you and keeping you on your path.  I don\'t know what an Airedale is - but I\'ll trust you on that last sentence! :)\n\nHonored that you stopped by and appreciate you taking time to comment!', 0, '1', '', '', 8342, 0);
INSERT INTO `wp_comments` (`comment_ID`, `comment_post_ID`, `comment_author`, `comment_author_email`, `comment_author_url`, `comment_author_IP`, `comment_date`, `comment_date_gmt`, `comment_content`, `comment_karma`, `comment_approved`, `comment_agent`, `comment_type`, `comment_parent`, `user_id`) VALUES
(8344, 4790, 'Mila Araujo', 'mila.araujo@gmail.com', 'http://milasblog.typepad.com', '68.67.52.2', '2011-04-06 12:28:36', '2011-04-06 17:28:36', 'This is a great post and truly does represent two very different types of workers. I knew someone once who said that they \"hated working\" and I couldn\'t believe the statement. I knew this person well, and from everything I saw, they worked hard. When I got to the bottom of it, the reality was, they perceived work as some kind of punch card chore - where exactly as you describe - the person is there to sweat it out and take home some pay. Not because they want to be there, or love to be there, simply because it just was a means to an end. The funny thing about this person was that they spent a great deal of time training in the gym, and writing. There was a high level of dedication to these things, and so I asked them if they hate work, why do they do all of that? They didn\'t consider these things work - even though the writing was compensated... In their mind work was a bad word, only used to describe the perspire option. For them, it only described the aspect of their work they truly did not connect with...The reality is, anyone can love working, the key is to be paid for what you love, to be interested in what you are doing- and perhaps even have goals that you see accomplished  regularly, no matter how small. If you love what you are doing - you actually end up just being and creating and \"working\" and I believe this is just an extension of natural behavior. I work hard, and I love it. Thanks for writing this up in this manner. Very nice post. :)', 0, '1', '', '', 0, 0),
(8345, 4790, 'Deborah Costello', 'Costellod@trinityprep.org', '', '166.137.9.233', '2011-04-06 16:59:48', '2011-04-06 21:59:48', 'Thanks Mia for your thoughtful response. It is so easy to be sucked into a culture of perspiration,  and I keep reminding myself that I can choose to be inspired and to inspire instead. This too can be a challenge, but one I feel is so worth taking on. Hope your work inspires you!', 0, '1', '', '', 0, 0),
(8346, 4790, 'Craig Juengling', 'Craig@TheE2Coach.com', 'http://TheE2Coach.com', '74.182.177.31', '2011-04-06 17:51:43', '2011-04-06 22:51:43', 'After having worked in health care for 22 years, I left to pursue a real passion to help others through Executive Coaching. I am blessed, I love what I do. Yes, I fret about money, getting new clients and whether I am making a difference in the world. But for the first time in a long time, the teaching, coaching, speaking bring real joy to me. I just hope (sometimes I really do know when my clients\' celebrate victories large and small) that I leave the world and workplace a better one.\n\nCraig', 0, '1', '', '', 0, 0),
(8347, 4790, 'Deborah Costello', 'Costellod@trinityprep.org', '', '166.137.9.233', '2011-04-06 18:09:06', '2011-04-06 23:09:06', 'Thank you Craig for sharing your story. I think it is exceptionally brave to take a risk and leave what you know to pursue a dream. I think that people can be inspiring in whatever they do. To do your work well, with passion and commitment, joy and compassion, these seem so key. It is exciting to see you find all those things in a new position. When you bring your inspiration to the table, so many others seem to follow! Thank you for your thoughts! I am inspired!', 0, '1', '', '', 8346, 0),
(8348, 4790, 'Bob', 'bob@bob.com', '', '24.131.241.231', '2011-04-06 19:19:03', '2011-04-07 00:19:03', 'I wouldn\'t say you work hard- you get 3 months off every year and work 8-3 mon-fri. That\'s a cake walk and the reason most teachers only make about 50k a year.', 0, '1', '', '', 0, 0),
(8349, 4790, 'Brigid', 'miladyred@gmail.com', '', '163.233.3.30', '2011-04-06 20:32:15', '2011-04-07 01:32:15', 'Bob, the perception that teachers only work when they are with students is incredibly wrong.  Teachers work prior to the school day starting and the majority of teachers will not finish work until 5 or 6 each evening.  Add to that weekends, evenings, part of the school holidays for the supervision and management of extracurricular activities.  Professional development is required but not often funded within the school week.    Historically, teaching has been seen as a nurturing role, traditionally associated with women and as a result, under renumerated.\n\nDeborah, great post.  I\'ve found that so many teachers teach because of their vocation for it rather than it just being a job.', 0, '1', '', '', 8348, 0),
(8350, 4790, 'Deb Costello', 'costellod@trinityprep.org', '', '98.85.138.131', '2011-04-06 20:38:30', '2011-04-07 01:38:30', 'Hi Bob,\n\nCorrect me if I am wrong, but I actually think we\'ve talked before on twitter, an exchange of course frustratingly limited to 140 characters at a time.  I am really happy that you decided to join our converstaion at leadchange.\n\nPerhaps maybe we should talk about what it means to work hard.  In your comment you equate hard work with simply putting in long hours.  I think hard work can include long hours, but that is not the whole idea.  I could dig a hole from 8-3 Monday-Friday for 9 months and I think you would agree that I am working hard for that amount of time.  I may or may not earn $50,000 for that task, but that is not the point.  That work is hard and I am more than willing to give props to all those that work hard in this way.\n\nI could also work hard at another job, say writing a novel from 8-3, Monday-Friday for 9 months.  This is not physical work, but it is hard work in another sense.  