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
(1805, 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),
(1806, 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),
(1807, 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', '', '', 1806, 1),
(1808, 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),
(1809, 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', '', '', 1807, 1),
(1810, 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', '', '', 1809, 0),
(1811, 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', '', '', 1810, 1),
(1812, 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', '', '', 1807, 0),
(1813, 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', '', '', 1812, 1),
(1814, 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),
(1815, 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),
(1816, 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),
(1817, 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),
(1818, 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', '', '', 1814, 1),
(1819, 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, 1),
(1820, 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),
(1821, 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, 1),
(1822, 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),
(1823, 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),
(1824, 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),
(1825, 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', '', '', 1822, 1),
(1826, 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', '', '', 1817, 1),
(1827, 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),
(1828, 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, 1),
(1829, 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),
(1830, 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),
(1831, 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, 1),
(1832, 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', '', '', 1828, 1),
(1833, 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, 1),
(1834, 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', '', '', 1833, 1),
(1835, 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),
(1836, 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),
(1837, 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),
(1838, 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),
(1839, 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),
(1840, 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),
(1841, 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),
(1842, 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),
(1843, 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, 1),
(1844, 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),
(1845, 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),
(1846, 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),
(1847, 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),
(1848, 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),
(1849, 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),
(1850, 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, 1),
(1851, 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, 1),
(1852, 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),
(1853, 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, 1),
(1854, 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, 1),
(1855, 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, 1),
(1856, 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, 1),
(1857, 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', '', '', 1856, 1),
(1858, 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),
(1859, 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', '', '', 1858, 1),
(1860, 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),
(1861, 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),
(1862, 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),
(1863, 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),
(1864, 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, 1),
(1865, 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),
(1866, 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),
(1867, 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, 1),
(1868, 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),
(1869, 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', '', '', 1862, 1),
(1870, 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', '', '', 1864, 1),
(1871, 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', '', '', 1865, 1),
(1872, 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', '', '', 1867, 1),
(1873, 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, 1),
(1874, 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),
(1875, 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);
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
(1876, 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),
(1877, 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),
(1878, 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', '', '', 1875, 1),
(1879, 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', '', '', 1876, 1),
(1880, 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),
(1881, 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', '', '', 1877, 1),
(1882, 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, 1),
(1883, 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),
(1884, 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),
(1885, 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),
(1886, 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),
(1887, 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),
(1888, 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),
(1889, 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', '', '', 1888, 0),
(1890, 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, 1),
(1891, 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', '', '', 1890, 0),
(1892, 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),
(1893, 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),
(1894, 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, 1),
(1895, 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),
(1896, 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),
(1897, 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),
(1898, 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', '', '', 1892, 0),
(1899, 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', '', '', 1893, 0),
(1900, 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', '', '', 1894, 0),
(1901, 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),
(1902, 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),
(1903, 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, 1),
(1904, 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, 1),
(1905, 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, 1),
(1906, 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),
(1907, 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, 1),
(1908, 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', '', '', 1905, 0),
(1909, 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', '', '', 1906, 0),
(1910, 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', '', '', 1907, 0),
(1911, 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),
(1912, 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),
(1913, 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', '', '', 1911, 1),
(1914, 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),
(1915, 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, 1),
(1916, 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', '', '', 1915, 1),
(1917, 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),
(1918, 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, 1),
(1919, 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),
(1920, 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),
(1921, 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),
(1922, 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),
(1923, 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, 1),
(1924, 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, 1),
(1925, 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, 1),
(1926, 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, 1),
(1927, 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', '', '', 1926, 1),
(1928, 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),
(1929, 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),
(1930, 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, 1),
(1931, 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),
(1932, 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),
(1933, 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', '', '', 1932, 1),
(1934, 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),
(1935, 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),
(1936, 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),
(1937, 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),
(1938, 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, 1),
(1939, 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, 1),
(1940, 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),
(1941, 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),
(1942, 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),
(1943, 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),
(1944, 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),
(1945, 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),
(1946, 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, 1),
(1947, 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),
(1948, 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),
(1949, 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),
(1950, 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),
(1951, 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);
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(1952, 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),
(1953, 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),
(1954, 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),
(1955, 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),
(1956, 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),
(1957, 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),
(1958, 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, 1),
(1959, 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, 1),
(1960, 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),
(1961, 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', '', '', 1960, 1),
(1962, 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),
(1963, 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),
(1964, 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),
(1965, 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, 1),
(1966, 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', '', '', 1964, 0),
(1967, 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),
(1968, 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),
(1969, 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', '', '', 1965, 0),
(1970, 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', '', '', 1967, 0),
(1971, 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),
(1972, 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),
(1973, 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', '', '', 1971, 1),
(1974, 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),
(1975, 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),
(1976, 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', '', '', 1975, 1),
(1977, 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, 1),
(1978, 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),
(1979, 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),
(1980, 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),
(1981, 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, 1),
(1982, 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, 1),
(1983, 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', '', '', 1982, 1),
(1984, 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),
(1985, 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),
(1986, 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),
(1987, 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),
(1988, 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),
(1989, 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),
(1990, 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, 1),
(1991, 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, 1),
(1992, 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, 1),
(1993, 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),
(1994, 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),
(1995, 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),
(1996, 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),
(1997, 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),
(1998, 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, 1),
(1999, 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),
(2000, 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),
(2001, 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', '', '', 1998, 1),
(2002, 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', '', '', 2000, 1),
(2003, 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, 1),
(2004, 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', '', '', 1996, 1),
(2005, 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', '', '', 1997, 1),
(2006, 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', '', '', 2001, 1),
(2007, 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),
(2008, 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, 1),
(2009, 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),
(2010, 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, 1),
(2011, 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),
(2012, 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),
(2013, 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),
(2014, 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),
(2015, 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),
(2016, 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),
(2017, 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),
(2018, 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),
(2019, 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, 1),
(2020, 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, 1),
(2021, 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, 1),
(2022, 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, 1),
(2023, 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),
(2024, 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),
(2025, 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),
(2026, 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),
(2027, 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),
(2028, 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),
(2029, 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),
(2030, 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, 1);
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
(2031, 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),
(2032, 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', '', '', 2029, 0),
(2033, 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, 1),
(2034, 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', '', '', 2030, 1),
(2035, 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', '', '', 2031, 1),
(2036, 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', '', '', 2033, 1),
(2037, 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', '', '', 2028, 1),
(2038, 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', '', '', 2032, 1),
(2039, 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, 1),
(2040, 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', '', '', 2039, 1),
(2041, 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),
(2042, 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),
(2043, 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),
(2044, 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, 1),
(2045, 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),
(2046, 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),
(2047, 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),
(2048, 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),
(2049, 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),
(2050, 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', '', '', 2049, 1),
(2051, 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, 1),
(2052, 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),
(2053, 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),
(2054, 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', '', '', 2053, 0),
(2055, 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),
(2056, 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),
(2057, 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),
(2058, 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', '', '', 2057, 0),
(2059, 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),
(2060, 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', '', '', 2059, 0),
(2061, 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', '', '', 2059, 0),
(2062, 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', '', '', 2060, 0),
(2063, 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),
(2064, 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', '', '', 2063, 0),
(2065, 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),
(2066, 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', '', '', 2065, 0),
(2067, 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),
(2068, 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),
(2069, 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),
(2070, 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', '', '', 2069, 1),
(2071, 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),
(2072, 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, 1),
(2073, 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),
(2074, 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', '', '', 2072, 1),
(2075, 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', '', '', 2073, 1),
(2076, 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),
(2077, 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, 1),
(2078, 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),
(2079, 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),
(2080, 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, 1),
(2081, 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', '', '', 2080, 1),
(2082, 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),
(2083, 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', '', '', 2082, 1),
(2084, 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, 1),
(2085, 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', '', '', 2084, 1),
(2086, 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),
(2087, 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, 1),
(2088, 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),
(2089, 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),
(2090, 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),
(2091, 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),
(2092, 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),
(2093, 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, 1),
(2094, 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),
(2095, 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, 1),
(2096, 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),
(2097, 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, 1);
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
(2098, 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),
(2099, 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, 1),
(2100, 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),
(2101, 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),
(2102, 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', '', '', 2101, 1),
(2103, 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),
(2104, 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, 1),
(2105, 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, 1),
(2106, 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, 1),
(2107, 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),
(2108, 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', '', '', 2105, 1),
(2109, 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', '', '', 2106, 1),
(2110, 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', '', '', 2107, 1),
(2111, 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),
(2112, 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),