It is intellectually challenging and requires meticulous attention to detail.  Again I give props to those who work hard in this way.\n\nI hope my post suggested that if you are working really hard, that you think about whether you could change how you think about work.  When the work is something you love, something you can commit to because it is something you believe in and support, it makes the quality of our work better and the negatives easier to deal with.  And because most of us  work collaboratively or at least cooperatively, this change in focus is witnessed by others and contributes to the overall culture of the workplace.\n\nIn the end I have a suspicion that one thing you enjoy is stirring the pot.  I can leap to the defense of myself and teachers as a whole, but just as I hardly know you, you hardly know me, and unless you have actually been a teacher, I think the debate is pointless.\n\nI will mention only this.  The future of education and our youth lies in the hands of those teachers you distain.  Perhaps you will consider that as you tear them down, showing even the best of them equal disrespect.  If we do nothing to build them up, nothing to repair the damage done by sweeping, callous statements, we leave our educational system and our youth with nothing but broken pieces.\n\nI thank you for you comments, for all criticism is an opportunity to learn.', 0, '1', '', '', 8348, 0),
(8351, 4790, 'Deb Costello', 'costellod@trinityprep.org', '', '138.210.92.134', '2011-04-07 09:39:46', '2011-04-07 14:39:46', 'Brigid,\n\nThank you for your kind words.  I do agree that most teachers I know work very hard, and much longer hours than the school days.  I never intended this post to be a conversation about education or any other profession in particular, but only to convey that as leaders we have an opportunity to lead ourselves effectively and as a result, affect the culture of the workplace.  I do love my job.  It is fulfilling in a way that no about of money can replace.  I hope you feel the same way about your job.\nI hope all of us can find something to love about our work and to convey that joy to those around us.\n\nI appreciate your support and willingness to chime in.', 0, '1', '', '', 8349, 0),
(8352, 4790, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-04-07 10:00:06', '2011-04-07 15:00:06', 'Excellent Deb.  The bottom line is we ALWAYS have a choice about how we relate to our work.  I too have to work to provide for my family.  I have had jobs I didn\'t love.  But I have always chosen to find something about my work I love and focus as much as possible there while seeking something that is a better fit.  For me, as long as there are people and something to learn I can love whatever I must do for the moment.  Now I am in the fortunate position to do work I absolutely love.  But it didn\'t just happen - I had to work hard to get here and continue to have to work hard to make my whole life work.  Some of the things I have to do to be in business still feel like work. sometimes it is even painfully hard.  Yet more and more of what I do doesn\'t feel like work at all.  Some people say I am lucky.  I say I just chose well.', 0, '1', '', '', 0, 0),
(8353, 4790, 'Deb Costello', 'costellod@trinityprep.org', '', '138.210.92.134', '2011-04-07 10:36:47', '2011-04-07 15:36:47', 'Thank you for your thoughts Susan.  We all know those people that are negative and bring everyone down with their words and deeds.  The challenge is to be a different kind of person, one that lifts everyone up with behavior worth emulating.  I also think that when you lead yourself in this way, you end up having even more choices, and it is choices that I am truly grateful for.', 0, '1', '', '', 8352, 0),
(8354, 4790, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-04-07 10:49:17', '2011-04-07 15:49:17', 'For me, the real issue you are pointing to is this: we have to break our obsession as a culture with the belief that hard work equals lots of hours and that hours worked equal value contributed.\n\nWith all due respect Bob that\'s like saying just because someone shows up to an office from 7am to 7pm and never takes vacation that means they are working hard.  Some employees, regardless of their profession do the minimum necessary.  I\'ve seen highly paid people sit at their desks pretending to work into the evening and leave as soon as the boss walked out the door to be perceived as working hard.  I worked for someone who worked weekends and never took more than a day or two off - we later found out he was defrauding the company.  I also know people who make huge incomes and choose to take 3 months of the year off.\n\nAnd while I am not a teacher, I do know lots of them.  Not one of them \"works\" only 8-3 - The teachers I have coached and the teachers who have taught my daughter are professionals who work very hard to make a difference for our kids and never stop learning and growing on or off the clock.\n\nOur systems - not our education system, our government, nor the corporations that drive our economy - will never transform until we start addressing the beliefs that keep them stuck.  I think this is one of those beliefs.', 0, '1', '', '', 0, 0),
(8355, 4790, 'Deb Costello', 'costellod@trinityprep.org', '', '138.210.92.134', '2011-04-07 11:31:51', '2011-04-07 16:31:51', 'Perhaps this is an issue of quantity vs. quality.  In education we are thinking hard about whether the things we do create healthy, productive citizens or stressed out, worried kids.  Homework is one example.  How much is too much and is it work of value or just work?\n\nBusiness might think about this too.  Are your workers most productive, innovative, and efficient when they are exhausted.  Of course not.  Just as we need a new metric to measure effective teaching, perhaps we need a new metric to measure effective work in our own workplaces.  We need to measure more than just hours of work in order to assess value.  It assumes that every person does exactly the same amount of work in each unit of time, a concept that is clearly false.', 0, '1', '', '', 8354, 0),