(2113, 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),
(2114, 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', '', '', 2111, 1),
(2115, 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', '', '', 2112, 1),
(2116, 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),
(2117, 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),
(2118, 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', '', '', 2116, 1),
(2119, 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', '', '', 2117, 1),
(2120, 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),
(2121, 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', '', '', 2120, 1),
(2122, 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),
(2123, 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, 1),
(2124, 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),
(2125, 4855, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '24.127.150.159', '2011-04-20 19:52:07', '2011-04-21 00:52:07', 'Deb, it IS easy for people to dismiss resistance as foolish - at best, annoying, or even punishable at worst. Oh if we could all cultivate a little more compassion. Thanks for the feedback.', 0, '1', '', '', 0, 1),
(2126, 4863, 'Dean', 'Dean@Clevett.net', '', '74.198.9.202', '2011-04-23 07:31:30', '2011-04-23 12:31:30', 'Great post.  I would only change one thing about it.  Instead of saying \"They truly care about their constituents.\" , I would suggest that they \"truly care about their\" stakeholders.  I believe that better represents the larger worldview that is characteristic of an authentic leader.', 0, '1', '', '', 0, 0),
(2127, 4863, 'Gil Pizano', 'gpizano@yahoo.com', 'http://helpfulinsightsonline.com', '71.235.53.68', '2011-04-24 21:28:17', '2011-04-25 02:28:17', 'Very good post with down to Earth wisdom for those who wish to have it. Thanks for taking the time to write it!\n\nI agree that the time for \"Authentic Leadership\" is now (as though it wasn\'t before :)  ) more than ever. Too many people in leadership positions in business and society are forgeting some of the basics of leadership and that is very dangerous. Especially to the organization those people may be part of. Why? Because with social media, and the means of communication today being so much easier than ever before in history, what a person in a leadership position does or doesn\'t do can be shared by others in a matter of moments. If a leader makes a good choice, that person\'s supporters can share it with many people quickly if they want to. If a leader makes a poor choice, that person\'s enemies will communicate it just as easily. People in leadership positions are more transparent today whether they want to be or not so authentic leadership is truly needed now more than ever!', 0, '1', '', '', 0, 0),
(2128, 4863, 'Guy Farmer', 'relguy@ymail.com', 'http://www.guyfarmer.com', '69.227.142.139', '2011-04-25 14:03:07', '2011-04-25 19:03:07', 'Great post Will.  I\'m reminded of how much power leaders have to practice any leadership style they choose and create any kind of organization they wish.  I\'ve found it helpful to be a whole person first and help other do the same in order to create happy workplaces.', 0, '1', '', '', 0, 0),
(2129, 4863, 'Will Lukang', 'will.lukang@gmail.com', 'http://leadchangegroup.com/members/willlukang/', '69.125.141.196', '2011-04-26 22:15:39', '2011-04-27 03:15:39', 'Hi Dean,\n\nI agree with you that stakeholder is the proper word to use in this situation.\n\nRegards,\n\nWill Lukang', 0, '1', '', '', 2126, 1),
(2130, 4863, 'Will Lukang', 'will.lukang@gmail.com', 'http://leadchangegroup.com/members/willlukang/', '69.125.141.196', '2011-04-26 22:21:17', '2011-04-27 03:21:17', 'Social media provides an instantaneous way of connecting with your audience.  It enable us connect and engage the people whom we like to establish a relationship.', 0, '1', '', '', 2127, 1),
(2131, 4863, 'James Ginther', 'mrgoodsheet@hotmail.com', '', '69.31.160.90', '2011-04-27 21:37:29', '2011-04-28 02:37:29', 'The  qualities you describe as great leadership could be seen to directly parallel the qualities of a great coach or teacher as described in The Talent Code; soft spoken, a great communicator, with an intimate knowledge of the steps to be performed, establishing trust by the constancy of their message, which starts with their love for the thing taught and the character of the teacher.\n\nA leader has the additional role of understanding any great endeavor is the leveraged efforts of a team, each member bringing their own skill set and understanding of the direction of the organization.\n\nJames\n\n\"The leading of the many is like the leading of the few, it is a matter of planning the divisions.\" Sun Tzu', 0, '1', '', '', 0, 0),
(2132, 4863, 'William Seidman', 'william.seidman@cerebyte.com', '', '98.246.36.97', '2011-05-14 19:57:16', '2011-05-15 00:57:16', 'This post really got me thinking about the meaning of authenticity.\n\nWhile I agree that authenticity is a key element of leadership, I don\'t think that it implies either caring or integrity. Take the Wall Street CEOs who almost bankrupted the world. I am sure that they authentically cared about their employees (who made lots of money) and their shareholders (who also made lots of money). While it is clear that Goldman Sachs systematically abused their customers, I would suspect that the GS leadership genuinely felt it was their right to do whatever it took to make a lot of money. The concept of authenticity does not imply anything about the social good, only that someone is genuine. In that sense someone can be authentic even if they are a jerk as long as they are a genuine jerk.\n\nJust to give this more perspective though, a short while ago, I was asked to work with the Japanese team of a multi-national company to create a leadership development program that would be proliferated globally if it worked in Japan. To do this, we assembled 8 positive deviant Japanese leaders and conducted a 3 day workshop that produced a set of best practices on how to be a great leader in their organization and a learning program for becoming a great leader. Authenticity was a critical part of both the best practices and the development program. They felt very strongly that a great leader had to be authentic.\n\nHowever, we immediately ran into 3 problems:\n\n1. The Japanese have many words for authenticity that do not have American English equivalents. The Japanese have a much more complete and nuanced perspective on authenticity than Americans, and it was reflected in the language and to a degree in the culture.\n2. The Japanese had some specific ideas on how you could guide someone to be authentic that were also a little different from US approaches. Specifically, the Japanese recommended that all prospective leaders spend several days meditating in a Budhist Temple. Their view was that self-reflection was the road to authenticity and meditation is great self-reflection.\n3. Given the first two issues, it was very unlikely that the program, which was tremendously successful for the Japanese management team, could transfer to the US. Can you imagine US CEOs giving their teams 2-3 days to go meditate (and the reaction of the teams to the request)? It just wasn\'t going to happen.\n\nSo we ended up creating a separate leadership development program for the US, which was also quite succesful, but it only briefly touched on authenticity. Overtime, we did many such programs in the US and the results were always similar.\n\nThe conclusion of all of the work is that authenticity is actually critical for effective leaderhip, but in US corporations, authenticity does not mean there is caring and integrity too. For most organizations, it is just luck if their leadership has even one of these attributes, much less all three.', 0, '1', '', '', 0, 0),
(2133, 4872, 'Jean Latting', 'jeanlatting@leadingconsciously.com', 'http://jeanlattingblog.leadingconsciously.com', '99.13.212.128', '2011-04-20 16:09:44', '2011-04-20 21:09:44', 'I find: \"I believe I would have to become “meaner” to be more Requiring and that would be very uncomfortable.” also to be the case that lots of managers falsely believe in. I also like you\'re explanation of nice vs mean. Great point.', 0, '1', '', '', 0, 0),
(2134, 4872, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-04-21 05:10:07', '2011-04-21 10:10:07', 'Pete, thanks for a great post.  Your perspective lines up with mine 100%!  The least-nice thing any manager can do is allow their team to under-perform their potential.  It\'s not fair to the high-achieving people.  Every manager needs to decide who will approve of their performance.  If you want mediocre performers to approve of you as a manager, you\'re playing to the wrong audience!', 0, '1', '', '', 0, 1),
(2135, 4872, 'Kevin Owens', 'kevinowens44@gmail.com', '', '66.104.152.10', '2011-04-21 07:00:08', '2011-04-21 12:00:08', 'This post brings excellent perspective to what is obviously a widespread challenge many managers face. I am presently coaching a manager who has taken the pendulum so far to the relating side that she has begun making excuses for the substandard performance of team members from which she has failed to require better results. I will be sharing this post with her today. Thanks for a great post.', 0, '1', '', '', 0, 0),
(2136, 4872, 'Peter E. Friedes', 'pfriedes@mac.com', 'http://leadchangegroup.com/members/petefriedes/', '68.175.120.48', '2011-04-22 07:35:09', '2011-04-22 12:35:09', 'Thanks, Jean, Mike and Kevin. I have not thought about the concept of thinking about which employees you are trying to please as a manager, but the idea of playing to the best performers is an interesting idea. That would suggest that when getting employee input, it would be nice, but probably impossible, to get input from the best performers. We routinely get input from all employees working for the manager.', 0, '1', '', '', 0, 1),
(2137, 4872, 'John Ikeda', 'john@leadwithhonor.com', 'http://leadchangegroup.com/members/jtikeda/', '199.164.58.10', '2011-04-22 12:21:19', '2011-04-22 17:21:19', 'Hi Peter. Great post! I have often been described as \"the nicest person I\'ve met\", and sometimes struggle with holding others accountable. Knowing this is a challenge for me, I continuously strive to focus on requirements. On the flip side, my patience with people has allowed me to \"salvage\" a handful of employees over the years. I\'ve been successful where others that are more \"Requiring\" have failed. I\'m curious, of the Requirers, how many under Relate?\n\nThanks for the post!\nJohn', 0, '1', '', '', 0, 1),
(2138, 17895, 'Connie McKnight', 'connie@conniemcknight.com', 'http://conniemcknight.com', '70.65.169.59', '2011-04-04 16:19:09', '2011-04-04 21:19:09', 'Wonderful post Georgia.\nI couldn\'t agree more. The best leaders are authentic, have strong values, and lead with integrity.\n\nI am a Canadian and we are about to have the 3rd federal election in 4 years. Because the current government failed to get a majority, the opposition leaders keep finding ways to call for another election. They are not acting out of integrity, they are totally egotistic and simply want to be Prime Minister themselves. Their actions have not gained my trust and I know they are not spending millions of dollars for my good.\n\nThank you so much for expressing my feelings in such beautiful words.\n\nConnie', 0, '1', '', '', 0, 0),
(2139, 17895, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '71.31.210.224', '2011-04-04 17:01:43', '2011-04-04 22:01:43', 'Connie, thank you for your comment.  It is disheartening when people we most want to trust show us that they are not leading from their heart and for the greater good.  I hope your country settles down politically, as I hope ours does.  We are headed for some rough seas if they do not.\n\nTake care!\n\nGeorgia', 0, '1', '', '', 2138, 1),
(2140, 17895, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '166.187.185.222', '2011-04-04 19:27:21', '2011-04-05 00:27:21', 'Georgia,\nIt is my hope and wish for all of us that this conversation occurs in organizations around the world. We are witnessing a slow, awakening understanding that the \"gulf,\" as you mention, between leaders and employees is not good business.  In fact it has helped dismantle quality businesses.\n\nGreat insights. Fantastic message.\nShawn', 0, '1', '', '', 0, 0),
(2141, 17895, 'Stephan De Villiers', 'stephan@incrementalsuccess.org', 'http://www.incrementalsuccess.org', '196.210.211.230', '2011-04-05 08:44:54', '2011-04-05 13:44:54', 'You are quite correct about the inward analysis being painful.  I believe however that the extent to which a Leader is prepared do this analysis is a measure of the Leader’s maturity.  Looking honestly at your motives will put you well along the path from Greed to Generosity', 0, '1', '', '', 0, 0),
(2142, 17895, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '71.31.221.171', '2011-04-05 14:32:36', '2011-04-05 19:32:36', 'Ah, yes, things are changing slowly.  I think one of the things I am meant to learn in my lifetime is patience.  They can\'t change quickly enough, for me.  Thanks for the encouragement.  I\'ll keep working on it!\n\nGeorgia', 0, '1', '', '', 2140, 1),
(2143, 17895, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '71.31.221.171', '2011-04-05 14:35:43', '2011-04-05 19:35:43', 'Stephan - I like your statement that the willingness to do the inward analysis is a measure of the Leader\'s maturity.  I could agree with you more.  Integrity is so important, and we can\'t attain that without being willing to look at who we are.\n\nGeorgia', 0, '1', '', '', 2141, 1),
(2144, 17895, 'Heidi', 'hgarrett@atlasmassageservice.com', 'http://www.atlasmassageservice.com', '174.47.41.206', '2011-04-07 13:01:19', '2011-04-07 18:01:19', 'Doesn\'t all leadership start with leading one\'s self? For me, that is where leaderships starts. I cannot, in good faith or integrity, ask anything of another that I am not already doing for myself. Yes, that does mean the introspective as well as they physical actions required in any task and obligation that must be done.\n\nI recently heard from a speaker say, \"I\'d rather see a sermon that hear one any day.\" It is our actions and behavior that determine the mark of a true leader. If we\'re doing the right things consistently, others will take notice and follow.', 0, '1', '', '', 0, 0),
(2145, 17901, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-04-08 11:14:43', '2011-04-08 16:14:43', 'As you point out Lisa trust and values are inextricably linked.  And unless we consciously explore our values and beliefs with others we are left to develop trust based on a feeling we can\'t quite put our finger on rather than having access to building (and repairing) trust mindfully.  I think we also have to allow for a diversity of values among the people who work with and for us.\n\nWe tend to be drawn and more naturally trust people who have the same values as we do and surround ourselves with those people.  This opens us up to perceptual blindness which can inhibit our ability to communicate effectively with a broader audience as well as make good decisions for the whole.', 0, '1', '', '', 0, 0),
(2146, 17901, 'Deb Costello', 'costellod@trinityprep.org', '', '138.210.92.134', '2011-04-08 12:44:53', '2011-04-08 17:44:53', 'Lisa,\n\nI could not agree more about the relationship between values and trust.  I think most people have values, but sometimes don\'t take the time to both define what they are clearly and then apply them in our daily lives.  For example, I bet that most people think that compassion is a good thing.  But it is not always a core value, a guiding principle in a person\'s life.  If we don\'t actually define it as such for ourselves, then when faced with a decision in which we could act with compassion or not, we might not.  We have to really DEFINE our values first and then APPLY them consistently.  When we do so, our behavior is consistent and fair and the trust that follows in inevitable.\n\nThank you for reminding me of this important idea.\n\nDeb', 0, '1', '', '', 0, 0),
(2147, 17901, 'Lisa Petrilli', 'lisa_mengpd@comcast.net', 'http://www.LisaPetrilli.com', '98.222.78.7', '2011-04-08 13:05:58', '2011-04-08 18:05:58', 'Susan,\n\nBeautifully said.  I think what you are ultimately getting at is how critical it is for a leader to genuinely know their team, and for them to be open to having a diverse team with diverse values and thus diverse perspectives from which the team may learn and grow.\n\nThank you so much for taking the time to share your thoughts - I sincerely appreciate it!', 0, '1', '', '', 2145, 0),
(2148, 17901, 'Lisa Petrilli', 'lisa_mengpd@comcast.net', 'http://www.LisaPetrilli.com', '98.222.78.7', '2011-04-08 13:08:58', '2011-04-08 18:08:58', 'Deb,\n\nI appreciate how you really lay out for the readers how to truly execute this idea in their companies - thank you so much for that.  I agree with you, we must not just have words but a deep understanding of what they mean and what they look like in action as our first step to seeing them brought to reality on a daily base in our organizations.\n\nI genuinely appreciate your insights, Deb.  Thank you for taking the time to read and to share.  All the best!', 0, '1', '', '', 2146, 0),
(2149, 17901, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://leadchangegroup.com/members/cherygegelman/', '68.13.251.23', '2011-04-13 09:17:45', '2011-04-13 14:17:45', 'Lisa, I love this line in your post!  \"What you really believe in is the heart – the North Star – of your larger vision.\"\n\nA friend of mine included something he called \"A Stand\" in his business plan.  When I asked about it, he emphasized how important it was to him that he had articulated to himself and his employees what they stood for, before they were put in a position that may cause any of them to make inappropriate choices.  The things he chose to list in \"The Stand\" were not the run of the mill \"values list\" that is printed and placed on a wall to collect dust.  They were uncommon, &amp; well-thought out.  They made a huge difference in creating a very special culture for his organization, and greatly impacted my own business planning.', 0, '1', '', '', 0, 1),
(2150, 17901, 'Lisa Petrilli', 'lisa_mengpd@comcast.net', 'http://www.LisaPetrilli.com', '98.222.78.7', '2011-04-16 15:01:59', '2011-04-16 20:01:59', 'Chery,\n\nI absolutely love this idea!  What resonated with me was your description of what went in the stand as \"uncommon\" and well thought out.  I can imagine that in order to help the individuals within the organization make appropriate decisions that it was written in language that was easy to understand and implement, rather than the lofty language of those often-dusty lists. :)\n\nThank you so much for sharing your experience with me and the readers, Chery - it is most sincerely appreciated!', 0, '1', '', '', 2149, 0),
(2151, 17902, 'Rich Landosky', 'rich.landosky@auc.org', 'http://www.leadership101.wordpress.com', '173.161.168.13', '2011-04-05 09:12:24', '2011-04-05 14:12:24', 'I think you nail it on this issue of culture change.  The next article, however, is how to go about making the change. Yup - gotta give it priority and time, but what are the steps to begin making that change? The reality, as Mark Twain so eloquently put it, is that \"no one likes change except a wet baby.\"  Yet, there is not growth without change.  So how does the leader go about changing their culture?\n\nI also think its important to note that changing a culture looks similar but vastly different in different contexts. For instance, in my context which is the local church, there are few employees (we\'ve got 4 FT pastors, 1 PT pastor, 2 PT secretaries, 1 PT Office Mgr, and some maintenance guys). The rest are all volunteers.  Elders, Trustees, youth workers, childrens\' workers, Sunday School teachers, greeters, parking lot guys, etc.  All volunteering their time.  Then there are the people who sit in the pew each week. Many are there because they were drawn by the particular culture of the church. Start changing that culture and things gets really messy and complicated. People don\'t have to stay. There\'s no paycheck to keep them there.  Or, they grew up here and changing the culture is akin to re-writing the Bible to them.  Some of the same issues but still very different.\n\nI think step one for the leader in changing culture is to remember what John Maxwell has stated a million times: \"Leadership is influence.\"  And influence happens one person at a time by spending time.\n\nI think it\'d be fun to start a conversation on what the \"next steps\" are in changing culture.', 0, '1', '', '', 0, 0),