(8356, 4790, 'Why do you work so hard? &laquo; Management Briefs', '', 'http://empwaynek.wordpress.com/2011/04/09/why-do-you-work-so-hard/', '69.170.134.48', '2011-04-09 11:53:27', '2011-04-09 16:53:27', '[...] Why do you work so&nbsp;hard?  **By Deborah Costello  Article [...]', 0, '1', '', 'pingback', 0, 0),
(8357, 4790, 'MAPping Company Success', '', 'http://mappingcompanysuccess.com/2011/05/the-may-1st-leadership-development-carnival/', '72.167.93.81', '2011-05-02 03:18:48', '2011-05-02 08:18:48', '[...] Henry Sr. presents a post from Deb Costello called &#8220;Inspiration vs. Perspiration&#8221; posted at Lead Change Group Blog, saying, &#8220;You are a leader in your work whether you [...]', 0, '1', '', 'pingback', 0, 0),
(8358, 4790, 'Randy Bosch', 'RBoschAIA@msn.com', 'http://www.renaissancerules.wordpress.com', '174.31.100.113', '2011-05-12 09:13:13', '2011-05-12 14:13:13', 'Inspiration is not a \"one off\" event, it catalyzes the future. That requires perseverence. As Newt said,\"Perseverence is the hard work you do arter you get tired of doing the hard work you already did.\"', 0, '1', '', '', 0, 0),
(8359, 4790, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-05-12 12:36:01', '2011-05-12 17:36:01', 'Hi Randy,\n\nThank you for stopping by and commenting.  I agree that inspiration is ongoing and requires perseverance. Perhaps I should not have made this sound so much like an either this or that scenario.  Certainly my intention is always that we persevere.  My thought was that we should persevere in a direction that is satisfying and fulfilling, one that builds us and our communities.  In this way our work is less simple perspiration and more simply inspiring. As Malcolm Gladwell says, \"Hard work is a prison sentence only if it does not have meaning.\"', 0, '1', '', '', 8358, 258),
(8360, 4813, '7 Ways to Jump Start Your Development &#8211; Lead Change Group &laquo; Tech4buziness', '', 'http://tech4buziness.com/?p=143', '213.251.189.204', '2011-04-07 13:59:32', '2011-04-07 18:59:32', '[...] Lead Change Group.  Bookmark on Delicious Digg this post Recommend on Facebook Share on Linkedin Share on netvibes [...]', 0, '1', '', 'pingback', 0, 0),
(8361, 4818, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '71.31.208.68', '2011-04-15 13:38:01', '2011-04-15 18:38:01', 'Sonia - Fabulous post!  And, it fit right in with a conversation I had with my Spiritual Growth Group last week.  We talked about trust, not only in others, but in ourselves.  We came to the conclusion that if you believe that the Universe works, you can trust unconditionally.  We then tried to break it down (of course if you get a bunch of introspective introverts in a room, you always get to break it down ).  We realized that even when things aren\'t  working, they are working.  Therefore, dealing with the issues of moving from a life that just curled in on you, to straightening it out as best you can, becomes a lesson in knowing that nothing is insurmountable - it is just a matter of respect, patience, and laughter:  because all is well with the world!\n\nBlessings,\n\nGeorgia', 0, '1', '', '', 0, 266),
(8362, 4818, 'Charles H. Green', 'cgreen@trustedadvisor.com', 'http://www.trustedadvisor.com/trustmatters', '68.44.192.222', '2011-04-15 14:55:52', '2011-04-15 19:55:52', 'Sonia,\nMajor big Good On You!  100% of what I do centers on trust, and you have hit on some Big Insights in this blogpost.\n\n1. The best way to get someone to trust you is to trust them.  You is overt in your second question, and provides a big part of the answer to the first.  Trust is a reciprocal relationship between one who trusts, and one who is trusted.  One leads, the other follows, then the roles switch.\n\n2. Your rephrasing away from \'if\' to \'how\' is also very right.  \"Trust\" is not some static quality; we all engage in dozens of things every day that either create trust or leave things alone (less frequently we engage in things that destroy trust).  All your \'how\'s\' are challenges to get proactive rather than passive.\n\n3. There is no trust without risk.  If you always avoid risk, you will never create trust.  But in your numbers 5 and 6 begin to get at this.\n\nIn my own work (I co-wrote The Trusted Advisor, wrote Trust-based Selling, founded Trusted Advisor Associates), I helped develop the Trust Equation: trustworthiness is a function of credibility, reliability, intimacy and low self-orientation.  Read more about all that (and find out your Trust Quotient) on the site trustedadvisor.com.\n\nI applaud your courage and insight in tackling the Middle East trip with the spirit you did.  You not only learned from doing that but you have taught from writing about it.\n\nThanks!', 0, '1', '', '', 0, 0),
(8363, 4818, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '66.131.59.193', '2011-04-19 12:20:57', '2011-04-19 17:20:57', 'Georgia!\n\nAll is well with the world... a perspective that helps us move forward towards unified success!  Staying positive has so many benefits! As a leader, it helps us see solutions and it helps us bring the best out of people... every one of us has the potential to do good; and it\'s easier to do good for people who respect and understand you?\n\nGlad you liked this post!  I had a great time writing it and sharing my perspective.\n\nSonia', 0, '1', '', '', 8361, 246),
(8364, 4818, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '66.131.59.193', '2011-04-19 12:33:47', '2011-04-19 17:33:47', 'Charles,\n\nThank YOU for this wonderful comment and for taking the post a step further.  Your insights and links to further our understanding of trust (and HOW to cultivate it) is extremely valuable. I already checked out your Trust Quiz and look forward to exploring more.\n\nI look forward to staying in touch!\n\nSonia', 0, '1', '', '', 8362, 246),