(2152, 17902, 'Deb Costello', 'costellod@trinityprep.org', '', '138.210.92.134', '2011-04-05 10:39:59', '2011-04-05 15:39:59', 'John,\n\nI like this post because it illustrates an important point about leadership.  I think that leaders are often great at creating a vision or a plan and then delegating the components to others with the expectation that when all the moving parts are finished, the overall vision will be implemented. (i.e.  Let\'s cut our budget by 5% this year.  Work with your teams to do this and report back.)    I think the kind of culture change you are advocating requires more than delegation.  If you want to create a collaborative, compassionate culture, I don\'t think you can delegate this from behind your desk.  You actually have to live the vision, to BE this change.  This idea flies in the face of our traditional view of leadership as an elevated position in which others have limited or no access.\n\nPerhaps this starts to address Rich\'s comment above as well.  HOW do we create culture change?\n\nThank you for the thought-provoking post John.\n\nDeb', 0, '1', '', '', 0, 0),
(2153, 17902, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '65.8.179.56', '2011-04-05 11:47:14', '2011-04-05 16:47:14', 'Wise words John.  As a consultant getting the key leaders to embrace what you say here is the essential first hurdle.  Until they get that change is real work that must be tended to daily there will be no meaningful change.  In fact the consequence of not following your advice has even  worse consequences - a promise to change that is not backed up by sincere and repeated action create more skepticism, resignation and cynicism than ever before.', 0, '1', '', '', 0, 0),
(2154, 17902, 'Lolly Daskal', 'lollydaskal@mac.com', 'http://www.lollydaskal.com', '68.173.55.7', '2011-04-05 12:29:54', '2011-04-05 17:29:54', 'John\n\nWhat a brilliant post.  You have touched on some very important aspects concepts that I admire!\n\nLetting go of previous boundaries, transforming competition into compassion and cooperation, and supporting the unlimited growth and change of the individual may be some of the greatest challenges that face the business world.\n\nNew attitude. Promise of change is not enough. We must take the actions to create the change and learn from each other how to make our world a better place.\n\nThere is a paradigm shift in our culture.\n\nAre we ready to embracing it or not?\n\nAre we ready within our organizations to promote integrity, creativity, trust and cooperation.\nAre we ready to reduce the bureaucracy within large organizations - beyond the concept of \"trust is good control is better?\"\nAre we ready to promote values that foster life balance support?\nAre we ready to to accept that we are spiritual beings and the more we deny that the harder we fail?\nAre we ready to understand that this process is never ending?\nAre we ready to be ultimately responsible for ourselves?\nAre we ready to lead from within - so it can shape ourselves and our life.\n\nAs you can see John, your post has brought out some deeper questioning and thoughtful exploration.\nThanks for sharing.\nLolly', 0, '1', '', '', 0, 0),
(2155, 17902, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '166.187.119.12', '2011-04-05 12:48:11', '2011-04-05 17:48:11', 'Hi John,\nSo many of us who do this work have broken our arms, bruised our knees, blackened both eyes metaphorically speaking.  As you said, culture change is disruptive.  It becomes a contact sport, just no tackles.  You do a good job explaining just how culture change is a contact sport.  And since we\'re running with the sports themes, the patience you advocate is key to winning the game. You run plays, see how it goes, and readjust as needed. Changing the context in which people do their work is no different.\n\nThanks, John, for keeping this important topic in our conversations.\nShawn', 0, '1', '', '', 0, 0),
(2156, 17902, 'John Howard Hatfield', 'johnhowardh@yahoo.com', 'http://whathowardsaidtoday.blogspot.com/', '173.174.86.166', '2011-04-05 14:34:19', '2011-04-05 19:34:19', 'Culture change has to be daily. It can not be weekly. A leader has to be in touch with the employee base close to constantly. I found this to be a much easier task during my tenure in the Army, as you might imagine. I also found that my military background (closeness of the group) to be of extreme value when I started working once again in the civilian world.\n\nMy first position entailed a complete culture change and a significant overhaul of the training base. The management team that hired me did so largely due to my military experience. I soon found that they were just as clueless as the team I had been hired to take over. The entire organization was in need of a culture change and a military approach was not close or even appropriate for the situation at hand.\n\nAs an outsider coming in to attempt “culture change,” the task is several levels of magnitude more difficult than an insider, with influence of course, taking on a project of this nature. This is the situation I found upon arrival.\n\nJohn, as you mentioned, the process of change wasn’t exactly overnight but did not take very long in the grand scheme. Team members soon discovered the benefits of the new direction and became champions of the process very quickly. Falling backwards was a considerable problem early-on and required multiple “let’s-stop-and-discuss-the-situation” type meetings, but soon the backward trend was just a memory.\n\nAs a matter of fact, I just recently posted (http://whathowardsaidtoday.blogspot.com/) a short discussion recounting a very similar “change” I experienced early in my career.\n\nGood posting and discussion.\n\nJohn Howard Hatfield', 0, '1', '', '', 0, 0),
(2157, 17903, 'Living the Balanced Life', 'bernicemwood@gmail.com', 'http://livingthebalancedlife.com', '98.88.198.107', '2011-04-14 22:50:36', '2011-04-15 03:50:36', 'Awesome Max!\nYou did the most important even though it may not have been the most urgent at the time. You did what so many have not done, you defined your priorities and are choosing to live by them. Good for you!\nBernice', 0, '1', '', '', 0, 0),
(2158, 17904, 'Dan Rockwell', 'dan@leadershipfreak.com', 'http://leadershipfreak.wordpress.com/2010/12/02/withhold-i-say-you-2/', '64.134.66.47', '2011-04-25 08:01:30', '2011-04-25 13:01:30', 'Hi Susan,\n\nThanks for your post.\n\nI suggest we can encourage collaboration is by rewarding collaboration. Most reward systems are designed to point out individuals rather than teams.\n\nThe on going struggles include inclinations for some to let others do the work and group think. The only way to address these issues is facing them head on. In this case Collaboration takes intentional, highly focused training, courage, direction, and support from the entire organization.\n\nBest Regards,\n\nDan', 0, '1', '', '', 0, 0),
(2159, 17904, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-04-25 10:16:55', '2011-04-25 15:16:55', 'Thanks for your comment Dan.  I agree that rewards are key.  Yet I also think we need to look beyond purely extrinsic rewards and find ways to tell the stories that bring to life the more intrinsic rewards of collaboration so people begin to naturally seek opportunities to collaborate.\n\nI\'ve seen quite a few people raise their hand to be on a special project team because it was believed to be good for their career, not because they had any interest in being part of the team or in collaborating with others.', 0, '1', '', '', 0, 0),
(2160, 17904, 'Redge', 'Redge@Versalytics.com', 'http://www.versalytics.com', '76.65.225.85', '2011-04-25 11:28:34', '2011-04-25 16:28:34', 'I agree that collaboration will prevail. Your post addresses teams and internal \"collaboration\", however, I think we need to look beyond the walls of the organization as well.\n\nI think opportunities exist for companies / corporations to collaborate as many have established their respective niches that can contribute to the overall success of a larger, more complex, project.  I think of the Canadian Robotic Arm used on the Shuttle missions, Intel computer chips, automotive suppliers and so on.\n\nAlthough some of these relationships are strictly buyer-seller oriented, others are not.  When I take a look at some online communities such as Daily Dose of Excel, individuals from \"competing\" and independent businesses openly share thoughts, ideas, and programming code to advance the cause of all - including their readers.\n\nI can certainly appreciate the concerns that may exist with current reward systems and agree that must be addressed.  However, I think these are easily resolved in the greater scheme of things.\n\nOne of the traits that drives the success and resilience of Toyota is the focus on a greater vision that unites the team to a common cause and beyond the realm of personal gain.  Perhaps the military serves as a good example of winning the war while recognizing individual effort as well.\n\nGreat post!', 0, '1', '', '', 0, 0),
(2161, 17904, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-04-25 14:16:24', '2011-04-25 19:16:24', 'Thanks for expanding the conversation Redge to outside the corporate walls.  I absolutely agree the conversation is much bigger and I appreciate you providing such great examples.\n\nAlthough I am not so sure the barriers to collaboration are as you put it \"easily resolved in the greater scheme of things\".  Unless of course you mean by greater scheme of things that those who truly embrace collaboration will be much more likely to succeed.  Time will tell.  Old contexts tend to die hard and require mindful and persistent intervention to change.\n\nYou also have me wondering whether the barriers to internal collaboration that are pointed to here are as strongly rooted in other kinds of collaborations?  Thanks for the food for thought!', 0, '1', '', '', 0, 0),
(2162, 17904, 'Ben Ziegler', 'ben@collaborativejourneys.com', 'http://www.collaborativejourneys.com', '24.69.74.184', '2011-04-25 17:29:59', '2011-04-25 22:29:59', 'Nice post Susan &amp; follow-on discussion.  To answer your question re: paradox of individual vs. collective rewards... From a WIFM perspective, we all want to be recognized for our contributions.  Yet, an even more basic need is one of belonging.  If leaders tell more stories that honor the value of the team, that is one way to nurture an organizational culture of collaboration. Its through that shared culture, individuals will more readily show humility re: their own accomplishments, and acknowledge the team angle.', 0, '1', '', '', 0, 0),
(2163, 17904, 'John Wenger', 'john@quantumshift.co.nz', 'http://www.quantumshift.co.nz', '118.92.107.130', '2011-04-25 19:50:48', '2011-04-26 00:50:48', 'Susan, I enjoyed reading your post!\n\nYou say, \"Can collaborative behavior prevail?  Not only do I think it can, I believe it will be the hallmark of successful organizations of the future.\"\n\nThinking bigger than the workplace, I\'d go even further and say that collaboration is an absolute imperative for the survival of the human race.  Until we, as a race, stop the daily hating and interpersonal violence that goes on everywhere, we will doom ourselves to \'mutually assured destruction\'.  Sad to say that that expression did not go away with the de-escalation of the Cold War.\n\n...and like you, I also think it CAN prevail.  I have immense hope for us humans and I get particularly excited when I\'m running one of our leadership development programmes.  When I see leaders take up the challenge to extend themselves (not for the faint-hearted), I think that things are really changing for the better, one leader at at time.', 0, '1', '', '', 0, 0),
(2164, 17904, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-04-26 08:25:49', '2011-04-26 13:25:49', 'Excellent point Ben - storytelling is a great strategy for \"nurturing the culture of collaboration\" now.  Building on your connection between the basic human need for belonging and the power of story telling, storytelling is a way to tap into that human need for belonging that can take us out of the survival mode of protecting the status quo (so we can belong, keep our jobs, hide in the perceived safety of what we know, etc) and connect us to something much more meaningful that makes it worth risking the comfort of the familiar.', 0, '1', '', '', 2162, 0),
(2165, 17904, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-04-26 08:28:54', '2011-04-26 13:28:54', 'Thanks John for emphasizing the bigger picture of the imperative for collaboration as well as the message of hope.\n\nI share this experience and sentiment: \"When I see leaders take up the challenge to extend themselves (not for the faint-hearted), I think that things are really changing for the better, one leader at at time.\"  I think this is what the Lead Change Group is all about.', 0, '1', '', '', 2163, 0),
(2166, 17904, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '75.88.80.233', '2011-04-29 15:39:40', '2011-04-29 20:39:40', 'Where would we be without collaboration?  Successful departments, divisions and companies know that when we listen to each other, and collaborate on the very best ideas from everyone in the group that we come up with the best possible solution.\n\nCollaboration will prevail - without it, what is the alternative?\n\nGeorgia', 0, '1', '', '', 0, 1);
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
(2167, 17904, 'Amanda Hebner', 'ahebner@guidedempowerment.com', '', '98.168.195.224', '2011-05-02 17:07:53', '2011-05-02 22:07:53', 'I appreciate your post and think that you make some great points.  I think that there is so much to be gained through collaboration instead of competition, but until we can move past the idea that in order for there to be a winner, there must be a loser, it will be difficult.  I also think if leaders would see their success through the success of others there would be more collaboration.  We tend to think that our success is deemed through what we achieve, but for those that invest is others achievements, they gain a much greater since of success.  We have to stop looking at the direct result and instead see that sometimes our results and rewards come in less direct ways.  Keep encouraging people to think differently.', 0, '1', '', '', 0, 0),
(2168, 17904, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-05-03 17:35:03', '2011-05-03 22:35:03', 'Good question! Where would we be?  i do think many organizations could be a lot further along an/or far more effective though if they truly embraced collaborative practices.  There remains a big gap between \"knowing\" and \"doing\" when it comes to collaboration.', 0, '1', '', '', 2166, 1),
(2169, 17904, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-05-03 17:41:14', '2011-05-03 22:41:14', 'Excellent points Amanda.  This statement really resonates with me:  \"for those that invest is others achievements, they gain a much greater sense of success\"\n\nTo your point about results and rewards coming in indirect ways - I agree we need to broaden our ability to perceive results beyond traditional metrics.  At the end of the day we may not be able to \"count\" every result, but every result does count!', 0, '1', '', '', 0, 1),
(2170, 17904, 'Christian Mentoring: Collaboration is the Future | Christian Mentoring and Leadership', '', 'http://christianmentoringandleadership.com/2011/05/12/christian-mentoring-collaboration-is-the-future/', '66.147.244.192', '2011-05-12 11:01:32', '2011-05-12 16:01:32', '[...] http://leadchangegroup.com/can-collaboration-prevail/ There will always be people who just want to belong and will fight hard for the status quo so they can keep on belonging.  There will always be those who are primarily motivated by winning and/or individual achievement.  The human systems we have designed will likely continue to reward these values for some time to come.  Yet there is a groundswell of people who are focusing on contributing the best of what they have to offer and who want to create extraordinary value with others.  That is what gives me hope that we can and will continue to forge ahead to find new and better ways to collaborate to do extraordinary things. [...]', 0, '1', '', 'pingback', 0, 0),
(2171, 4762, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '75.88.80.233', '2011-04-29 15:34:09', '2011-04-29 20:34:09', 'Lisa!  Great post!  I like to tell people that when people tear up, feel their hearts swell, get goosebumps (I call them Godbumps), and generally get involved with what you are saying to their very core - you have managed to share a vision - and you have inspired them.\n\nA mission will motivate them, garner their support, and lay out how you are going to achieve that vision...\n\nWhat a world of difference.  Thanks for sharing your inner goddess.  I\'m inspired!\n\nGeorgia', 0, '1', '', '', 0, 1),
(2172, 4762, 'Jesse Stoner', 'jstoner@seapointcenter.com', 'http://jessestoner.com', '72.43.222.18', '2011-04-29 22:49:54', '2011-04-30 03:49:54', 'Mission accomplished with me, Lisa. You did a fabulous job defining and illuminating mission, strategies, objectives and goals and discriminating the essence of vision. AND you took a potentially academic subject and brought it alive through an excellent example and a very fun narrative. Thank you for a most illuminating and enjoyable read!', 0, '1', '', '', 0, 0),
(2173, 4762, 'Lisa Petrilli', 'lisa_mengpd@comcast.net', 'http://www.LisaPetrilli.com', '98.222.78.7', '2011-05-01 19:55:05', '2011-05-02 00:55:05', 'Georgia,\n\nWhat an eloquent way to express it; thank you so much for sharing that with me!  And thank you for such kind and inspiring words, they mean so much to me!', 0, '1', '', '', 2171, 0),
(2174, 4762, 'Lisa Petrilli', 'lisa_mengpd@comcast.net', 'http://www.LisaPetrilli.com', '98.222.78.7', '2011-05-01 19:57:10', '2011-05-02 00:57:10', 'Jesse,\n\nI\'m truly honored by your kind and encouraging comment!  Thank you for taking the time to read, reflect and to share your thoughts - it means so much to me.', 0, '1', '', '', 2172, 0),
(2175, 4875, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-05-06 09:26:47', '2011-05-06 14:26:47', 'Leigh,\n\nDo you think this is just a matter of not understanding or ignoring the strengths of idea people?  Or is it that change is too hard.  Everything is going so well.  Why rock the boat?\n\nI work with many different kinds of people, and it is clear that some are visionary, others are detail oriented, some think rules are general guidelines while other follow them to the letter.  Some play well with their collegues, others are confrontational or work best alone.  Some of these strengths fit well into the mission of our school while others create problems (maybe eopportunities?)\n\nThere is definitely a role being played by overall leadership and by those making decisions (not necessarily the same people).  What can leaders do to address this issue more effectively?', 0, '1', '', '', 0, 1),
(2176, 4875, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.110.19', '2011-05-06 12:26:08', '2011-05-06 17:26:08', 'Thanks for your questions, Deborah. Some people prefer not to rock the boat. The status quo feels comfortable and safe. But I think the comment I made yesterday about “difference” is at play here, too. People have a variety of work styles and communication styles. We tend to gravitate (unconsciously, I think) toward the people who are most like us. My next post includes comments from a wildly happy idea person. He shared the term “wild duck” to describe some idea people and said organizations need to find ways to embrace their wild ducks. Unfortunately, I think too many organizations shoot those ducks or ask them to relocate.', 0, '1', '', '', 2175, 1),
(2177, 4875, 'Dr. Marlene Caroselli', 'mccpd@frontiernet.net', '', '50.48.92.128', '2011-05-07 11:51:05', '2011-05-07 16:51:05', 'Dr. W. Edwards Deming noted that \"the greatest losses are unknown and unknowable.\" When a person like you becomes so frustrated that he or she no longer makes suggestions, the firm is losing in ways they cannot even begin to calculate. You have only two choice beyond non-involvement: wait until some shift occurs. It may be a new boss, a merger, perhaps even your promotion. The second choice is to continue proposing ideas on a periodic basis. Amuse yourself: try different time, different techniques, different choices of words. You may even consider approaching your boss as a team. There\'s undeniable strength in numbers.', 0, '1', '', '', 0, 0),
(2178, 4875, 'Timothy Thomas', 'timt@timothythomas.com', 'http://www.timothythomas.com/', '67.185.162.183', '2011-05-07 13:38:20', '2011-05-07 18:38:20', 'I am a person who was perpetually frustrated in the workplace, where my processes and methods were often misconstrued as disobedience, insubordination and insolence. It was very vexing, as I am extremely personable, effective, educated and well liked, especially by peers. Occasionally I would be reassigned to \"special projects.\" In corporations, \"special projects\" is synonymous with \"exit door.\"\n\nFinally I set out on my own and within 24 months I had replaced my salary offering only the best of my talents to several employers while actually working for myself. When I worked for one place, there was often resentment that I seemed to \"cherry pick\" projects and avoided projects that had high likelihood of failure or that were going to be a long slog that I knew I lacked the patience for.\n\nI found it remarkable that the same skills that have brought me fortune as a consultant were keeping my \"steady job\" in constant jeopardy.', 0, '1', '', '', 0, 0),
(2179, 4875, 'Tony Latimer,MCC', 'trainingdirector@ACCI.sg', 'http://www.ACCI.sg', '218.186.15.10', '2011-05-08 00:46:07', '2011-05-08 05:46:07', 'Thoughts inspired by Deborah\'s posted comment. In the last remake of Mutiny On The Bounty there was a scene where all was going well. Weather was clear, sky was blue and a brisk wind was moving the ship forward. The second in command and his crew were happily going about their routine work.  The captain, Bligh, was standing on the upper deck. Apparently doing nothing. Suddenly he turned to his second in command and ordered the sails to be brought in. A lot of work on a full sailing ship, particularly if it turned out to be a wrong choice and they had to be put out again.\n\nThe deputy objected strongly, the crew started to mutter (Blight was after all a bit of an autocrat and didn\'t generally win popularity contests with his crew). After waiting for a few minutes, Bligh snarled somewhat, then stepped back and bowed to his deputy\'s view. The order was rescinded. The captain turned and went down to his cabin. Within moments the sky turned black and as if from nowhere a storm arose. Of such ferocity that if the sails were not rapidly brought in, the ship would be in serious danger. A lot of frantic hard work ensued under very difficult conditions.\n\nOn our leadership courses we start by teaching our Leadership Behaviors model, which categorizes everything a leader should do into just three areas. The third area we introduce as \"Do Nothing\". Of course this generates some humor and the natural reaction of \"yeah, right. As if I have time to do nothing!\". We introduce it this way deliberately to generate this reaction, then explain that what we really mean is that a leader, at any level in the organization, has to spend a certain amount of time thinking. Smelling the horizon. Matching patterns in their brain. Considering, even though all is well today, what may be coming next. Speculating on what the organization might need from their unit a week, a month, a year from now. Observing and listening to what is happening amongst the crew. Did someone making a minor adjustment to a sail just have to put a slightly different effort in? Was that caused by a minor wind pattern change that might herald a coming storm?\n\nAnd all this is observing and thinking that takes time. So compared to how you currently spend time as a busy firefighting problem solving manager; you need to be able to free some of your current time to watch, listen and think.\n\nThen the ideas being generated within the organization can be valuable inputs.\n\nSo maybe the inhibitor to leaders giving due consideration to the idea generators is just a factor of the lack of Do Nothing time.', 0, '1', '', '', 0, 0),
(2180, 4875, 'Donna Wetterstrand', 'djwetterstrand@gmail.com', 'http://donnawetterstrand.com', '70.65.249.243', '2011-05-09 09:29:24', '2011-05-09 14:29:24', 'When idea generators are continually receiving \"no\", sometimes shifting focus from the outer situation to the inner process can bring unexpected change. In the above example, she might consider tweaking her presentation and/or examining her hidden assumptions about lawyers and creativity in general. It\'s not a stretch to guess that she might see lawyers (who are TRAINED into focusing on precedent) as conservative rather than innovative. She might have to be very deliberate about finding \"evidence\" in her world that lawyers can be creative and open to innovation; yet, the more evidence she collects, the softer her perceptual position becomes.\n\nSometimes the only power a creative innovator can have is the power to get creative with your own perception of the situation. That way, you aren\'t locked into a one-dimensional definition of the relationship between you and the \"other.\"  The question \"how can I make them more receptive to change?\" becomes \"how can I continue to exercise my creativity?\"\n\nThis is such a valuable shift! It increases your own sense of personal power and can have tangible and unexpected real-world results.', 0, '1', '', '', 0, 0),
(2181, 4875, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.96.151', '2011-05-09 13:08:50', '2011-05-09 18:08:50', 'Marlene, I forwarded your comment to the real \"Mary\" and invited her to join the discussion here. I particularly like your thought of proposing ideas as a team. A team can help \"vet\" an idea and work with the originator to fine tune it. Since each team member brings a unique perspective to the dialogue, the final presentation to management is likely to be more balanced and hard-hitting than what an individual can deliver alone.', 0, '1', '', '', 2177, 1),
(2182, 4875, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.96.151', '2011-05-09 13:36:39', '2011-05-09 18:36:39', 'Timothy, thanks for sharing your story here. I think managers and HR folks need to reflect on what you\'ve said. Even if an idea person is stepping on toes by pushing too hard, what is the correct response? To apply labels like \"disobedient\" and \"insubordinate\" (or \"unfocused\" and \"undisciplined\")? Or to engage in self-reflection and ask, \"Why is this person getting under my skin? Do I need to be more open? Am I being intolerant, because this person is so different from me? Can our company benefit from this person\'s thinking--and I just need to help this individual find a more effective way to package and present new ideas in our organizational culture? It\'s sad and expensive when employers lose idea leaders in the manner you described.', 0, '1', '', '', 2178, 1),
(2183, 4875, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.96.151', '2011-05-09 13:49:15', '2011-05-09 18:49:15', 'Great story, Tony. Managers: how do you respond when an employee recommends \"pulling in the sails?\" Do you probe for and seriously consider the employee\'s reasons why? Or is your gut reaction to dismiss the recommendation, because it is inconvenient or the employee\'s proofs don\'t meet your \"show me\" criteria? What are you doing to proactively predict storms? Do you just wait for dark clouds and big waves before choosing a course of action?', 0, '1', '', '', 2179, 1),
(2184, 4875, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.96.151', '2011-05-09 13:53:54', '2011-05-09 18:53:54', 'Donna, I am forwarding your comment to \"Mary.\" You\'re right. Often, we can\'t change the system, but we can change our own perspective. Thanks for this great reminder.', 0, '1', '', '', 2180, 1),
(2185, 4875, 'Dr. Marlene Caroselli', 'mccpd@frontiernet.net', '', '50.48.92.128', '2011-05-09 14:46:14', '2011-05-09 19:46:14', 'The parallel to Timothy\'s story was told decades ago by management guru Tom Peters, who was fired from McKinsey and Company for showing up at the offices in less-than-professional attire. Peters is the man who avers, \"Every organization should have at least one weirdo on staff.\" He\'s also the man who assures the freethinking TImothys of our world that \"if you have gone a whole week without being disobedient, you are doing your organization and yourself a disservice.\" Alas, corporate America doesn\'t always appreciate the upstarts who ask questions. One final Timothy-inspired story; this, the story of how CareerTrak was founded. Jeff Salzman. After proposing an idea once at a staff meeting, his boss replied, \"Jeff that\'s the dumbest thing I ever heard.\" (It was also the last thing he heard because Jeff, like our Timothy, took his considerable talents elsewhere. I say, \"Vive les penseurs-libre!\"', 0, '1', '', '', 0, 0),
(2186, 4875, 'Timothy Thomas', 'timt@timothythomas.com', 'http://www.timothythomas.com/', '67.185.162.183', '2011-05-10 12:21:09', '2011-05-10 17:21:09', 'I love Tom Peters and his consciousness-raising and challenging ideas, so that is truly a compliment.  I work in the Seattle area which suffers from the institutional pathologies of two major companies, Boeing and Microsoft.\nThere is something about \"the Microsoft way\" in general that is in opposition to where I am oriented, as many a Microsofter has shared an Russian proverb (which I paraphrase):  \"People are Problems, No Person, No Problem.\"\nThe underlying message is that individuals are disposable and the result is a groupthink that gives us liability proof EULA\'s and nearly unusable User Interfaces for products we barely need.  In  a society where culpability rolls down to the least well defended I think of another proverb that sadly rings true- \"I don\'t have to outrun the bear, I just have to outrun you.\"\nWe are incentivized to avoid attention, and by extension, blame. I moved my innovation out of house so if my ideas don\'t work, the purchaser can just stop paying my invoices.  I can\'t seem to lose a job now.', 0, '1', '', '', 2185, 0),
(2187, 4875, 'Dr. Marlene Caroselli', 'mccpd@frontiernet.net', '', '50.48.92.128', '2011-05-10 13:49:39', '2011-05-10 18:49:39', 'Don\'t lose your job, Timothy. But don\'t lose your creative inclination either. Take your ideas outside the workplace. There are so many places seeking (and willing to pay for) creative solutions.\nTo illustrate, my 11-year-old niece won $10,000 for her idea about water conservation. And my own mother (eighth-grade education only) was awarded $500 for submitting ideas re: how to recycle plastic.', 0, '1', '', '', 0, 0),
(2188, 4875, 'Steve Frechette', 'srfrechette@comcast.net', '', '76.118.195.14', '2011-05-11 06:50:03', '2011-05-11 11:50:03', 'The issue with idea people (and I am one of them) is that they have the ability to create a solution within in their own minds;  to actually see it in action or operation providing utility and benefits.  It is a skill as difficult as it is rare.  No matter how great the idea, a conventional mindset (80% of all managers in the world) will not act upon it.  Why?  Simple.  It induces some component of fear.  Fear is created anytime the mind cannot wrap itself around an idea.  Tell someone 1+1 = 2 and they\'ll agree.  Tell them 1+1 can also equal 3 and they\'ll hesitate.  Fear.  The brain simply cannot suspend prior logic.  It is like drinking 10 gallons of water.  The conventional manager\'s brain cannot do it one sitting.  It requires a \"glass by glass\" approach.  If you are willing to give your manager a glass of water each day, you will eventually convince them.  Who has the patience for this?  Business moves way too fast.  The most innovative companies understand this...led by post-convention thinkers who drink 10 gallons a day.  I\'d suggest hooking up with one.', 0, '1', '', '', 0, 0),
(2189, 4875, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-11 07:20:29', '2011-05-11 12:20:29', 'Timothy, I think most in this forum agree with you that people aren\'t disposable.  I\'ve also found that generally organizations don\'t have opinions, they simply have people who do.  I think the people who have shared that proverb with you should either leave, like you seem to have done, or complain about it to someone who can do something about it, like their manager.\n\nIn contrast too, I think we solve the problem not by focusing on the problem or the consequences, but by focusing on the solution.  Would you care to share about organizations that appreciate and empower their people?  Do you know of any companies who attract talent?  In my local area, there are a couple of large employers, like Bama Companies and QuikTrip who consistently win awards for how they treat their people and the positive contribution they make to the area.  For me, I tend to drive in the direction of my focus.  So I like to focus on those that do things well.', 0, '1', '', '', 2186, 1),
(2190, 4875, 'Cultivating Idea Leadership—Views From an IBM Fellow - Lead Change Group', '', 'http://leadchangegroup.com/cultivating-idea-leadership-views-from-an-ibm-fellow/', '174.121.64.152', '2011-05-17 12:43:55', '2011-05-17 17:43:55', '[...] a brick wall when they propose process improvements or new product concepts to their employers (see case study in prior post). They voice frustration with “we’ve-always-done-it-this-way” thinking and silo [...]', 0, '1', '', 'pingback', 0, 0),
(2191, 4900, 'John Bell', 'john_bell@telus.net', 'http://www.ceoafterlife.blogspot.com', '70.79.163.121', '2011-04-30 14:10:03', '2011-04-30 19:10:03', 'And when rise up the leadership chain, remember that you are going from knowing more about less &amp; less to knowing less about more and more. This is especially the case for new CEOs.', 0, '1', '', '', 0, 0),
(2192, 4900, 'Quixperito.com', '', 'http://quixperito.com/story/168/', '69.164.195.18', '2011-05-01 11:33:55', '2011-05-01 16:33:55', '<strong>5 Tips For The Brand New Leader...</strong>\n\nBecome A Servant Leader... this is the BEST piece of advice I can give you... A great leader, serves others. Others include… well… everyone. Your organization, your boss, your peers, your team, other teams, your client, your customers, your family and ...', 0, '1', '', 'trackback', 0, 0),
(2193, 4900, 'Dan Rockwell', 'dan@leadershipfreak.com', 'http://leadershipfreak.wordpress.com/2010/12/02/withhold-i-say-you-2/', '173.163.83.46', '2011-05-02 04:28:53', '2011-05-02 09:28:53', 'John,\n\nThanks for your insights. My experience indicates your unlearning it\'s not only new leaders that fail because they don\'t unlearn. Old leaders fail for the very same reason.\n\nBest wishes,\n\nDan', 0, '1', '', '', 0, 0),
(2194, 4900, 'Developing a New Leader | CallCenterBestPractices.com', '', 'http://www.callcenterbestpractices.com/developing-a-new-leader/', '66.147.242.83', '2011-09-29 20:06:48', '2011-09-30 01:06:48', '[...] Skills Training &amp; Tools for Pastors, Deacons and ChaplainsHow To Develop Leaders Around You5 Tips For The Brand New Leader - Lead Change Group  if (top!=self) { window.location = [...]', 0, '1', '', 'pingback', 0, 0),
(2195, 4912, 'Billy Kirsch', 'billy@kidbillymusic.com', 'http://kidbillymusic.com', '98.87.120.110', '2011-05-09 08:14:22', '2011-05-09 13:14:22', 'A good summary of important elements we all face when trying to change things. Indeed, change is the only constant we can count on. Many organizations talk about change or initiate it without \'giving it a chance\'. Thanks for this post.', 0, '1', '', '', 0, 0),
(2196, 4912, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-09 10:32:14', '2011-05-09 15:32:14', 'Will,\n\nOften, simply believing in the change is the single factor in actually achieving it.  Great post!\n\nMike...', 0, '1', '', '', 0, 1),
(2197, 4912, 'Christina Haxton', 'christina@sustainable-leaders.com', 'http://leadchangegroup.com/members/sustainableleaders/', '12.175.230.36', '2011-05-14 07:00:10', '2011-05-14 12:00:10', 'Will,\n\nExcellent reframe ... change = learning, and who doesn\'t want to learn???\n\nChristina', 0, '1', '', '', 0, 1),
(2198, 4924, 'Laurinda', 'laurinda.bellinger@gmail.com', 'http://www.laurindaonleadership.com', '24.17.44.101', '2011-05-07 10:33:49', '2011-05-07 15:33:49', 'You should use that quote as a title of a book. The History Channel had a series on the Dark Ages. I found it amazing that the dark ages gave birth to the Renaissance.\n\nGreat article.', 0, '1', '', '', 0, 0),
(2199, 4924, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com', '68.13.251.23', '2011-05-07 21:22:36', '2011-05-08 02:22:36', 'Laurinda - Thank you for the response and the idea!  What an encouraging book that would be!', 0, '1', '', '', 2198, 0),
(2200, 4928, 'Dan Rockwell', 'dan@leadershipfreak.com', 'http://leadershipfreak.wordpress.com/2010/12/02/withhold-i-say-you-2/', '174.55.208.221', '2011-05-02 08:04:41', '2011-05-02 13:04:41', 'Chery,\n\nI\'ve read both the first and second editions of \"Full Steam Ahead.\" I didn\'t think I could enjoy the first one more than I did. However, the second addition is a genuine remake with major revisions, restructuring, and new content.\n\nIt is a leadership fable but it\'s a meaty fable. There\'s not much fluff in the story.\n\nI just love \"Full Steam Ahead.\" Thanks for reviewing it here today.\n\nCheers,\n\nDan', 0, '1', '', '', 0, 0),
(2201, 4928, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com', '68.13.251.23', '2011-05-02 08:45:35', '2011-05-02 13:45:35', 'Dan,\n\nThanks for your comments!  I agree it is a MEATY-fable!\n\nIt does a beautiful job of emphasizing that vision is so much more that words on a poster that has been hung on a wall to collect dust!\n\nChery', 0, '1', '', '', 0, 0),
(2202, 4928, 'Jesse Stoner', 'jstoner@seapointcenter.com', 'http://jessestoner.com', '71.235.50.49', '2011-05-02 10:25:35', '2011-05-02 15:25:35', 'I appreciate your review because not only does it describe the book, but it also shares helpful information on why vision is important and what leaders can do. Thanks for helping get the word out!', 0, '1', '', '', 0, 0),
(2203, 4928, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com', '68.13.251.23', '2011-05-02 13:58:46', '2011-05-02 18:58:46', 'Jesse - I love your work and the history of how you discovered the power of vision with your students.  The book is fun to read, and at the same time the data you share in the beginning of the book keeps smacking me in the forehead, much like the old V-8 Television Ads.\n\nIf not having a vision is what limits managers from being great leaders, and only 10% of the leaders you and Ken worked with, around the world, have a clear sense of where they are trying to lead people...  It sounds like 90% of us share an opportunity to be more effective by developing that skill.\n\nCan you imagine the difference that could be made in the economy and on our communities if that percentage increased just 10%?  Thinking about it, gives me Goosebumps!', 0, '1', '', '', 0, 0),
(2204, 4928, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-05-02 14:35:32', '2011-05-02 19:35:32', 'I am really looking forward to reading this.  Always love a good story, especially one that facilitates learning of something so elusive yet essential.  Thanks for sharing your review Chery.', 0, '1', '', '', 0, 0),
(2205, 4928, 'Jesse Stoner', 'jstoner@seapointcenter.com', 'http://www.seapointcenter.com', '71.235.50.49', '2011-05-02 21:05:35', '2011-05-03 02:05:35', 'Susan, you asked me a great question on twitter that I cannot answer in 140 characters, so I\'ll respond here instead. You asked what my major discovery or insight was between writing 1st and 2nd versions. I\'d say that my biggest awareness is how easy it is to lose track of the vision, after we have created it and done all the work to set thing in motion. Circumstances change and we get distracted. Life happens. And then one day we look around and realize how far we have drifted off course without even realizing it.  This is true at a personal level as well as for teams and organizations. It\'s not enough to just create a vision. We have to put strategies in place to support our ongoing awareness and focus. For this edition we added a new chapter on \"Staying the Course.\"  Thanks for asking the question, Susan.', 0, '1', '', '', 2204, 0),
(2206, 4928, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://www.randomactsofleadership.com', '76.26.161.97', '2011-05-03 09:18:58', '2011-05-03 14:18:58', 'Thanks for your response Jesse.  I look forward to reading that chapter.  All too often after the initial \"big bang\" roll out of the vision, attempts to keep the vision present amount to little more than periodic e-mails, presentations, and superficial artifacts like posters, mugs, etc. Keeping the vision alive requires finding ways to keep it front and center in everyday conversation - it takes discipline and often requires a shift in context on the part of positional leaders.  One of the shifts in context I think leaders need to make to \"stay the course\" is that they don\'t need to keep presenting the vision, they need to be in consistent conversation with people about the vision, what it means to people, how it is being manifested today, and its impact and implications for the future as they see it.', 0, '1', '', '', 2205, 0),
(2207, 4928, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-03 15:37:25', '2011-05-03 20:37:25', 'Chery,  thanks for the awesome review.  I read the first edition of Full Steam Ahead and I\'m looking forward to the second.  You can tell when someone excels at what they do and Jesse has a gift for vision.  It\'s a great book!', 0, '1', '', '', 0, 1),
(2208, 4928, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com', '68.13.251.23', '2011-05-04 04:29:32', '2011-05-04 09:29:32', 'Thanks for your response Mike!  I agree Jesse has a gift for vision and I\'m so glad she is sharing it!\nThis quote from an unknown author says it all, “We are limited, not by our abilities, but by our vision.”', 0, '1', '', '', 2207, 0),