(8365, 4818, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-04-19 12:48:54', '2011-04-19 17:48:54', 'Great story Sonia. Love how the Microsoft trust site stimulated this thought process on taking ownership of creating trust and the value of doing so..  Congratulations on a successful journey on all fronts!', 0, '1', '', '', 0, 0),
(8366, 4818, 'Sonia Di Maulo', 'sdimaulo@readytofeedback.com', 'http://leadchangegroup.com/members/sdimaulo/', '66.131.59.193', '2011-04-19 13:01:49', '2011-04-19 18:01:49', 'Thanks, Susan, for reading and leaving a comment!\n\nYes, when I saw Microsoft\'s Trust Center... I thought it odd and immediately the creative juices started flowing.  This post was great fun to put together... and as Charles commented above, \"You not only learned from doing that but you have taught from writing about it.\"\n\nGlad you enjoyed!\nSonia', 0, '1', '', '', 0, 246),
(8367, 4818, 'Ready to Feedback &raquo; 7 Questions on HOW to take Trust to the Next Level', '', '', '64.119.182.88', '2011-05-03 06:48:24', '2011-05-03 11:48:24', '[...] This post was originally published on the Lead Change Blog. [...]', 0, '1', '', 'pingback', 0, 0),
(8368, 4818, 'Harvest Performance &raquo; 7 Questions on HOW to take Trust to the Next Level', '', 'http://harvestperformance.ca/?p=4708', '213.171.218.150', '2011-05-03 07:31:35', '2011-05-03 12:31:35', '[...] This post was originally published on the Lead Change Blog. [...]', 0, '1', '', 'pingback', 0, 0),
(8369, 4819, 'Thomas Waterhouse', 'tdwclients@gmail.com', 'http://leadchangegroup.com/members/encouraging/', '68.200.238.109', '2011-04-10 11:12:19', '2011-04-10 16:12:19', 'I don’t think it’s necessarily “we” who decide who leads in coming decades. Those who have character will emerge, and sometimes character remains dormant, waiting for the perfect moment to become manifest. I think the process is organic and if we simply invest in that person on our left or right today, speaking “Life to potential, healing to pain, and light to darkness” (I can never resist getting that tagline in) then we have done our part. I think ours is to “love out of character” (the theme of Simple Encouragement®) planting and watering right where we are, then life will ultimately spring forth in all of its magnificent forms. Sometimes this “life” will be a spectacular leader! My concern is that if we only “mine” where we think the next leader will be, we might become blind to our responsibility and the “real deal” (yet-to-be-revealed) right there in front of us. Tristan, your concern is well taken, and your thoughts have GREAT merit. As a recovering “product-guy”, I think almost totally in terms of “process”. I try to stick with my nearest duty, which is to love out of the worldview that I am inspired to express. This being said, I don’t believe that “product” and “process” is an “either/or” proposition; I just fall on the “process” end of the continuum. I also understand (I think) that you are speaking from an intra-organizational perspective where the search may have importance, and I am simply painting with a broader brush. Regardless, I hope it adds to the discussion. I always love your contributions, Tristan. You’re bright, well thought out, and inspiring of this community. Thank you so much for doing that yet one more time!', 0, '1', '', '', 0, 254),
(8370, 4819, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '166.137.10.55', '2011-04-10 16:13:37', '2011-04-10 21:13:37', 'Thank you so much for your perspective, feedback and kind words! You encourage me every day.\n\nWhen I speak of mining for those with mettle, I do speak from within the enterprise corporate world. The conventional promotional path emphasizes experience. But in a world that\'s changing at a blurry rate, I think that particular experience in a job may not be the best predictor of success.\n\nSince I have limited cycles, I find myself noticing co-workers who have extraordinary focus and passion. It serves the company and the customers when I pour my mentoring cycles into them in a concentrated way.\n\nI agree that everyone deserves encouragement and I aim to offer it everywhere I go. But, though all may merit mentoring, I am a finite resource and am forced to focus.\n\nI\'m curious what our friends will offer? Do we mentor as we go? Do we find and focus? What has worked best for you all?', 0, '1', '', '', 8369, 253),
(8371, 4819, 'ellen weber', 'eweber1@frontiernet.net', 'http://www.brainleadersandlearners.com/', '65.37.39.120', '2011-04-10 21:05:34', '2011-04-11 02:05:34', 'What a wonderful reminder, Tristan, to leave the next generation more precious metals than counterfeit coins. In that case - as you remind us so well, we still have significant work yet to do. I agree with you that \"the future belongs to the organizations that can identify and inspire the next generation of leaders.\"\n\nBefore we leave the next innovational leaders on their own let\'s:\n\na)      Support innovationby engaging novice leaders to share novel ideas\nb)      Question and wonder more - rather than talk and deliver\nc)      Target improvements together rather than critique their  mistakes\nd)      Expect quality differences rather than foster traditional similarities\ne)      Encourage multiple resources throughout workplace, not just reward talents at top\nf)       Reflect to ask – where to from here? -  and help them to move forward daily\ng)      Inspire them to treat all people as capital\nh)      Model how to facilitate in ways that show how all can learn to lead\ni)       View knowledge as shared, and practice genuine transparancy\nj)       Teach innovation tactics as an engine forward together across silos\n\nThose are a few more precious coins I\'d like to see added to their mix. As we offer a legacy of support and trust, the next generation is predictably going to nudge us all closer to mountain peaks where new visions await us. Thanks for that inspired reminder Tristan! .', 0, '1', '', '', 0, 0),