(2209, 4928, 'Maybelle', 'mwv@maybellevictor.com', 'http://www.mybookside.com', '58.69.141.4', '2011-09-26 02:38:12', '2011-09-26 07:38:12', 'I just managed to finish this book and I can\'t help but feel very inspired.  Your review and the comments of everyone here attests how vision can help enlighten and simplify work and personal life.  Thanks for sharing these notes!', 0, '1', '', '', 0, 0),
(2210, 4928, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com', '70.167.30.24', '2011-09-26 18:17:51', '2011-09-26 23:17:51', 'Maybelle, It is great to hear from you!  So glad you enjoyed the book and the conversation.  As you begin to apply some of the learning\'s we invite you to share your vision journey and the impact it is having...', 0, '1', '', '', 2209, 0),
(2211, 4943, 'Ben', 'marketingtemp@na.drakeintl.com', 'http://www.drakepulse.com', '38.112.96.231', '2011-05-13 14:37:56', '2011-05-13 19:37:56', 'I really like your point about inviting employees to challenge obstacles - I think this can be great for developing ideas and solving conflict, and a good way to empower your staff.\n\nBen\nhttp://www.drakepulse.com', 0, '1', '', '', 0, 0),
(2212, 4943, 'Lorna Donovan', 'lornad14@comcast.net', 'http://www.skyeassociates.net', '67.176.94.153', '2011-05-25 10:55:01', '2011-05-25 15:55:01', 'Leigh, Surely one of your best interviews and write-ups. Reminds me of Tom Peters’ admonition to “foster the fanatics, make room for weirdos; they will save your company” in paraphrase. He wrote In Search of Excellence about the time John Cohn joined IBM, too. Both men with ideas ahead of their time... choosing your own drumbeat may be the way back for corporate life and the way forward.  I’ll bet he inspires people around him just by showing up each day. Bravo for your choice, John!', 0, '1', '', '', 0, 0),
(2213, 4943, 'John', 'info@selfesteemgenerator.com', 'http://www.selfesteemgenerator.com', '101.108.34.236', '2011-10-19 10:56:45', '2011-10-19 15:56:45', '\"You need to use your passion for your ideas to stand up to the many constraints you may encounter in a large organization.\"\nTruly inspiring words! I didn\'t know that these kind of people work at IBM, which I always just thought of as \"the big, soulless corporation\".', 0, '1', '', '', 0, 0),
(2214, 4943, 'Cultivating Idea Leadership - Views From an IBM Fellow | Future of Leadership | Scoop.it', '', 'http://www.scoop.it/t/future-of-leadership/p/619587717/cultivating-idea-leadership-views-from-an-ibm-fellow', '89.30.105.121', '2011-11-03 06:29:36', '2011-11-03 11:29:36', '[...]  Cultivating Idea Leadership - Views From an IBM Fellow           Literally hundreds of &ldquo;idea people&rdquo; are wilting in Corporate America today. Many feel they are talking to a brick wall when they propose process improvements or new product concepts to their employers (see case study in prior post). They voice frustration with &ldquo;we&rsquo;ve-always-done-it-this-way&rdquo; thinking and silo mentality. [...]', 0, '1', '', 'pingback', 0, 0),
(2215, 4953, 'Garry Trammell', 'gltram@me.com', 'http://gtramblings.com/', '50.33.219.181', '2011-05-11 06:47:17', '2011-05-11 11:47:17', 'Intriguing post and much truth here to act on, if a person is willing to take on honest look at themselves. I\'ve taken a number of assessments, but I\'m not sure if DISC was one of them. I\'d like to take you up on your offer Angie. My email is gltram@me.com. Thank you.', 0, '1', '', '', 0, 0),
(2216, 4953, 'Angie Chaplin', 'angie@angiechaplin.com', 'http://leadchangegroup.com/members/angiechaplin/', '173.23.60.141', '2011-05-11 09:00:59', '2011-05-11 14:00:59', 'Sounds great, Garry. And thank you for being the first to comment on my first blog post with Lead Change. Email or DM me your t-shirt size and mailing address, and I\'ll send you some Angie Chaplin Leadership Partners \"swag\" when the rest of the promo items arrive. Thanks again, and Lead On, my friend!', 0, '1', '', '', 0, 1),
(2217, 4953, 'Barb', 'barb@kevineikenberry.com', '', '99.170.254.91', '2011-05-11 12:05:00', '2011-05-11 17:05:00', 'Angie, tools such as DISC, can help us as leaders to identify others and their learning and leadership styles.  To my mind, the best use of an assessment like this is to \"know thyself\".\nI\'ve personally taken and taught the Florence Littauer Personality Plus characteristics.  This is another opportunity to strength and reinforce my knowledge of self.\nI love the phrase \"character based leadership\"\nI congratulate you on all you are doing as you launch your new business brand.  You are making a difference in the lives that you are touching!', 0, '1', '', '', 0, 0),
(2218, 4953, 'Angie Chaplin', 'angie@angiechaplin.com', 'http://leadchangegroup.com/members/angiechaplin/', '173.23.60.141', '2011-05-11 22:06:11', '2011-05-12 03:06:11', 'Thanks for your comment, Barb. I chuckled at the phrase you used, \"Know Thyself,\" as that\'s what I call many of the DISC workshops, presentations, or keynotes that I give on the topic. I\'m glad to hear that you\'ve learned more about your behavioral tendencies through Personality Plus. Would you also like to take a free online DISC assessment (the Target Training International version) to see how the two compare?\n\nThank you for your kind words! I enjoy what I do, and I learn something new everyday!\n\nLead on!\nangie', 0, '1', '', '', 2217, 1),
(2219, 4953, 'Barb', 'barb@kevineikenberry.com', '', '99.170.254.91', '2011-05-12 20:17:36', '2011-05-13 01:17:36', 'I\'d love to take the online DISC.  Thanks for offering!\nAs always, this is a Remarkable day.', 0, '1', '', '', 0, 0),
(2220, 4953, 'Christina Haxton', 'christina@sustainable-leaders.com', 'http://leadchangegroup.com/members/sustainableleaders/', '12.175.230.36', '2011-05-14 07:09:02', '2011-05-14 12:09:02', 'Hi Angie,\n\nCertainly the DISC is one I hear my clients mention as an assessment they\'ve found gives them their personal \"Aha!\" moment ... yet I also wonder how the DISC has helped clients transfer their understanding into action that makes a difference back in the office?  What has been your experience?\n\nChristina', 0, '1', '', '', 0, 1),
(2221, 4953, 'Why Can’t We All Just Get Along? &laquo; Rodrick Makore', '', '', '72.233.61.70', '2011-05-15 13:26:06', '2011-05-15 18:26:06', '[...] Why Can’t We All Just Get Along?. [...]', 0, '1', '', 'pingback', 0, 0),
(2222, 4953, 'Angie Chaplin', 'angie@angiechaplin.com', 'http://leadchangegroup.com/members/angiechaplin/', '173.23.60.141', '2011-05-22 22:09:00', '2011-05-23 03:09:00', 'Thanks for your question, Christina! The accountability of carrying out action plans ultimately rests with each individual. That being said, I do assign accountability partners, have participants complete action plans, etc. The greatest results come from a fully integrated DISC program that is not just a \"flavor of the month\" training event.\n\nSome of my clients engage my coaching services on a one-to-one basis for employees who may need a nudge or someone to check in on their ongoing progress. These coaching calls typically take place every 3-4 weeks, and if the participant hasn\'t made the progress they\'d committed to in their action plan, we discuss barriers and strategies for overcoming those barriers.\n\nI hope that answers your question. If you\'d like to talk more about the on-going application of DISC, feel free to contact me at angie@angiechaplin.com.\n\nLead on,\nangie', 0, '1', '', '', 2220, 1),
(2223, 4953, 'chella', 'chellavignesh@yahoo.com', '', '117.240.242.163', '2011-07-28 11:35:26', '2011-07-28 16:35:26', 'hi\ni would like to take up DISC test\nthnx for offering it free', 0, '1', '', '', 0, 0),
(2224, 4970, 'Research your idea thoroughly&#8230; &laquo; Lead Serve &amp; Encourage', '', 'http://garrytrammell.com/2011/05/21/research-your-idea-thoroughly/', '69.170.134.56', '2011-05-21 06:38:33', '2011-05-21 11:38:33', '[...] their ideas and use discernment communicating to management. I encourage you to read her fine post HERE. The above bullet points caused me to think how similar questions could be used in a personal [...]', 0, '1', '', 'pingback', 0, 0),
(2225, 4980, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-11 07:38:25', '2011-05-11 12:38:25', 'Guy, thanks for the great post.  I especially like the point about being immediate.  We do appreciate things we can value in the present.  Many managers have a challenge with this because they\'re not in and around their people.  For me the hard part about learning to be immediate was to Be Present (not just physically present but interested, engaged and paying attention to help).  Many middle managers are more \"present\' with their bosses than with their team.  We must Be Present to be able to Be many of the other things you mention above.\n\nMike...', 0, '1', '', '', 0, 1),
(2226, 4980, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-05-11 08:25:06', '2011-05-11 13:25:06', 'I was struck by the same point Mike.  By being immediate, we can first positively reinforce the things we would love to see repeated.  There is a direct connection between the speed of the reinforcement and the likelihood of repeat.  The second part is being able to head off potential problems before they spiral out of control.\n\nGood reminders in this post! Thank you!', 0, '1', '', '', 2225, 1),
(2227, 4980, 'Ellen Eckhardt', 'Autumneme3@aol.com', '', '69.204.18.5', '2011-05-11 10:35:09', '2011-05-11 15:35:09', 'Thank you, Guy.  These are great!  I just jotted them down in my journal...with the acronym \"P.S. cc I\"  That way, I will always remember to remind myself of what I may suggest to someone else.  Great post!!!', 0, '1', '', '', 0, 0),
(2228, 4980, 'Guy Harris', 'guy.harris@principledriven.com', 'http://leadchangegroup.com/members/recovengineer/', '99.170.253.155', '2011-05-12 13:08:00', '2011-05-12 18:08:00', 'Mike - Thanks for the feedback and the additional insights.\n\nDeborah - Thanks for adding your thoughts.\n\nEllen - Please pass them on. Thanks for the feedback. I\'m glad that you can find practical use for these ideas.', 0, '1', '', '', 0, 1),
(2229, 4980, 'Ben', 'marketingtemp@na.drakeintl.com', 'http://www.drakepulse.com', '38.112.96.231', '2011-05-13 14:42:35', '2011-05-13 19:42:35', 'Thanks for this, Guy. This is a very informative post, and a great resource for managers. A great supplementary post for this can be found at DrakePulse, at: http://www.drakepulse.com/2011/the-changing-face-of-reward/', 0, '1', '', '', 0, 0),
(2230, 4987, '10 Ways to Show Respect: Master the Art of Conversation &#8211; Lead Change Group &laquo; Tech4buziness', '', 'http://tech4buziness.com/2011/05/10-ways-to-show-respect-master-the-art-of-conversation-lead-change-group/', '213.251.189.204', '2011-05-15 23:14:47', '2011-05-16 04:14:47', '[...]  Lead Change Group        Cliquez ici pour annuler la [...]', 0, '1', '', 'pingback', 0, 0),
(2231, 4994, 'William Powell', 'wpowell@theleadershipadvisor.com', 'http://leadchangegroup.com/members/williampowell/', '184.57.165.110', '2011-05-05 08:34:03', '2011-05-05 13:34:03', 'I have to agree with you Deborah. While I\'m happy that this particular person will not be actively perpetuating the deeds he thought necessary and appropriate (however misguided that was), I simply cannot celebrate the death of another human being and look at myself in the mirror.\n\nFrom a more objective perspective, our celebrating in the streets over the death of Osama Bin Laden appeared strangely similar to the celebration in the streets by others when the Twin Towers collapsed. Not exactly the kind of affiliation we\'re hoping to have.\n\nThanks for having the courage to share a possibly not so popular viewpoint on a very delicate subject.', 0, '1', '', '', 0, 1),
(2232, 4994, 'John E. Smith', 'stratlearning@hotmail.com', 'http://strategiclearner.wordpress.com', '12.104.202.50', '2011-05-05 08:50:25', '2011-05-05 13:50:25', 'Hi, Deborah - interesting post and a wonderful quote.\n\nThe discussions you seek were happening, in my experience, but my social media network is front-loaded with people like Jim Wallis, Deborah Bolen, God\'s Politics blog, Diana Butler Bass, Rodney Allen Reeves, and Roger Lynn.    Some are well-known and some are just friends, but they are examples of people engaging in a difficult discussion about how our reactions and behaviors convey messages and values during significant events.\n\nI even chimed in with a blog post at http://bit.ly/kT9woA (The Strategic Learner).\n\nUnfortunately, I see little attention being paid in the mainstream media to this discussion.  They are absorbed by details of the operation and the usual analysis to nauseum.\n\nI think your point about silent leadership is well taken.  Silence from a leader indeed speaks volumes.\n\nJohn', 0, '1', '', '', 0, 0),
(2233, 4994, 'John E. Smith', 'stratlearning@hotmail.com', 'http://strategiclearner.wordpress.com', '12.104.202.50', '2011-05-05 09:03:14', '2011-05-05 14:03:14', 'Sorry - forgot to mention that you can see posts and links from all these folks and more on my Facebook Profile (John E. Smith), if you are interested.  If I had more time, I\'d compile a nice list, but gotta go baby sit my granddaughter:)\n\nJohn', 0, '1', '', '', 2232, 0),
(2234, 4994, 'Tara R. Alemany', 'alewebsocial@gmail.com', 'http://leadchangegroup.com/members/alewebsocial/', '68.191.55.98', '2011-05-05 10:05:36', '2011-05-05 15:05:36', 'Thanks, Deborah, for opening up this difficult discussion. When my 13-year-old daughter saw the rejoicing on the television, her immediate reaction was to question why anyone would celebrate the death of another individual. She and I then spent time in prayer, asking for enlightenment as to how to respond to the situation.\n\nThat night, as I went to bed, I wrote the following to a friend of mine: \"I hope the remainder of your weekend was enjoyable. Mine was, although the news of Osama bin Laden\'s death has me shook up a little bit... It\'s hard to rejoice in the death of anyone, even though I realize the War on Terror could never end while he was still alive. Yet, it will hopefully bring some closure for those still living with issues resulting from 9/11. All in all, very mixed feelings.\"\n\nYou see, I live 90 minutes outside of NYC. My Uncle lives in Times Square, and actually watched from his balcony as the second tower was hit. I have friends and neighbors who were in the City that day. I know people who lost loved ones there, and who survived Ground Zero. That morning is indelibly burned in my memory as I tried for hours to find out whether my family was safe. Simply hearing the words \"nine eleven\" in succession brings me back to the powerful feelings experienced that day. My then 18-month-old son was home sick with me that morning as we watched the news footage, and had nightmares for the next 2 years about \"the bad men flying planes into the buildings.\"\n\nI\'m a follower of Christ. I choose not to hate anyone, even though there may be people whose actions I don\'t like (or approve of). I have prayed for some resolution to this whole situation for years. Unfortunately, it seems as though there was no way the War on Terror could ever end when Osama Bin Laden was so set upon jihad.\n\nAm I grateful that he\'s dead? Humanly speaking, yes. Do I wish it had been of natural causes or something less intentional? Yes. Am I hopeful that the War on Terror has turned a corner? Yes. Am I afraid that Bin Laden\'s death increases our danger? Yes.\n\nPerhaps part of the \"silence\" you \"heard,\" was people struggling with a mixture of feelings that are hard to process. I don\'t rejoice in his death. But his death gives me hope that I didn\'t have previously, hope for healing and for peace. The only thing I posted online about it though was simply to thank my sister, who enlisted as a result of 9/11, and her military friends for their service during this time. In the long run, it\'s the sacrifices of our military troops, their families, and the victims of terror that I chose to focus on instead.', 0, '1', '', '', 0, 1),
(2235, 4994, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-05-05 10:30:53', '2011-05-05 15:30:53', 'Thank you so much for your thoughtful response.  I too was struck by the similarity of our behaviors as compared to those we saw almost 10 years ago.  I know that this is a complex issue, and we all have more than one emotional response to this news.  I appreciate your willingness to talk about this here.  I am hopeful that by talking we can all come to greater understanding of ourselves and the larger world.  For me, this is our only chance at ever eventually arriving at peace.', 0, '1', '', '', 2231, 1),
(2236, 4994, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-05 10:39:56', '2011-05-05 15:39:56', 'I\'m wrestling with my response.  Well, no, I\'m really not.\n\nIt\'s wrong to take a life.  But it\'s also wrong to allow someone else who has proven a disposition for that behavior to do the same.  Bin Laden wasn\'t spending any energy trying to convince the world that he\'d turned over a new leaf.  So for whoever that would have been next, I\'m glad he\'s dead; I\'m glad they didn\'t hesitate; I\'m glad no one else was injured.  I have new respect for our President because of the courage he demonstrated to act.\n\nAnd, whatever else might happen as a result, also might have happened had we not killed him.  He asked many people to sacrifice for his \"holy\" war.  Now it\'s his turn.\n\nI agree it\'s probably not \"taking the high road\" to celebrate.  But that\'s a minor offense compared to the crimes committed.', 0, '1', '', '', 0, 1),
(2237, 4994, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-05-05 10:41:00', '2011-05-05 15:41:00', 'I am grateful to know that these conversations are happening, John.  My hope here was to challenge the leaders in my life, some of whom are part of the #leadchange group, to participate in this as well.  I understand that Twitter is sometimes a difficult forum for use on more complex and challenging issues, but I KNOW this community cares deeply about character in leadership.  I am almost hyper aware of my words because I speak to about a hundred students daily.  Some of my Twitter leadership friends have thousands or even tens of thousands of followers.  Their impact can be incredibly significant.\n\nAs for the media focus, I agree that they have clearly had other priorities, but I found out about this event through social media rather than CNN or other news sources.  The role of social media, especially among our youth, is incredibly important.  I encourage all of us to remember that we have tremendous influence.\n\nI appreciate your words here and will definitely check out the sources you mentioned!  Thank you!', 0, '1', '', '', 2233, 1);
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
(2238, 4994, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-05-05 10:53:27', '2011-05-05 15:53:27', 'Man Tara.  I think you summarize a lot of what people are feeling about this event.  You may be right in that It is this mixture of emotion that may well have silenced folks.  I am not suggesting it is an easy thing to know what to say here.  You said some powerful and deeply felt things in your letter.  I know that there are many thousands that were far more deeply affected than I was, and I cannot begin to fully understand their emotional journey, but I do know that this hatred must somehow end or it will destroy us all.  I sincerely hope you are right and that there is some good that can come of this death.  I struggle to see that right now, but perhaps it will take time.\n\nI appreciate your thoughts and willingness to discuss this issue.  I genuinely hope that as we wrestle with this as individuals and a nation, we come to greater understanding of ourselves and the larger world community.  As I have said earlier, I believe this is the road to peace.', 0, '1', '', '', 2234, 1),
(2239, 4994, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-05-05 11:24:49', '2011-05-05 16:24:49', 'First let me thank you Mike for allowing my post on this forum.  I appreciate your willingness to allow this discussion and for your candor in your comment.\n\nI want to be clear here. I don\'t believe that there was really any other alternative to what happened here.  As a nation we must protect ourselves.  Osama bin Laden made every effort to make it impossible to do anything but kill him.  I am truly grateful that we had the ability to find him and the well-trained, patriotic soldiers willing to sacrifice their lives for my safety.\n\nI guess the real issue for me is how to make his death something that furthers the real goal, peace.  There are a multitude of misunderstandings in the world related to religion, race, and culture.  The offense of the celebration of his death is indeed small in comparison to the evil that bin Laden wrought, but these celebrations are the images the rest of the world sees.  We were horrified when some in the Muslim world celebrated 9/11.  Not every Muslim celebrated, but we painted the Muslim community with a pretty broad brush as a result.  The Muslim community doesn\'t see all our good works.  All they see is us having a party.  That\'s not really who Americans are.  I want Muslims to know this.  We cannot stamp out terrorism alone.  It will only end when every religion, every race, every culture says no more.\n\nI know you are not alone in how you feel Mike.  Thank you for sharing your thoughts.  I think we can both agree that the real party can start when killing terrorists is no longer necessary.', 0, '1', '', '', 2236, 1),