(8372, 4819, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '143.127.128.10', '2011-04-11 09:05:46', '2011-04-11 14:05:46', 'Thank you, Ellen!\n\nWhat a spectacular set of suggestions. Your comment merits a post of it\'s own. Such a terrific list of practicals to complement the article\'s imagery. Bravo.\n\nWe have much work to do in days ahead. So glad noble mentors like you stand ready to roll up your sleeves.\n\nTristan', 0, '1', '', '', 8371, 253),
(8373, 4819, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '216.170.6.192', '2011-04-11 09:57:37', '2011-04-11 14:57:37', 'Tristan - you continue to engage and create thought wherever you go!  Thanks for a great post.  And the comments have been wonderfully enlightening, as well.\n\nI agree with your response that \"the conventional promotional path emphasizes experience. But in a world that’s changing at a blurry rate, I think that particular experience in a job may not be the best predictor of success.\"  Most companies promote those who have done the work well, rather than look for the visionary who can take the work to the next level, and has the passion to wrap themselves in the idea and the process.  This limits us to \"doing what we have always done\".\n\nVision, values and deep and abiding respect for others.  That is what I looked for as I promoted and mentored leaders within my organization.  Those who operated from that perspective did extremely well.\n\nThank you again for a wonderful post.\n\nGeorgia', 0, '1', '', '', 0, 266),
(8374, 4819, 'Tristan Bishop', 'knowledgebishop@gmail.com', 'http://leadchangegroup.com/members/knowledgebishop/', '84.203.194.60', '2011-04-13 10:36:45', '2011-04-13 15:36:45', 'Thank you so much, Georgia!\n\nYou\'ve said what I\'d hoped to say even more effectively than my attempt. The constraint of only promoting those who can \'do what we\'ve always done\' can deprive organizations of the leadership to do what\'s next.\n\nI always appreciate your insights. Very grateful.\n\nTristan', 0, '1', '', '', 8373, 253),
(8375, 4819, 'Steve Larmer Jersey', 'gckpextcj@gmail.com', 'http://blueswinterclassic.tumblr.com/', '216.244.82.82', '2016-10-27 11:27:11', '2016-10-27 15:27:11', 'Because it is short for, this group practiced admirably inside the postseason and may in all likelihood ride it is momentum in 2014-15.', 0, '0', '', '', 0, 0),
(8376, 4833, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '216.170.6.192', '2011-04-11 10:05:42', '2011-04-11 15:05:42', 'Hope is often times the ONLY strategy when working on a project that has its ups and downs, as all projects do.  As a project manager, hope was sometimes what we would hang our hats on as we jumped in with sleeves rolled up to bring in a project on a tight deadline, and little sleep.\n\nAs a business owner, I know that without hope, I would not continue to put myself forth in growing my fledgling business as a coach.  It is often a major amount of work, with little immediate return.  My only \"hope\" is that I am building a following that may someday need my services, and will remember my name as a kind, respectful, thoughtful and collaborative coach.\n\nMeanwhile, I hope that those same character traits give some peace, serenity, and yes, hope, to those I touch.\n\nGreat post - and reminds us all that hope is not lost!\n\nWarmly,\n\nGeorgia', 0, '1', '', '', 0, 266),
(8377, 4833, 'Steve Laswell', 'steve@nextlevelexecutivecoaching.com', 'http://www.nextlevelexecutivecoaching.com', '68.14.160.66', '2011-04-11 14:52:23', '2011-04-11 19:52:23', 'Someone once said, \"Hope is to the soul, what oxygen is to the body.\"\n\nWhen hope is focused on a desired outcome surely it is strong in a support role helping us push through the resistance to find solutions and succeed.\n\nThanks for your post, Steve!', 0, '1', '', '', 0, 0),
(8378, 4833, 'Stacey Murphy', 'staceymurphy@optonline.net', '', '68.196.110.86', '2011-04-11 14:58:11', '2011-04-11 19:58:11', 'HA HA HA Reading Switch during a power outage. Love it! You and the Heaths are so right, as they wrote, this is why you put two stamps on the 12 stamp coffee card, instead of 0 stamps on the 10 stamp one. Anything to create that hope.  I love your blog title because it challenges that CW of the \"Hope is not a Strategy\" book of years ago.  And you are so right. Go You!', 0, '1', '', '', 0, 0),
(8379, 4833, 'Kat Tansey', 'choosingtobe@gmail.com', 'http://www.kattansey.com', '99.12.180.119', '2011-04-13 12:54:21', '2011-04-13 17:54:21', 'I love the visual image of you reading Switch by lantern light, Steve. The book is that good!\n\nYour post brought to mind my favorite Emily Dickenson quote: \'Hope is the thing with feathers That perches in the soul And sings the tune without the words And never stops at all.\"\n\nYears ago I wrote Winning the Change Game, a story based on my experiences over many years of helping companies implement organization wide initiatives. One of the most important things I learned was to never assume that progress was a straight upward line. Being a change agent is kind of like being a sheep dog -- you must always be vigilant, enthusiastic, caring, nudging, filled with hope and optimism,  and, occasionally, barking:)', 0, '1', '', '', 0, 0),
(8380, 4833, 'Twitter Weekly Highlights for 2011-04-15 | TanveerNaseer.com', '', '', '74.220.215.86', '2011-04-18 05:04:11', '2011-04-18 10:04:11', '[...] RT <a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\"><a href=\"http://leadchangegroup.com/members/mikehenrysr/\" rel=\"nofollow\">@mikehenrysr</a></a>: Hope IS a Strategy &#8211; Today&#8217;s #LeadChange post by Steve Smith <a href=\"http://leadchangegroup.com/members/g5leadership/\" rel=\"nofollow\"><a href=\"http://leadchangegroup.com/members/g5leadership/\" rel=\"nofollow\">@G5Leadership</a></a> http://su.pr/5B0mBz [...]', 0, '1', '', 'pingback', 0, 0),
(8381, 4833, 'Sekolah Blogger Indonesia,', 'frank-earl@inbox.com', 'http://forum-animeindo.com', '36.85.189.86', '2015-12-23 11:56:59', '2015-12-23 16:56:59', 'Thanks in favor of sharing such a pleasant thinking, piece\nof writing is good, thats why i have read it\ncompletely\nForum Anime Indonesia, Forum Anime, Forum Indonesia, Forum, Forum Otaku\nIndonesia, Iklan PPC Terbaik, Menghasilkan\nUang dari Blog, Sekolah Blogger Indonesia, Sekolah Blogger Indonesia,\nSekolah Blogger Indonesia,Forum Anime Indonesia, Forum Anime, Forum\nIndonesia, Forum, Forum Otaku Indonesia, Iklan PPC Terbaik, Menghasilkan Uang\ndari Blog, Sekolah Blogger Indonesia, Sekolah Blogger Indonesia, Sekolah\nBlogger Indonesia,Forum Anime Indonesia, Forum Anime, Forum Indonesia, Forum, Forum Otaku Indonesia,\nIklan PPC Terbaik, Menghasilkan Uang dari Blog,\nSekolah Blogger Indonesia, Sekolah Blogger Indonesia, Sekolah\nBlogger Indonesia,', 0, '0', '', '', 0, 0),
(8382, 4835, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '216.170.6.192', '2011-04-12 19:26:40', '2011-04-13 00:26:40', 'Great article, Jennifer, and always timely.  It is always easy to sit back in your chair while the conversation around the table takes a tumble for the worse.  Most people do this because they fear if they speak up, others won\'t like them or worse, they will be the topic of conversation at the next meeting.  This may happen, but there will be others who applaud them.\n     We all have opportunities to be leaders - we just need to step up to the plate when the meal is served!\n\nThanks for the reminder!\nGeorgia', 0, '1', '', '', 0, 266),
(8383, 4835, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-04-12 19:29:55', '2011-04-13 00:29:55', 'This particular example points to one of my guiding principles for when it is time to fill the leadership void - when my values or the values of the organization I am part of are being violated.  What I think is particularly great about your intervention in this situation is that you asked a question that enabled people to wake up and have the opportunity to make a different choice.  You didn\'t accuse, attack, or make anyone wrong.', 0, '1', '', '', 0, 0),
(8384, 4835, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://leadchangegroup.com/members/jennifervmiller/', '76.235.201.149', '2011-04-13 05:52:35', '2011-04-13 10:52:35', 'Georgia-- yes, I do believe that people hesitate to speak up for fear of being the next \"talked about\" person. It certainly ran through my mind during the exchange described above. In the end though, I knew that standing by silently amounted to tacit agreement with the improper behavior. I didn\'t want my name associated with people who would engage in that kind of childish behavior. Maybe it made me a spoilsport in some people\'s eyes, but I could handle that label.\n\nSusan-- thanks for the feedback. I\'ll admit, because the behavior I was highlighting was so obviously inappropriate, it was hard to keep my voice neutral. You are correct that my words needed to be non-accusatory-- or else they would have tuned out.', 0, '1', '', '', 0, 245),
(8385, 4835, 'Billy Kirsch', 'billy@kidbillymusic.com', 'http://kidbillymusic.com', '98.87.33.76', '2011-04-13 10:20:45', '2011-04-13 15:20:45', 'Great post Jennifer. My take-away is that one doesn\'t have to be a designated leader to lead, but it does take courage, especially for someone who may not be a designated leader. However, these types of actions lead us down the path to becoming designated leaders in the best way, because we evolve into those roles by our actions.', 0, '1', '', '', 0, 0),
(8386, 4835, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://leadchangegroup.com/members/jennifervmiller/', '76.235.201.149', '2011-04-13 12:39:38', '2011-04-13 17:39:38', 'Billy,\n\nYou make an excellent point-- that by demonstrating courage and stepping into the leadership void, a person has the potential to grow into a more \"formal\" or designated leadership role.  Thanks for your input!', 0, '1', '', '', 0, 245),
(8387, 4835, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://www.sagestone-partners.com', '184.57.239.217', '2011-04-13 22:00:48', '2011-04-14 03:00:48', 'Jen, great post!  I love, love, love it!  You didn\'t have the title or position to entitle your voice....yet you spoke up!  This is leadership, indeed!  It\'s not new.  It\'s not rocket science.  It often includes the Golden Rule, and it almost always requires courage. Bravo, my friend, for standing up for what\'s right. No doubt, you influenced the other people in the room that day.  You made a difference.  And you\'re still doing it today!', 0, '1', '', '', 0, 0),
(8388, 4835, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://leadchangegroup.com/members/jennifervmiller/', '76.235.201.149', '2011-04-14 10:16:25', '2011-04-14 15:16:25', 'Erin,\n\nYou know, I certainly hope there was a postiive influence due to my actions. Nobody dared speak out against Jerry (not even to me privately), so I\'ll never really know the exact impact, if any, my words had.  What I *do* know is that I slept just fine that night, with no regrets. That has become (what Sonia DiMaulo often calls) one of my \"guiding principles\"-- will my actions cause me to fret after the fact, or sleep peacefully, knowing I did my best.', 0, '1', '', '', 0, 245),
(8389, 4835, 'Stephan De Villiers', 'stephan@incrementalsuccess.org', 'http://www.incrementalsuccess.org', '196.210.190.182', '2011-04-21 07:35:26', '2011-04-21 12:35:26', 'The important thing to remember is that leadership is not seated in a position or role.  Every day people need to be every day leaders and the first person you have to lead is yourself.  If there is a self leadership void it will be very difficult to fill the public leadership void when it presents itself.', 0, '1', '', '', 0, 0),