(2240, 4994, 'Kevin McClave', 'kmcclave@twcny.rr.com', '', '74.71.162.219', '2011-05-05 12:23:11', '2011-05-05 17:23:11', 'I echo the thanks for your well thought and under-represented outlook, Deborah.\n\nOne of the reasons I hadn\'t spoiken up more about the issues you describe is that I was actually struggling to articulate exactly what it was that bothered me about the celebrations of Bin Laden\'s death. I think your one sentence tweet helped me to that clarity, and is perfect for that medium. Mikes response above also gives me further clarity on my own opinion of things.\n\nI do not mourn Bin Laden\'s death. I do not feel badly that he is dead. I do not wish that he was taken alive, nor did I have a prior preference that he not be. That they found him was the most important thing. His death is largely a symbolic one, but that does not take away the significance of it. I do worry that he has now become a martyr to his cause, which may in fact make him even more dangerous than he was alive.\n\nPart of me despairs about the outright celebrations of this turn of events as a comment on the fabric of our society. It is for the same primary reason I am against the death penalty that I think I am troubled by this: we cannot compartmentalize so easily the spilling of blood. That we are desensitized to it enough to cheer executions, by brave Special Ops or by our government, is a statement on us as a people.\n\nCarl Jung said that \"you alweays become the thing you fight the most.\" These are certainly words to keep in the forefront of our minds during these times in which we live.', 0, '1', '', '', 0, 0),
(2241, 4994, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-05 13:05:30', '2011-05-05 18:05:30', 'It\'s your forum too.  Besides, the best way to learn is to hear others\'  thoughts.  This is a great conversation.', 0, '1', '', '', 2239, 1),
(2242, 4994, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-05-05 13:32:12', '2011-05-05 18:32:12', 'Thank you Kevin for your thoughtful commentary.  I had not heard the Jung quote before.  I genuinely hope there is another route.  I tend to be more humanist in my philosophical thinking, that we are always striving to become our best selves, but we have many needs that must be met along the way. (i.e. food, safety, love, education)  It is only when we perceive our basic needs are unmet that we stumble and fall short of our best selves.\n\nThank you for joining our conversation and adding your insights.', 0, '1', '', '', 2240, 1),
(2243, 4994, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.110.19', '2011-05-05 14:48:30', '2011-05-05 19:48:30', 'Deborah, I have had a whole mishmash of thoughts about this week\'s events. Complete coincidence -- but a leader from my son\'s Boy Scout troop was in Pakistan for a business trip last week and had arranged to meet with Pakistani Boy Scouts to learn about their programs. Last night, I watched a video the Pakistani Scouts had prepared to say \"hi\" to their Colorado counterparts. The expression of brotherhood and the sincere desire for cultural exchange was moving. I found myself looking at their uniforms and listening to their greetings and thinking, \"They are just like us.\"\n\nFor centuries, humans have been uncomfortable with \"difference.\" Different skin colors. Different religions. Different political views. We continue to kill one another over these things. I do not agree with bin Laden\'s views or tactics. But dancing in the streets to celebrate his death does nothing to create a world where we dialogue constructively about difference, instead of judging, attacking and purging.', 0, '1', '', '', 0, 1),
(2244, 4994, 'Tanveer Naseer', 'tanveer_naseer@yahoo.ca', 'http://www.tanveernaseer.com', '74.58.0.109', '2011-05-05 14:51:47', '2011-05-05 19:51:47', '“Do not rejoice in the death of one man. Rejoice when there is peace.”\n\nBrilliant Deborah.  While I don\'t think anyone would argue that Bin Laden\'s death is bad thing, I do agree wholeheartedly that celebrating the death of anyone - regardless of how evil they were - shortens the gap between what we despise and what we aim to be as a society.\n\nIn terms of leadership, I think it also serves to remind us of the importance of focusing on purpose, which is why I loved your quote above.  Sorry I missed it, by the way, as I would have gladly shared that nugget on Twitter.  In fact, I\'m going to do so right now.', 0, '1', '', '', 0, 0),
(2245, 4994, 'Tara R. Alemany', 'alewebsocial@gmail.com', 'http://leadchangegroup.com/members/alewebsocial/', '68.191.55.98', '2011-05-05 16:47:11', '2011-05-05 21:47:11', 'Hi, Kevin.\n\nAs a surviving family member of someone who was a victim of murder, I am FOR the death penalty. Not because I cheer on death or the vengeance that drives some to seek the death of others. Instead, what I despise is the fact that my tax dollars went for 22 years to house, clothe and feed a man who ruthlessly killed another. While I love our country, that doesn\'t mean I agree with what we\'ve come to see as \"justice.\" How is it justice that this man is now free, after \"serving his time,\" when my uncle\'s life was cut short at the ripe old age of 24? Andy\'s gone while his killer gets a second chance at life. It\'s not to say that his life wasn\'t destroyed that day as well. But while he was waiting for his second chance, I paid (along with my fellow tax payers) for everything he needed to survive. How fair is that? My only hope is that this man makes something good come out of his own life.\n\nIn Osama\'s case, his path was clear. He followed it unwaveringly, and showed no signs of ever changing his direction. He\'s gone. That\'s an accomplishment, not a reason to celebrate. It\'s a step in the right direction, and now it\'s time to forge a new future.\n\nPeace isn\'t always about a lack of fighting among peoples. Peace must exist inwardly before it can exist outwardly. I think this step in our nation\'s history will bring greater inward peace to those who lost loved ones as a result of 9/11.', 0, '1', '', '', 2240, 1),
(2246, 4994, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '98.85.75.66', '2011-05-05 18:55:46', '2011-05-05 23:55:46', 'Tara, I am deeply sorry for the loss your family suffered, and I do hope that there is some kind of peace for all those that suffered loss and pain on Septemeber 11 and in the almost ten years since.  In the context of this piece I will not remain silent but will fairly state that I am not in favor of the death penalty.  However I will save that particular discussion for another day.', 0, '1', '', '', 2245, 1),
(2247, 4994, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '98.85.75.66', '2011-05-05 19:04:36', '2011-05-06 00:04:36', 'Thank you Leigh for sharing you story and adding to this discussion.  I learn from each person\'s post, and I especially love your phrase \"dialogue constructively about difference.\"  I believe that this is difficult and must be approached with openness and willingness to listen.  I struggle with this in class as we discuss difficult issues together.  My students are nearly adults and already have strong opinions about many issues.  My hope is indeed that we can dialogue constructively, just as we have done here, knowing it is not necesary to agree with every person, but only to listen and honestly consider another point of view.\n\nMy friend Lali once mentioned that she has respect for people that can disagree with her intelligently. I could not agree with her more.\n\nThank you Leigh.', 0, '1', '', '', 2243, 1),
(2248, 4994, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '98.85.75.66', '2011-05-05 19:10:19', '2011-05-06 00:10:19', 'Thank you for your kind words, Tanveer.  Let me return the favor by commenting on your phrase, \"celebrating the death of anyone...shortens the gap between what we despise and what we aim to be as a society.\" I have always struggled to express my fundamental dismay at some of society\'s seemingly acceptable behaviors.  Your words help me focus my thoughts.  Thank you for joining our discussion.', 0, '1', '', '', 2244, 1),
(2249, 4994, 'Tara R. Alemany', 'alewebsocial@gmail.com', 'http://leadchangegroup.com/members/alewebsocial/', '68.191.55.98', '2011-05-05 19:59:15', '2011-05-06 00:59:15', 'Hi, Deborah.\n\nThanks for having the courage to request a dialog around a topic you knew had to have many different viewpoints. I love the respect with which we have been able to share our differences and learn from one another.\n\nI think that\'s one of the marks of a true leader, to foster communication when it\'s easier to ignore things. It grows people together in ways that nothing else can. So, thanks for stepping out in courage today. I\'m sure that your students are blessed to know you.\n\nThis is going to be my last contribution today on the subject, but as I was reading through the other comments and your replies, I couldn\'t help but wonder what some of the discussions were like when Adolf Hitler died. He couldn\'t have become as powerful as he was without some supporters. Too bad we can\'t easily tap into the conversations they were having 60+ years ago to see what they learned from the experience...', 0, '1', '', '', 0, 1),
(2250, 4994, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '98.85.96.192', '2011-05-06 05:27:07', '2011-05-06 10:27:07', 'For those following this discussion you might find this article from this morning\'s NY Times interesting. If you have further thoughts, you are welcome to share them here.\n http://www.nytimes.com/2011/05/06/health/06revenge.html?_r=1&amp;nl=todaysheadlines&amp;emc=tha22', 0, '1', '', '', 0, 1),
(2251, 4994, 'There IS a Difference . . . | THE STRATEGIC LEARNER', '', 'http://strategiclearner.wordpress.com/2011/05/06/there-is-a-difference/', '76.74.248.199', '2011-05-06 06:07:12', '2011-05-06 11:07:12', '[...] We experience what we allow by our words and our actions.  We also experience what we allow by our silence.  For more around how silence affects leadership, see Deborah Costello&#8217;s great post and ensuring discussion at the Great Leadership website. [...]', 0, '1', '', 'pingback', 0, 0),
(2252, 4994, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-05-06 07:46:23', '2011-05-06 12:46:23', 'Tara,  I appreciate your kind words and too am grateful that we can have a respectful discussion without all of the posturing that is so common on so many sites.\n\nI cannot begin to know the conversations on Hitler and certainly there were celebrations.  Obviously the circumstances differed, but it would make for an interesting discussion.\n\nIf you are interested in finding out more about Hitler\'s supporters, particularly women in Germany, you might consider Claudia Koontz\'s challenging book, \"Mothers in the Fatherland: Women, the Family and Nazi Politics.\"  In it she discusses the roles of various groups of women inplayed in Nazi Germany, both in their actions and their silence.\n\nI wish you well.', 0, '1', '', '', 2249, 1),
(2253, 5010, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com/blog/together-you-stand-divided-you-fall', '68.13.251.23', '2011-05-13 09:58:58', '2011-05-13 14:58:58', 'Don - Isn\'t it amazing how ANCIENT wisdom is the key to unlocking answers for every generation including today?  Thank you for reminding us that the answers have already been found, they just need to be applied!', 0, '1', '', '', 0, 0),
(2254, 5010, 'Dana Theus', 'dtheus@magusconsulting.com', 'http://www.reclaimingleadership.com', '71.191.251.22', '2011-05-13 21:52:03', '2011-05-14 02:52:03', '\"Too many of those who have learned how to be excellent leaders don’t step up to the plate when it’s really needed out of fear.\"\n\nDon - I agree with you about this. I believe the greatest challenge to our world right now is the fear gripping everyone - not just leaders, but everyone who COULD be a leader if they weren\'t so afraid of failure, shame, poverty, sadness etc. Fear is the biggest inhibitor of leaders\' greatest potential - the ability to stand in their personal power and seek meaningful outcomes in the world, large and small. Standing united for a higher good is certainly part of that. Leaders who know their power and are skilled at helping others around them step into their power too, will be the ones to save us. I think this goes beyond just being united in purpose and goes to a willingness to set aside personal ego in the interests of group power and potential.\n\nThanks for the thought provoking article. Look forward to reading more.\n\nDana', 0, '1', '', '', 0, 0),
(2255, 5010, 'Denise W. Barreto', 'mdwilmer@att.net', 'http://www.relationshipsmatternow.com', '108.68.189.33', '2011-05-16 19:40:10', '2011-05-17 00:40:10', 'Great post. I agree with so many points. Character is in short supply these days and folks who have it often suffer but always sleep peacefully.\n\nI\'ll be tweeting this post and linking it to my Relationships Matter Now Facebook page', 0, '1', '', '', 0, 0),
(2256, 5010, 'Don Shapiro', 'donshapiro@firstconcepts.com', 'http://leadchangegroup.com/members/donshapiro/', '71.121.43.189', '2011-05-16 19:58:28', '2011-05-17 00:58:28', 'Chery, yes I\'m always amazed at what I found when I start digging into the past. We are not the first people to experience troubles nor find ways to address them . There is a lot of wisdom out there. No need to reinvent the wheel. Just modernize it for today\'s times.', 0, '1', '', '', 2253, 1),
(2257, 5010, 'Don Shapiro', 'donshapiro@firstconcepts.com', 'http://leadchangegroup.com/members/donshapiro/', '71.121.43.189', '2011-05-16 20:04:41', '2011-05-17 01:04:41', 'Dana, it seems to me that there is more fear around us than I remember from the past. Maybe it\'s just a perceptual thing but our times seem to have made so many fearful about so much. Ego is a part of this but I\'m not sure it\'s the whole explanation. Many people are just trying to get by and protect what they have. Considering what they have seen happen around them, it is a natural reaction. Yet, things are not what they could be because not enough people have been willing to stand up and lead. Leadership does take courage. We have to trust ourselves and trust that others will believe us and follow along.\n\nWe also have to recognize that the act of leadership is not easy. Often times, people know there will be hardships, resistance and more to something. Today, many people don\'t want to make waves and so they shy away from these types of challenges.\n\nYou are right. When people can step outside of themselves and think of what\'s best for others, their fear can melt away and they can often find the strength to lead.', 0, '1', '', '', 2254, 1),
(2258, 5010, 'Don Shapiro', 'donshapiro@firstconcepts.com', 'http://leadchangegroup.com/members/donshapiro/', '71.121.43.189', '2011-05-16 20:07:25', '2011-05-17 01:07:25', 'Denise, Glad you liked it. I appreciate your sharing this with others. One of the things I keep thinking about is where does character start. Seems to me it starts in the home. So if we don\'t have enough people with character out there, what does this say about our current parenting practices? Maybe parent retraining is a part of the solution! I\'ll check out your Facebook page.', 0, '1', '', '', 2255, 1),
(2259, 5010, 'Denise', 'denise@relationshipsmatternow.com', 'http://leadchangegroup.com/members/denisewbarreto/', '108.68.189.33', '2011-05-16 20:25:06', '2011-05-17 01:25:06', 'Yes, Don you are correct... it starts at home and unfortunately, basic parenting are also in short supply due to the crushing trajectory of the \"family\". Family is not only about blood but it\'s also about community and accountability for one another. It pains me to hear of a family breaking apart and that is why I know my life\'s work - to revolutionize relationships on planet Earth  - is indeed my calling and I\'m working day and night to help folks proactively care for all the relationships in their lives', 0, '1', '', '', 2258, 0),
(2260, 5010, 'Sanjay', 'sg.asia@rediffmail.com', '', '59.178.130.36', '2011-05-17 02:26:57', '2011-05-17 07:26:57', 'I think apart from Courage and Character, Competence is of prime importance. Competence breeds confidence', 0, '1', '', '', 0, 0),
(2261, 5010, 'Dana Theus', 'dtheus@magusconsulting.com', 'http://leadchangegroup.com/members/dtheus/', '71.191.251.22', '2011-05-17 19:40:44', '2011-05-18 00:40:44', 'There is more fear now than there used to be, but I don\'t think it\'s because times are tougher. Goodness, look at the conditions people survived through history. If I had to venture a guess at the reason, it might be because leadership is becoming democratized and more \"average bears\" can now be leaders. Leaders used to be groomed or self-made heroes, now leadership is accessible to EVERYONE. We used to let our leaders manage our fears for us, and with dispersed power and influence comes dispersed fear - and opportunities to overcome it.\n\nI haven\'t thought about it this way before. Interested in people\'s thoughts. Thanks for the good conversation!', 0, '1', '', '', 2257, 1),
(2262, 5010, 'Don Shapiro', 'donshapiro@firstconcepts.com', 'http://leadchangegroup.com/members/donshapiro/', '71.121.43.189', '2011-05-17 19:47:38', '2011-05-18 00:47:38', 'Dana, you have raised a very interesting question. I would like to hear from more people at Lead Change about what they feel is causing all this fear. While we do have a society where anyone can be a leader, there is still some type of filtering process for a leader to arrive at a very influential position. They have to go through a lot of hoops and have some credentials usually. Yet, those at this level are showing fear too....or the opposite...pandering the crowd.', 0, '1', '', '', 2261, 1),
(2263, 5010, 'Dana Theus', 'dtheus@magusconsulting.com', 'http://leadchangegroup.com/members/dtheus/', '71.191.251.22', '2011-05-18 21:40:52', '2011-05-19 02:40:52', 'Don - your question got me thinking on another blog post, but I too will look to see if other people have ideas about why all the fear. In the meantime, I pinged this post on another issue. I referenced this post in a blog that\'s going up tomorrow on Scwharzenegger and Strauss-Kahn (http://reclaimingleadership.com/?p=633). Let me know what you think.', 0, '1', '', '', 2262, 1),
(2264, 5010, 'Schwarzenegger and Strauss-Kahn Give Away Their Power Long Before The World Found Out | Reclaiming Leadership', '', 'http://reclaimingleadership.com/when-did-strauss-kahn-give-away-his-power-before-the-world-found-out/', '184.168.152.19', '2011-05-19 05:55:31', '2011-05-19 10:55:31', '[...] &#8220;They&#8217;re going to keep letting me get away with this as long as I can point to results and don&#8217;t get caught. And even if I do get caught, I&#8217;ll get a lot of attention.&#8221; Or. &#8220;How can I ever be perfect enough not to go down in flames if I achieve a position of worldly power? I don&#8217;t want that pressure.&#8221; (This latter point may be part of the answer to the question Don Shapiro posed in his blog post earlier this week &#8220;Where are the leaders with the courage and character to unite us all?&#8220;). [...]', 0, '1', '', 'pingback', 0, 0),
(2265, 5010, 'Jason T.', 'jasontapp1@att.net', 'http://trueaimconsulting.com', '99.72.223.96', '2011-05-20 15:18:09', '2011-05-20 20:18:09', 'I love this post, the thread of character, courage and \"connection\" through history.  I have a blog post about Character and Courage at Work at my company website.  Don I agree with you and the others about the paralyzing fear that grips most of our potential leaders.  I believe a large part of it is ego.  To develop power and influence these days it often requires a track record of visible results and many credentials in one\'s field.  The people who seek power usually do so as an ego-building or even kingdom-building process.  The over-inflated egos are like helium balloons on the verge of popping...the bigger they get the less they try to stray from the vertical path in order to avoid running into any sharp corners.  Power-mongers are not leaders...I like to think of them as sheep in wolves clothing.\n\nTrue leaders have humility and embrace the idea that others, no matter how big or small their balloon is, may have a valid perspective.  True leaders seek out the perspectives of others, in particular opposing perspectives, to help make their positions even stronger.  It also has the benefit of making their connections with others stronger.  And when they have exercised due diligence and mindfulness in crafting their position, they will stand up for what they believe with conviction.\n\nThese days too many potential leaders don\'t open themselves up to opposing opinions, and don\'t stand up for their own positions, for fear that they will lose the small sphere of influence that they do have...which eventually has the inverse effect as their world continually changes around them.', 0, '1', '', '', 0, 0),