(8390, 4852, 'Angie Chaplin', 'angie@angiechaplin.com', 'http://www.angiechaplin.com', '173.23.60.141', '2011-04-22 08:11:38', '2011-04-22 13:11:38', 'Mike,\n\nIf you could see me now, I am standing up and applauding in front of my laptop, with a few WOO HOOs thrown in. =) I could not agree with you more. One of my favorite things to do is a random act of kindness, performed anonymously. It\'s even more fun to conduct the random act of kindness anonymously, then hide to see the smile on the recipient\'s face. Sometimes, that\'s not always possible, yet even making a \"drive-thru difference\" by paying for the order of the person in the car behind you in line at a fast-food restaurant, coffee shop, etc.\n\nThe \"warm \'n\' fuzzy\" feeling I get when I perform even the smallest random act of kindness makes it feel somewhat selfish -- when a leader acts with kindness toward another person, that kindness comes back. As my favorite leadership experts Jim Kouzes &amp; Barry Posner say, you cannot Encourage the Heart of someone else without encouraging your own at the same time.\n\nThanks for the opportunity to respond. This post seems especially timely and relevant as we celebrate Easter weekend and remember the ultimate \"act of kindness\" we were given.\n\nLead on!', 0, '1', '', '', 0, 0),
(8391, 4852, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-22 08:31:26', '2011-04-22 13:31:26', 'Angie, thanks for the encouragement and comments.  I seem to be continually reminded that it\'s not what we keep that counts, it\'s what we give away that matters most.  Thanks for the comment and for being part of the community.  Mike...', 0, '1', '', '', 8390, 243),
(8392, 4852, 'Richard Burkey', 'lifebuilders1995@gmail.com', 'http://www.RichardBurkey.wordpress.com', '72.199.224.82', '2011-04-22 09:31:28', '2011-04-22 14:31:28', 'Mother Teresa epitomized the power of kindness in leadership. Her influence and impact is still being felt in India and around the world. Leaders who lead with kindness leave a legacy worth following. Thanks Mike for the reminder.', 0, '1', '', '', 0, 0),
(8393, 4852, 'John Ikeda', 'john@leadwithhonor.com', 'http://leadchangegroup.com/members/jtikeda/', '199.164.58.10', '2011-04-22 12:16:14', '2011-04-22 17:16:14', 'Great post Mike! It\'s good to be reminded occasionally to step out and do something for someone else.', 0, '1', '', '', 0, 264),
(8394, 4852, 'Thomas Waterhouse', 'tdwclients@gmail.com', 'http://leadchangegroup.com/members/encouraging/', '68.200.238.109', '2011-04-22 18:07:16', '2011-04-22 23:07:16', 'Kindness is a state of the heart having to do with disposition or temperament. Goodness is a state of the heart having to do with character. Kindness does \"nice\" things. Goodness does \"right\" things, even when they are downright hard. Jennifer (Jennifer V. Miller) refers to this in her article titled “Leadership Void”. True leadership must include both kindness and goodness. Kindness supports life. Standing for the “right thing” requires life, and ultimately, it creates life. Mike, you’re a leader who both “supports” and “stands” for life in leadership, and all that it entails. Thank you!', 0, '1', '', '', 0, 254),
(8395, 4852, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://leadchangegroup.com/members/jennifervmiller/', '76.235.201.149', '2011-04-22 19:43:08', '2011-04-23 00:43:08', 'Mike, your generous heart shows through in this post. Thanks for standing up for kindness.\n\nThomas- what a helpful distinction between kindness and goodness.\n\nExcellent food for thought from all who have commented on this post!', 0, '1', '', '', 0, 245),
(8396, 4852, 'Sandy Harper', 'Sandy@SandyHarper.net', 'http://SandySpeaks.com', '216.53.243.14', '2011-04-22 20:11:13', '2011-04-23 01:11:13', 'The word kindness is one of my favorites in our language.  Every day, there is an opportunity to be kind.\n\nYou never know... the 30 seconds it takes you to send a sympathetic comment to someone who just suffered a loss, may impact them for a lifetime.  A simple act of kindness, like looking behind you to see if the door needs to be held open or giving $1.00 to the man on the street corner, starts the flow of energy.  That one act may prompt them to perform an act of kindness to the next person they meet or to be kind to themselves.\n\nWhat a beautiful world it would be if we would all be more aware of and kind to everyone we encountered.\n\nThanks for the great post, Mike.  I am grateful to be connected to such inspiring leaders as you and your team.\n\nWishing you and yours a blessed Easter!\n\nWith Gratitude ~\n\nSandy Harper :-)', 0, '1', '', '', 0, 0),
(8397, 4852, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-22 20:28:34', '2011-04-23 01:28:34', 'Thomas, thanks for the additional info.  That distinction between goodness and kindness creates additional depth in the conversation.  Thanks very much.', 0, '1', '', '', 8394, 243),
(8398, 4852, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-22 20:29:02', '2011-04-23 01:29:02', 'Thanks very much Jennifer.  Mike...', 0, '1', '', '', 8395, 243),
(8399, 4852, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-22 20:30:43', '2011-04-23 01:30:43', 'Thanks Sandy.  I just hope we increase the kindness (and goodness) bank.  Mike...', 0, '1', '', '', 8396, 243),
(8400, 4852, 'Michelle Bish', 'michelle.bish@oesc.state.ok.us', '', '166.233.60.56', '2011-04-22 21:25:24', '2011-04-23 02:25:24', 'What an inspiring and encourage read. In our “me” centered world sometimes we need a gentle reminder that it’s not all about us. It’s refreshing to hear someone talk about ways we can give ourselves away and reap the rewards far beyond anything seen with our eyes.\n\nRandom acts of kindness are contagious.', 0, '1', '', '', 0, 0),
(8401, 4852, 'Vincent Hunt', 'vincent@kindintelligence.com', 'http://kindintelligence.com', '68.58.66.158', '2011-04-23 08:27:42', '2011-04-23 13:27:42', 'Incredible post Mike!!\n\nIt\'s refreshing to read post from Thought Leaders who are leading in the shift from an industrial-centric leadership style to the post-industrial buildership style that is emerging in today business culture.  Of course I am a raving fan of this post because or company believes in kindness so much, that we have built an entire business model around it... SO this post is not only encouraging and insightful to me, BUT it is indeed another layer of confirmation that Kindness is in-fact a critical component in 21st century business \"buildership\".\n\nThank you for your art.\n\nVincent', 0, '1', '', '', 0, 0),
(8402, 4852, 'Joe Rotger', 'joerotger@gmail.com', 'http://www.joerotger.com', '70.45.209.42', '2011-04-23 10:07:03', '2011-04-23 15:07:03', 'Liked that a lot!', 0, '1', '', '', 0, 0),