(2266, 5010, 'MAPping Company Success', '', 'http://mappingcompanysuccess.com/2011/06/june-leadership-development-carnival%e2%80%94commencement-edition/', '72.167.93.81', '2011-06-06 03:18:58', '2011-06-06 08:18:58', '[...] post It Takes Courage and Character to Unify People by Don Shapiro appears on the multi-contributor site Lead Change Group Blog – Leaders Growing [...]', 0, '1', '', 'pingback', 0, 0),
(2267, 5010, 'Frank Bucaro', 'frank@frankbucaro.com', 'http://www.FrankBucaro.com', '97.118.16.129', '2011-06-06 13:12:18', '2011-06-06 18:12:18', '\"The crisis we face today isn’t about the techniques, methods and attributes of good leaders. We face a crisis of courage and character.\"\nThis is so true.   I always say that morale filters down, it never filters up.  If you don\'t have a leader with character and courage you are bound to see failure.\nThanks for the though provoking article.  I share it on my FaceBook Fan page.', 0, '1', '', '', 0, 0),
(2268, 5010, 'Schwarzenegger and Strauss-Kahn Gave Away Their Power Long Before The World Found Out - InPower Coaching -', '', 'http://dana-theus.preview136.rmkr.net/when-did-strauss-kahn-give-away-his-power-before-the-world-found-out/', '192.241.255.28', '2015-11-30 23:00:28', '2015-12-01 04:00:28', '[&#8230;] &#8220;They&#8217;re going to keep letting me get away with this as long as I can point to results and don&#8217;t get caught. And even if I do get caught, I&#8217;ll get a lot of attention.&#8221; Or. &#8220;How can I ever be perfect enough not to go down in flames if I achieve a position of worldly power? I don&#8217;t want that pressure.&#8221; (This latter point may be part of the answer to the question Don Shapiro posed in his blog post earlier this week &#8220;Where are the leaders with the courage and character to unite us all?&#8220;). [&#8230;]', 0, '0', '', 'pingback', 0, 0),
(2269, 5024, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com/blog/the-heart-of-a-leader', '68.13.251.23', '2011-05-16 08:23:00', '2011-05-16 13:23:00', 'Great Post Mike!  I could not agree more!  \"It is about finding purpose in the misfortune and intentionally learning from it that makes the difference.\"\n\nFor me finding purpose in a time like that came from this quote From Bruce Wilkinson\'s book The Dream Giver:  “The single best way to develop leaders is to take people out of their safe environments, and away from the people they know, and throw them into a new arena they know little about.  Way over their head, preferably.  In fact the more demanding their challenges, the more pressure and risk they face, the more likely a dynamic leader will emerge.”', 0, '1', '', '', 0, 0),
(2270, 5024, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '12.187.241.98', '2011-05-16 16:46:12', '2011-05-16 21:46:12', 'Thanks for the comment Chery.  The more I read about vision and purpose, like with Full Steam Ahead, the more I\'m convinced that great vision and purpose solve many ills.  I\'ve said before that problems focus us but it\'s not the problem so much as it is a focus on the solution.  When our purpose is noble and the gap between that purpose and where we are is felt and real, much can be accomplished.\n\nThanks again.  Mike...', 0, '1', '', '', 2269, 1),
(2271, 5024, 'Garry Trammell', 'gltram@me.com', 'http://leadchangegroup.com/members/garrytrammell/', '50.33.255.220', '2011-05-16 18:43:58', '2011-05-16 23:43:58', 'Mike, this post is an absolute gem of wisdom!\n\nI especially love \"And, the greater the purpose, the greater the misfortune it can help you overcome. Great misfortune inspires you to reach to a great purpose to pull you through. You won’t sacrifice for a wish, only a purpose. Great misfortune calls you to your greatest purpose – something outside yourself and greater than yourself. Focus on your greatest purpose to pull yourself through difficult times and achieve great results.\"\n\nThat kind of thinking, and purpose, has pulled me through several life \"crises\" and also resulted in the side benefit of shaping and maturing my children. Both types of thinking, with or without a purpose, leave a legacy. For those of us with children, I know which type of thinking, and purpose, I want to embrace.', 0, '1', '', '', 0, 0),
(2272, 5024, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '12.187.241.98', '2011-05-16 18:56:21', '2011-05-16 23:56:21', 'Garry, thanks for the comment.  You\'re correct, with or without a purpose, we will leave a legacy.  And we won\'t get to make excuses for it or blame anyone or anything for our legacy either.  Thanks for the great reminder.  Mike...', 0, '1', '', '', 2271, 1),
(2273, 5024, 'Denise W. Barreto', 'mdwilmer@att.net', 'http://www.relationshipsmatternow.com', '108.68.189.33', '2011-05-16 19:52:58', '2011-05-17 00:52:58', 'Mike - you are on point! It was from great misfortune in my personal life in 2008 that I recovered and found my life\'s work... revolutionizing relationships on planet Earth, one at a time. Now I am certain that no matter what comes my way - I can not only survive but thrive because I have a clear purpose for what I want to do the rest of my life. I would not trade the circumstances that got me here for anything.', 0, '1', '', '', 0, 0),
(2274, 5024, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-20 12:29:26', '2011-05-20 17:29:26', 'Denise, I\'m glad for you.  I often find myself wanting to trade, but realizing that I\'m probably better off.  I can \"remember\" concepts like this much better in the past or when they\'re not happening directly to me.  Thanks for making it personal.\n\nMike...', 0, '1', '', '', 2273, 1),
(2275, 5029, 'Pete Friedes', 'pfriedes@mac.com', 'http://www.managingpeoplebetter.com', '68.175.120.48', '2011-05-22 08:12:58', '2011-05-22 13:12:58', 'I have another example of the same principle. When we were selecting partners (when Hewitt Associates was a partnership), we\'d ask all existing partners to appraise all the candidates they worked with. Invariably, their evaluation would be centered on their own strong traits; actuaries would evaluate a candidate on the accuracy and precision of his/her work, or salespeople would evaluate a candidate on his/her social skills. The best evaluators were partners who appreciated strengths they did not possess themselves.', 0, '1', '', '', 0, 0),
(2276, 5029, 'James Coakes', 'james@coakes6548.fsnet.co.uk', 'http://www.teambuilding.co.uk', '95.149.116.190', '2011-05-22 08:44:28', '2011-05-22 13:44:28', 'Sometimes a fun team building exercise is just what a team needs. Time away from the office for some fun informal social bonding. At other times they need more than that; a facilitated session looking at issues within the team. I have been providing fun and serious team building events for more than 20 years and most of the times clients know what they need and choose the right approach.\n\nThe problem is that fun and serious team building are assessed under the same banner, when actually they are completely different things.', 0, '1', '', '', 0, 0),
(2277, 5029, 'Team Building Pro', 'bookings@victorsfood.com.au', 'http://www.victorsfood.com.au/food-teambuilding.shtml', '144.131.84.214', '2011-05-22 19:01:24', '2011-05-23 00:01:24', 'This is an interesting perspective on \'teams\' in general but somewhat negative! Teams can only be successful if lead with open, honest and clear communication and expectation I agree, but not every team is chosen by those that lead, there are oftent leadership and staff changes that require more consistent solutions. There are many highly recommended team building organisations who can support or maintain these goals so that negativity does not get in the way of teams reaching their common goals unimpeded by varying personality traits and attitudes.', 0, '1', '', '', 0, 0),
(2278, 5029, 'Why Your Team Building Exercise Won\'t Build a Team - Lead Change Group | All Things Management: People &amp; Organizations | Scoop.it', '', 'http://www.scoop.it/t/all-things-management-people-organizations/p/516080988/why-your-team-building-exercise-won-t-build-a-team-lead-change-group', '89.30.105.121', '2011-10-04 19:16:29', '2011-10-05 00:16:29', '[...]  Why Your Team Building Exercise Won&#039;t Build a Team - Lead Change Group           &quot;We teach what we know; we attract what we are.&quot; Those 10 words from Seth Godin at the Chick-fil-A Leadercast 2011 seem simple enough. Maybe...     Source: leadchangegroup.com [...]', 0, '1', '', 'pingback', 0, 0),
(2279, 17905, 'Mark Sturgell CBC', 'askthecoach@pdncoach.com', 'http://purposeandnow.com', '98.214.227.160', '2011-04-28 06:39:24', '2011-04-28 11:39:24', 'Chuck,\n\nYou\'ve touched on something that I discuss with people all the time, and given it excellent treatment.  Great article.  Sometimes called the Platinum Rule, that of which you speak is actually the Golden Rule properly applied, perhaps?\n\nGolden Rule: Do unto others as I would have them do unto me. I want to be treated like I want to be treated. So if I treat others like I want to be treated, I will treat them the way they want to be treated.\n\nIndeed, this is much more challenging (and rewarding) than just treating them with my preferences.  I must come to know them (I love the line and its special meaning from the movie \"Avatar\" - \"I see you.\").  Author Kevin Hall (\"Aspire\") would use the word Genshai to describe how we treat people.\n\nIn Christianity, the Golden Rule (Matthew 7:12, Luke 6:31) should be taken in the context of the 2nd Great Commandment (Matthew 28-29, \"Love your neighbor as yourself.\"), but even that is often taken out of context and is mistake as the Great Commandment, which is \'Love the Lord your God with all your heart and with all your soul and with all your mind.\".  Do the first and in doing the second you will indeed treat/love others as you treat/love yourself.', 0, '1', '', '', 0, 0),
(2280, 17905, 'Chuck Hebert', 'chuck.b.hebert@gmail.com', 'http://management411.net', '72.5.238.66', '2011-04-28 10:28:44', '2011-04-28 15:28:44', 'Mark,\n\nThanks for the comment and the great perspective.  I also appreciate the reference to the Avatar movie (\"I see you.\")  That is a great quote and has great meaning!  Cheers!', 0, '1', '', '', 2279, 0),
(2281, 17905, 'Leadership and The Golden Rule | Management 4-1-1', '', 'http://management411.net/leadership-and-the-golden-rule/', '184.168.193.70', '2011-04-28 16:17:45', '2011-04-28 21:17:45', '[...] 28th, 2011 Chuck Hebert Leave a comment Go to commentsToday’s blog entry is a quick summary of a post I guest authored for the Lead Change Group.  You can check out the original article, Does the [...]', 0, '1', '', 'pingback', 0, 0),
(2282, 17905, 'Susie Amundson', 'susie@wiseatwork.net', 'http://www.wiseatwork.net', '98.247.85.34', '2011-04-28 17:17:20', '2011-04-28 22:17:20', 'Hi Chuck.\n\nThanks for sharing your lessons and insights of the Golden Rule at work. Treating others as one would be treated means something perhaps different to me. Each human being desires respect, unconditional positive regard, and kindness. (It\'s pretty universal in all wisdom traditions.)\n\nWhen we enact this principle in the workplace, we certainly see our colleagues\' individuation, preferences, nature, and temperament. And then, our daily interactions in workplace activities are truly more in line with our colleagues\' wholeness.\n\nLeadership truly is not for the faint of heart! Each of us has so many lessons to learn.', 0, '1', '', '', 0, 0),
(2283, 17905, 'Connie McKnight', 'connie@conniemcknight.com', 'http://conniemcknight.com', '70.65.169.59', '2011-04-28 17:48:44', '2011-04-28 22:48:44', 'Chuck, That\'s brilliant really. I\'ve always tried to follow the golden rule, but I never really thought about it in the light your story showed. You\'re absolutely right. If a person is private, they would hate to be recognized. By getting to know them and treating them in the manner they would like to be treated, they would feel respected and cared for. I\'m sure they\'d end up a more loyal employee.\n\nThis makes so much sense, I think I\'m going to follow your rule and incorporate into my teachings. Thank you.\n\nConnie', 0, '1', '', '', 0, 0),
(2284, 17905, 'Chuck Hebert', 'chuck.b.hebert@gmail.com', 'http://management411.net', '72.5.238.66', '2011-04-28 18:12:56', '2011-04-28 23:12:56', 'Connie, Glad you found this nugget of information valuable.  Best of luck implementing this new way of thinking!  Cheers!', 0, '1', '', '', 2283, 0),
(2285, 17905, 'Chuck Hebert', 'chuck.b.hebert@gmail.com', 'http://management411.net', '72.5.238.66', '2011-04-28 18:15:47', '2011-04-28 23:15:47', 'Susie, Thanks for sharing your thoughts - well said!  Best to you!', 0, '1', '', '', 2282, 0),
(2286, 17905, 'Monica Diaz', 'monica@e-quidam.com', 'http://www.e-quidam.com/theblog', '189.228.5.54', '2011-04-28 23:42:53', '2011-04-29 04:42:53', 'Nice article! I like to say that treating people in the organization fairly has to do with treating them as unique individuals. Getting to know them, understanding their needs, contributions and requirements is vital to good leadership.', 0, '1', '', '', 0, 0),
(2287, 17905, 'Will Lukang', 'will.lukang@gmail.com', 'http://willlukang.wordpress.com/', '69.125.141.196', '2011-04-29 08:16:23', '2011-04-29 13:16:23', 'Great post!  I think when recognizing our employee, it is best to treat them like snowflakes.  Each one is different therefore you need to find a way how that person wants to be recognized.', 0, '1', '', '', 0, 0),
(2288, 17905, 'Karah', 'aned@ucl.dk', 'http://www.bing.com/', '115.94.114.219', '2011-11-13 07:58:00', '2011-11-13 13:58:00', 'If I comumcniated I could thank you enough for this, I\'d be lying.', 0, '1', '', '', 2280, 0),
(2289, 17906, 'Deborah Connolly', 'deborah@creativeleadershipcoach.com', 'http://www.creativeleadershipcoach.com', '184.152.53.229', '2011-05-04 08:08:44', '2011-05-04 13:08:44', 'Thank you, this is a good read!\n\nTrue leaders can be cultivated as well, and well thought out collaboration with their team members will always increase overall effectiveness and morale.\n\nDeborah Connolly', 0, '1', '', '', 0, 0),
(2290, 17906, 'Tara R. Alemany', 'alewebsocial@gmail.com', 'http://leadchangegroup.com/members/alewebsocial/', '68.191.55.98', '2011-05-04 10:16:17', '2011-05-04 15:16:17', 'Thanks for commenting, Deborah! I\'m glad you enjoyed the post.\n\nIt\'s true that leaders can be cultivated as well. I believe that there\'s a mentoring component to leadership that raises up the next generation of leaders. Being intentional in our interactions with others increases the bonding that takes place between us, and makes it possible to identify each others\' giftedness. By being aware of those talents, it helps leaders grow up other leaders, as well as helping leaders grow other unique talents as well.', 0, '1', '', '', 2289, 1),
(2291, 17906, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com', '68.13.251.23', '2011-05-04 14:13:58', '2011-05-04 19:13:58', 'I love the analogy Tara!  You paint a very clear vision of success!  Thank you for sharing!', 0, '1', '', '', 0, 0),
(2292, 17906, 'Tara Alemany', 'alewebsocial@gmail.com', 'http://alewebsocial.com', '68.191.55.98', '2011-05-04 14:28:18', '2011-05-04 19:28:18', 'I\'m glad that you enjoyed it, Chery! It was hard to resist the analogy at this time of year. :-)', 0, '1', '', '', 2291, 0),
(2293, 17906, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-05-05 07:38:26', '2011-05-05 12:38:26', 'This is a great metaphor for leadership Tara.  You have me thinking deeper about the notion of asking yourself what individuals really need from you - do people need light or shade?  Light can be encouragement, and it can also be putting someone in the spotlight.  Shade can mean keeping competing demands at bay so they can focus on a critical project, or perhaps even protecting them from political fallout.  Still thinking...', 0, '1', '', '', 0, 1),
(2294, 17906, 'Tara R. Alemany', 'alewebsocial@gmail.com', 'http://leadchangegroup.com/members/alewebsocial/', '68.191.55.98', '2011-05-05 08:48:05', '2011-05-05 13:48:05', 'Thanks, Susan! I\'m glad you enjoyed it. This was a fun post to write. The idea first came to me during the winter months, but it really clung to me and clamored to be written when I started working on my garden this year. I love the concept of intentionality, of being purposeful in life and not just letting life pass you by. The more I thought about it, while getting my garden going, the more correlations I saw between the gardening process and being an intentional leader.\n\nThere are those leaders who can get by for some time on charisma alone. But over time, the attraction fades. Leaders who seek to learn and continue to refine the art of leadership, like those of us here in the Lead Change group, leave a lasting legacy, much as a master gardener plans for the future, harvesting and saving heirloom seeds for future plantings, cultivating the best qualities of the plants they grow.\n\nThe analogy just keeps going... :-)', 0, '1', '', '', 2293, 1),
(2295, 17907, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '12.187.241.98', '2011-05-17 06:33:46', '2011-05-17 11:33:46', 'Jane,\n\nI also loved their book by the same title.  We should ask it of ourselves much more frequently.\n\nMany times we think that \"WIn-Win\" means \"pleasant-in-the-short-run-for-all-involved\" and that\'s naive.  Much of the most beneficial lessons I learned were painful and some were costly.  Some of the leaders who helped me learn those lessons did so in a helpful way.  Some added baggage.  Being genuine and sincere and trying to understand things from my perspective helped.\n\nWe do need to let it be OK for people to fail, and I\'d add \"once\" rather than occasionally.  If you continue to make the same failures, that\'s a problem.  If each failure is new, keep learning.\n\nMike...', 0, '1', '', '', 0, 1),
(2296, 17907, 'Dale Lawrence', 'dale.quantumtrends@gmail.com', 'http://leadchangegroup.com/members/eaglesflite/', '75.47.108.122', '2011-05-17 08:02:17', '2011-05-17 13:02:17', 'So many great points touched on in this post that each could be addressed in a deeper perspective. For example, the \"intervene early and constructively\" was an excellent point which could even be said to begin the moment you first meet a new worker. If structure, expectations, and guidelines are established from the beginning from a warm and welcoming perspective and  the rest of the points are followed, then for many individuals there is an excellent atmosphere for growth and success.\n\nDale', 0, '1', '', '', 0, 0),
(2297, 17907, 'Jane Perdue', 'janeperdue@comcast.net', 'http://getyourbigon.com', '76.23.122.124', '2011-05-17 16:07:36', '2011-05-17 21:07:36', 'Mike -\n\nI agree with you that leaders should be constantly mindful of their impact on others AND assess their worthiness to lead. Sometimes leaders take their leadership for granted and lose touch. That\'s painful for everyone!\n\nDebriefs to determine the \"teachable moment\" always worked for me after failures. Repeating the same teachable moment becomes a \"skill or will\" situation.\n\nWith a smile,\n\nJane', 0, '1', '', '', 0, 0),
(2298, 17907, 'Jane Perdue', 'janeperdue@comcast.net', 'http://getyourbigon.com', '76.23.122.124', '2011-05-17 16:09:30', '2011-05-17 21:09:30', 'Dale -\n\nI\'m with you -- a huge fan of early assimilation exercises and communication. Putting things up and out there from the get-go can make all the positive difference!\n\nSmiling,\n\nJane', 0, '1', '', '', 0, 0),
(2299, 17907, 'Friday Favs 5.20.11 &laquo; Get Your Leadership BIG On!', '', '', '76.74.255.104', '2011-05-20 06:12:49', '2011-05-20 11:12:49', '[...] It&#8217;s the ultimate leadership balance beam act between task completion and relationship. Being tough and tender. Having high standards and high touch. The article is a great reminder to periodically hit your own [...]', 0, '1', '', 'pingback', 0, 0),
(2300, 17908, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-05-18 08:23:29', '2011-05-18 13:23:29', 'What a fantastic interview Dan.  Thanks for helping us all to get to know Steve better.  He has continued to be an inspiration to me since meeting him last year at Leaderpalooza last year.  He is most definitely someone we can all learn a lot from about leadership and life.\n\nLooking forward to getting to know the Lead Change community through your interviews!', 0, '1', '', '', 0, 1),