(8403, 4852, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-23 10:31:21', '2011-04-23 15:31:21', 'Thanks Michelle, I appreciate the feedback.  Glad to be connected to other folks who are giving themselves away.  Mike...', 0, '1', '', '', 8400, 243),
(8404, 4852, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-23 10:33:37', '2011-04-23 15:33:37', 'I like the word buildership.  There are a number of other posts on this site about that since we\'re all part of what we call the character-based leadership revolution.  We want to mobilize organizations and individuals to self-develop into those builders you are talking about.  Thanks again.  Mike...', 0, '1', '', '', 8401, 243),
(8405, 4852, 'Connie McKnight', 'connie@conniemcknight.com', 'http://conniemcknight.com', '70.65.169.59', '2011-04-23 12:43:36', '2011-04-23 17:43:36', 'Mike, You started out with this wonderful quote: “No act of kindness, no matter how small, is ever wasted.” ~Aesop Wouldn\'t it be wonderful if everyone felt that way? When you perform an act of kindness to someone whose not expecting it, what you get in return is the greatest gift you can receive. It can be as small as smiling at someone in a supermarket. I always love the response.\n\nI saw an interview with Carol Burnett the other night. She said she wanted to go to university and they were so poor she didn\'t think she\'s be able to go and the cost of tuition was only $49. Someone anonymously put a $50 bill in an envelope and sent it to her in the mail. It changed her life. She said she\'s been paying it forward ever since.\n\nI loved your post; thank you for reminding us it can start with us.\n\nConnie', 0, '1', '', '', 0, 0),
(8406, 4852, 'Antwon Davis', 'antwon@kindintelligence.com', 'http://kindintelligence.com', '173.18.101.180', '2011-04-23 13:31:40', '2011-04-23 18:31:40', 'Thanks for the remarkable words Mike!\n\nIt\'s this kind of positive energy that the world longs for and needs. We\'ve experienced the greatest act of Kindness through Christ, who gave up His life in exchange for ours. Because of Him, we have in our hands the opportunity to extend kindness to one another. Such a timely word of encouragement as we celebrate the greatest act of Kindness this weekend.\n\nBe Kind.', 0, '1', '', '', 0, 0),
(8407, 4852, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-23 14:43:45', '2011-04-23 19:43:45', 'Thanks for the story Connie.  We never know what our kindness really does.  it can start with us.  Thanks. Mike...', 0, '1', '', '', 8405, 243),
(8408, 4852, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-23 14:45:34', '2011-04-23 19:45:34', 'Antwon, thanks for the comment.  I\'m convinced that only what we give counts.  It\'s like we\'re a warehouse but we don\'t count what we have in the building.  We only count what we ship.  Here\'s to shipping a lot of kindness.  Mike...', 0, '1', '', '', 8406, 243),
(8409, 4852, 'John Wenger', 'john@quantumshift.co.nz', 'http://www.quantumshift.co.nz', '118.93.18.234', '2011-04-26 15:58:29', '2011-04-26 20:58:29', 'Mike, I like how you put the word \'soft\' in inverted commas.   Many (of the old school) would say that kindness, love and caring for others is the soft stuff that we don\'t need to bother with at work, but I reckon it\'s the hard stuff.  It\'s hard to remember daily that it is others who matter if our workplaces are to be more humane.  It\'s hard to develop this capability in folks who haven\'t had the benefit of good empathic caring in their early years.  It\'s hard to put aside our egos when they get damaged by things others say and do and to see their real (good) intent behind such actions.  And this hard stuff is the stuff that will really make a quantum difference to how people feel about their working lives.\n\nGreat post!\nWarmly,\nJohn', 0, '1', '', '', 0, 0),
(8410, 4852, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-26 16:06:56', '2011-04-26 21:06:56', 'John, I appreciate your angle.  It is harder, but it is also more rewarding and more important.  In fact, sometimes I think it\'s only harder because we focus on ourselves so much.  Thanks for the kind words.  Mike...', 0, '1', '', '', 8409, 243),
(8411, 4855, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-04-19 12:43:41', '2011-04-19 17:43:41', 'Great Mary.  I think the people who need to \"grow up\" are actually the ones who think they can just expect that people get with the program rather than embracing the need to provide the leadership necessary for people to authentically choose to get on board.  Your boss can tell you what to do but they can\'t dictate how you feel.  And if they want you on board they better care about how people feel.\n\nOn the other hand there will always be people in every one of the categories you name.  That doesn\'t mean you can\'t make progress and it doesn\'t mean you ever get to stop working at increasing the number of people who are \"on board\".', 0, '1', '', '', 0, 0),
(8412, 4855, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '71.203.124.74', '2011-04-19 12:49:44', '2011-04-19 17:49:44', 'Thanks for the comment Susan.  Talking about the ones who need to grow up... you are reminding me about one of my buddies (thankfully a savvy, conscious exec) who says, \"I can\'t just hand them a business card with a new title and expect them to move on [with our change].\"  He knows he needs to \"Lead Change\" literally, and is a pleasure to work with.', 0, '1', '', '', 0, 252),
(8413, 4855, 'Deb Costello', 'costellod@trinityprep.org', '', '138.210.92.134', '2011-04-20 08:28:43', '2011-04-20 13:28:43', 'Mary,\n\nI wanted you to know that I shared your insights with some of the leaders in my community.  Our school is about to undertake two very important and difficult changes next year and there is significant resistance in some areas.  It\'s easy for people to dismiss resistance as foolish, but understanding the motivation behind it helps craft the response and lessen the impact.', 0, '1', '', '', 0, 0);