(2301, 17908, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-18 15:30:53', '2011-05-18 20:30:53', 'When you first started talking about the loafer, I thought <a href=\"http://dai.ly/irRph3\" rel=\"nofollow\">of this Abbott & Costello video</a>.  Check it out.', 0, '1', '', '', 0, 1),
(2302, 17908, 'Tara Alemany', 'alewebsocial@gmail.com', 'http://alewebsocial.com', '68.191.55.98', '2011-05-19 12:26:01', '2011-05-19 17:26:01', 'Thanks for this interview, Dan. I enjoyed reading it. Steve was the first \"stranger\" I connected with when I delved into the world of Twitter. Soon after I started following him, I received a DM indicating that he was happy I was following him, and that he would never try to sell me anything. At first, I thought that was very odd. It gave me a bit of a \"heads up\" as to what I could expect from Twitter. But I loved the non-threatening nature of his content, and continued to follow him. As I learned more and more about Twitter and using it for business, I found myself continually returning to Steve\'s reassuring message. He was (and is) a significant role model to me as I developed my own personal \"Twitter style,\" and I\'ve always valued that!', 0, '1', '', '', 0, 0),
(2303, 17908, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-05-19 13:10:01', '2011-05-19 18:10:01', 'I also met Steve at Leaderpalooza and am continually struck by his twitter impact.  He is genuinely kind, sincere in his desire to promote leadership, and funny to boot.  Thank you for this wonderful interview.  BTW, Steve is from Minnesota.  I have a soft spot for midwestern folk!', 0, '1', '', '', 0, 1),
(2304, 5021, 'Mike Myatt', 'm.myatt@n2growth.com', 'http://www.n2growth.com/blog', '76.115.133.249', '2011-05-21 11:25:59', '2011-05-21 16:25:59', 'Hi Jennifer:\n\nThanks for stimulating my thinking on this topic. I enjoyed your post and your 8 tips. That said, I found the HBS research less than credible. For a different perspective on the value of CEO time spent externally please read my thoughts here: http://www.n2growth.com/blog/valid-research', 0, '1', '', '', 0, 0),
(2305, 5033, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com/blog.php', '68.13.251.23', '2011-05-23 18:44:51', '2011-05-23 23:44:51', 'Chad,\n\nYour McDonald\'s Big Mac analogy was awesome!  Ken Blanchard talks about how we have to impact someone\'s knowledge, before we can impact their attitude, and how we have to impact their attitude before we can impact their behavior.\n\nMcDonald\'s accomplished all of that by making it fun and repeating the message.\n\nBy the way, “Two all beef patties, special sauce, lettuce, cheese, pickles, onions, on a sesame seed bun\" is now playing over and over in my head!  Thanks!\n\nChery', 0, '1', '', '', 0, 0),
(2306, 5045, 'Heather Coleman-Voss', 'heathercolemanvoss@gmail.com', '', '69.14.182.16', '2011-05-28 16:38:39', '2011-05-28 21:38:39', 'Note: The original title of this post was \"You Can\'t Fake Authenticity.\" My good friend Jacqui Barrett-Poindexter (<a href=\"http://leadchangegroup.com/members/valueintowords/\" rel=\"nofollow\"><a href=\"http://leadchangegroup.com/members/valueintowords/\" rel=\"nofollow\">@ValueIntoWords</a></a>) tweeted it out along with \"The Value of Being Active in Social Media.\" I loved it, and for this re-post changed the title accordingly.\n\nThanks to Jacqui for creating this new title, which I feel is much more descriptive of what Ron and I intended with this post!\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, 1),
(2307, 5045, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-28 18:27:58', '2011-05-28 23:27:58', 'You\'re both right.  You can\'t fake authenticity either.  Thanks for the great post.\n\nMike...', 0, '1', '', '', 2306, 1);
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
(2308, 5045, '1pageproposal', 'joanna@1-page.com', 'http://www.1-page.com', '216.218.134.10', '2011-05-29 05:28:23', '2011-05-29 10:28:23', 'Great article! Thanks for showing the good and the bad of of social media. This is so important for job-seekers to know and implement! Glad to share a number of times :)', 0, '1', '', '', 0, 0),
(2309, 5045, 'Stephan De Villiers', 'stephan@incrementalsuccess.org', 'http://www.incrementalsuccess.org', '196.210.238.241', '2011-05-31 08:13:43', '2011-05-31 13:13:43', 'I think it is important to understand, as indicated in your article, that social media can be both a blessing and a curse.  You make a valid point that on the social media platforms, \"Private\" does not mean Invisible.  In order to make social media work for you, you have to keep your potential unintended audience always in mind.', 0, '1', '', '', 0, 0),
(2310, 5048, 'Wayne McEvilly', 'mcevillymozart@gmail.com', 'http://waynemcevilly.blogspot.com', '108.85.121.20', '2011-05-26 06:32:17', '2011-05-26 11:32:17', 'Mike Henry:\nI was quite happy to discover this site - one of the graces of my morning twitter session - I am in the process of a total renewal of my mind and outlook on life. It is a subtle and yet massive enterprise. So much stands out in the body of your text but I will take this thought away with me as perhaps the most useful single point: \"Attention is scarce.\" The implications of this fact are vast, and one of them is that it serves as a vivid reminder-When someone pays attention to you and your work, your writing, your blog, you tweet, demonstrate grace by truly acknowledging that attention. Give yourself the gift of gratitude by expressing gratitude to others.\nI love blogposts that get me to thinking. This did that.\nThank you.\nWayne', 0, '1', '', '', 0, 0),
(2311, 5048, 'Katie', 'katie.stroud@live.com', 'http://twitter.com/katiestroudpro', '75.165.24.128', '2011-05-26 11:19:49', '2011-05-26 16:19:49', 'A teacher once said about my sister: she\'s a leader who needs no followers, but she\'s also a follower who needs no leaders. She had a lot of energy to inject without any thought of reward. It simply makes her day to be connected. That\'s leading with grace.\n\nThanks for the post, Mike.', 0, '1', '', '', 0, 0),
(2312, 5048, 'Jennifer V. Miller', 'jmiller@people-equation.com', 'http://people-equation.com', '76.235.201.149', '2011-05-26 13:33:36', '2011-05-26 18:33:36', 'Hey, Mike,\n\nNow it\'s my turn to say \"thanks for the book review\"-- this one slipped passed me and I look foward to reading it.', 0, '1', '', '', 0, 0),
(2313, 5048, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-27 06:49:34', '2011-05-27 11:49:34', 'Thanks for the comment Wayne.  I\'m glad it got you thinking.  Seth Godin always does that for me too.  Mike...', 0, '1', '', '', 2310, 1),
(2314, 5048, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-27 06:52:20', '2011-05-27 11:52:20', 'Thank you Katie.  There are many ways to describe the way our energy produces benefit for others.  I appreciate the use of the word \"grace\" because it makes us think.  I don\'t use that word as often as I should, and that makes me think too.  It\'s a great little book.  Mike...', 0, '1', '', '', 2311, 1),
(2315, 5051, 'Juan', 'efu060n6cr@outlook.com', 'http://www.facebook.com/profile.php?id=100003469659233', '83.173.140.20', '2015-12-10 06:10:09', '2015-12-10 11:10:09', 'Derek   Another great post!  My mantra sunrdunoirg culture has always been executive leadership commitment.  As an organic matter, cultures exist either with leadership direction or without; cultures can be developed and managed, but it takes a systemic, long term approach involving all aspects of the business.  Check out the  Conscious Capitalism\' movement; I think they have found the model for the 21st century.  Thanks.JB', 0, '1', '', '', 0, 0),
(2316, 5054, 'Mark Sturgell CBC', 'askthecoach@pdncoach.com', 'http://purposeandnow.com', '98.214.227.160', '2011-06-10 09:51:15', '2011-06-10 14:51:15', 'Mike,\n\nNice job here. I have long been a proponent of \"there are only two ways to change an organization: 1) Change the leaders or 2) Change leaders.\"  Thanks for joining the chorus.\n\nMark Sturgell\nHelping people with dreams becoming leaders with vision.', 0, '1', '', '', 0, 0),
(2317, 5054, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-06-10 10:02:56', '2011-06-10 15:02:56', 'Mark, as always, you put it much more elegantly and succinctly than I did.  Thanks for that simple, yet profound phrase.\n\nMike...', 0, '1', '', '', 2316, 1),
(2318, 5054, 'Beyond Horizons', 'beyondhorizonspune@gmail.com', 'http://www.beyondhorizons.in', '61.17.75.116', '2011-06-15 02:42:40', '2011-06-15 07:42:40', 'A very insightful post. And very relevant as well.\nLeadership, these days, means so much more than it used to. It is not enough anymore to just be able to \'plan and execute\' business strategies, or see that work gets done. Wise leadership, that has a strong ethical and moral base, rather than just the ability to be efficient, has become the need of the hour. Wise leaders bring about changes and improvements in the people that work with and for them. As they move forward and grow, they take their people with them.It is only fair to ask the current leaders to incorporate these changes.\n\n- Sindoora (http://beyondhorizons.in)', 0, '1', '', '', 0, 0),
(2319, 5054, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '64.241.37.140', '2011-06-15 11:12:56', '2011-06-15 16:12:56', 'Thanks for the comment.  I agree it\'s fair and desirable that current leaders would recognize and adapt some of the changes that are happening.  But it\'s hard for people who aren\'t experiencing any \"pain\" to actually change their behavior.  Generally when we\'re comfortable is when we\'re least likely to do anything differently.  Here\'s to hoping.  Mike...', 0, '1', '', '', 2318, 1),
(2320, 5080, 'Jon M', 'jhmertz@yahoo.com', 'http://leadchangegroup.com/members/jhmertz/', '216.149.208.9', '2011-06-03 07:21:44', '2011-06-03 12:21:44', 'The two core areas you outline are essential. As Jim Tressel has fallen, I keep wondering how someone can lose their purpose and values when making some decisions. The conclusion I came to was accountability, and two types are really required -- internal and external. Given all this, I would suggest adding accountability as the third core area.\n\nGreat post and discussion. Thank you.\n\nJon', 0, '1', '', '', 0, 1),
(2321, 5080, 'Shawn Murphy', 'shawn@achievedstrategies.com', 'http://leadchangegroup.com/members/shawmu/', '99.17.7.206', '2011-06-03 11:22:04', '2011-06-03 16:22:04', 'Jon,\nAccountability is definitely core and a good addition to the list.  I believe, Jon, that we abandon accountability when our internal compass misguides us.  And this compass is informed by the values we stand for.  And when a person like Jim Tressel falls hard it\'s in part a betrayal of this own values.  As you added to this conversation, Jim turned his back on holding himself accountable to following his values, or he has never spent the time getting clear on what they are for him.\n\nOn Monday, the second part of the post will cover two additional core areas of Leadership on Purpose. Please come back and share your thoughts.  Have a good weekend, Jon.\nShawn', 0, '1', '', '', 0, 1),
(2322, 5143, 'Speaking Agent', 'Saulfarber@gmail.com', 'http://Www.speakingagent.com', '198.228.194.36', '2011-06-02 06:15:08', '2011-06-02 11:15:08', 'Excellent Post!  I believe asking the employee if they are also aware if this limiting behavior is a key step.  In all honesty I think I have overlooked that myself in many situations.  Thank you.', 0, '1', '', '', 0, 0),
(2323, 5143, 'Deborah Costello', 'costellod@trinityprep.org', 'http://leadchangegroup.com/members/costelloland/', '138.210.92.134', '2011-06-02 11:36:28', '2011-06-02 16:36:28', 'I think these steps are vital, no matter what you are trying to change.  People fail at all kinds of life changes...  trying to lose weight, quit smoking, start exercising, be more positive, change relationships, find a new job, etc., etc., etc..  There is definitely a failure of one of these steps in every failed change.  We all want things, but are unwilling to do the hard work to make the change.  Or we make chamge for others rather than for ourselves.  Sometimes we don\'t know what to do as well.  I think we can find the sources of our failures if we look hard at these steps and are honest with ourselves.  Thanks for a thoughtful post!', 0, '1', '', '', 0, 1),
(2324, 5146, 'Lissa Millspaugh', 'lmillspa@yahoo.com', 'http://www.winergyinc.com', '99.157.205.211', '2011-05-31 00:38:28', '2011-05-31 05:38:28', 'While I appreciate and celebrate the American military and their families, your question makes me think of a different kind of sacrifice, from which I\'ve directly benefited....\n\nHad it not been for the women in business who stood up for gender equality in the 60s and 70s, my life, and that of my children, would have been significantly diminished.  These women were demeaned and demonized; subjected to harassment and accused of destroying the fabric of our society.  In many cases, they were forced to choose between family and career.\n\nI never had to make such a choice.  I had the freedom to work hard and be judged on my own merits.  I was permitted to be the primary financial support of my family, and never discriminated against due to my gender, thanks to the pioneers of the women\'s movement, the legislators who championed their cause, and the everyday business people who recognized an injustice, and worked to overcome it.\n\nI will honor this sacrifice by striving to create business environments that celebrate diversity.  I was given a level playing field and will do all possible to ensure it\'s availability to all colleagues, present and future.  By being a leader who is color, gender, orientation blind, by being someone who builds meritocracies, I honor the sacrifices of the women who made this possible for me, and for my children.\n\nThanks for the thought exercise, Mike.', 0, '1', '', '', 0, 0),
(2325, 5146, 'Stephan De Villiers', 'stephan@incrementalsuccess.org', 'http://www.incrementalsuccess.org', '196.210.238.241', '2011-05-31 08:01:35', '2011-05-31 13:01:35', 'I like the way you discount the fact that those \"who make the most money, who are “in charge,” or who have the most authority\" is not necessarily the ideal Leadership model. I believe Leadership is exercised on an individual level as the small acts of ordinary people responding to the humanity in others. Leadership is not a concept but an action.  It is getting involved where it is sometimes uncomfortable, thereby increasing your circle of influence of one person at a time.', 0, '1', '', '', 0, 0),
(2326, 5146, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-31 09:42:11', '2011-05-31 14:42:11', 'Lissa, thanks for helping me finish the thought.  We all stand on the shoulders of those who went before us, for good or bad.  Sometimes I\'m tempted to whine about my circumstances and feel like a victim.  I\'ll take the good things, like an entitlement, provided by those who came before but I cry foul when confronted with solving a problem that was caused by those who came before.  Thanks for the great comment.  Mike...', 0, '1', '', '', 2324, 1),
(2327, 5146, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-05-31 09:47:33', '2011-05-31 14:47:33', 'Thanks for the comment Stephan.  The \"change\" we talk about in leadership (hence the name \"Lead Change\") is that leadership is not something you do; it is who you are.  We act like a leader because we are one, not simply because we\'re in the position of leadership.  It\'s hypocritical to behave like a leader on the outside; to go through the motions or to play the part because that\'s what we\'ve been assigned or that\'s how we think we\'re supposed to act.  We want to be a leader on the inside (character-based) and that means we exercise leadership on an individual level just as you mentioned above.  Thanks.  Mike...', 0, '1', '', '', 2325, 1),
(2328, 5155, 'Dana Theus', 'dtheus@magusconsulting.com', 'http://leadchangegroup.com/members/dtheus/', '173.66.99.148', '2011-06-08 07:05:46', '2011-06-08 12:05:46', 'Hi, Mary. I like your perspective here. I would add that to me, when you realize your decisions/ actions will lead to\" unliking\" you, its a signal that you may be missing an opportunity to use \"tough love\" or other approaches where people may not like what you DO but they will respect and/or like you more for doing it. This demonstrates the tension between what you do and how/why you do it. If you are conscious of these differences and manage them independently, you can also manage your likeability, which I agree is important.', 0, '1', '', '', 0, 1),
(2329, 5155, 'Leigh Steere', 'Lsynthesis@aol.com', 'http://leadchangegroup.com/members/leighsteere/', '97.118.101.72', '2011-06-09 10:40:28', '2011-06-09 15:40:28', 'Mary, this post is a great discussion starter. I think all managers can benefit from thinking about this topic.\n\nSome managers (and employees) have a strong need to be liked. They make their decisions out of that need, sometimes erring toward the popular solution instead of the right solution. It\'s much easier and more fun to work with people we like and who like us. It\'s important, though, to think long-term. Sometimes, a \"tough love\" talk or an unpopular decision is the best course of action and the kindest thing to do--even if it results temporary relational discomfort.\n\nThat said, managers can take a tough stance too far -- by dictating instead of listening, by thinking results are more important than relationships. Deep down, I think these \"tough\" managers want to be liked, too, and may not recognize they are losing the benefit of their employees\' ideas and motivation.\n\nI agree with you: \"everything in moderation.\"\n\nBeing likeable at work doesn\'t mean being \"pals\" with everyone. It comes from being fair...being seen as a good listener who takes a variety of viewpoints into consideration...being viewed as someone who cares about the \"whole\" employee (respects work/life balance, wants to see employees grow professionally, etc.). If these things are in place, a manager can make tough calls, confront performance problems, produce great business results and still remain likeable.\n\nThanks for this thought-provoking post.', 0, '1', '', '', 0, 1),
(2330, 5155, 'Jon M', 'jhmertz@yahoo.com', 'http://leadchangegroup.com/members/jhmertz/', '72.48.93.4', '2011-06-09 17:34:31', '2011-06-09 22:34:31', 'Being likeable matters if it means being respectful. As you point out, making decisions just to be \"liked\" is not a solid approach. Challenging and tough decisions have to be made, but being respectful in how they are made and carried out is essential. Maybe this goes to the \"realness\" attribute.\n\nThanks!', 0, '1', '', '', 0, 1),
(2331, 5155, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '69.253.58.224', '2011-06-09 18:06:57', '2011-06-09 23:06:57', 'Dana, that is a great additional insight to bring out: \"when you realize your decisions/ actions will lead to” unliking” you, its a signal that you may be missing an opportunity to use “tough love” or other approaches where people may not like what you DO but they will respect and/or like you more for doing it.\" - Absolutely agree.', 0, '1', '', '', 2328, 1),
(2332, 5155, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '69.253.58.224', '2011-06-09 18:10:51', '2011-06-09 23:10:51', 'Thanks Leigh!\n\n\"Sometimes, a “tough love” talk or an unpopular decision is the best course of action and the kindest thing to do–even if it results temporary relational discomfort.\" - Perfect.  I have said this to manager I coach so many times.  They are afraid of hurting someone or making them uncomfortable, but I remind them it\'s not kind to keep a hard truth from someone either.\n\nAlso: \"Being likeable at work doesn’t mean being “pals” with everyone.\" - People, employees and managers both can think being friendly means the same as being friends.  Good to pay close attention to all aspects of your intentions and how you are being perceived.\n\nThanks for continuing the discussion.', 0, '1', '', '', 2329, 1),
(2333, 5155, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '69.253.58.224', '2011-06-09 18:12:53', '2011-06-09 23:12:53', 'Thanks Jon.  Respect connected to realness. I like the thought and will think about it more.', 0, '1', '', '', 2330, 1),
(2334, 5160, 'Kate Nasser, The People-Skills Coach', 'info@katenasser.com', 'http://katenasser.com', '184.48.198.94', '2011-06-07 20:05:58', '2011-06-08 01:05:58', 'Hi Will,\nThis post inspires simple action with big results.  Love the four points because it shows the constant balance that every leader must develop.\n\nTruly an addition to the leadership discussion ..\nKate', 0, '1', '', '', 0, 0),
(2335, 5160, 'Kelly Ketelboeter', 'kelly@theexperiencefactor.com', 'http://www.theexperiencefactor.com', '66.214.180.250', '2011-06-07 23:04:27', '2011-06-08 04:04:27', 'Hi Will,\n\nGreat post! I think you\'re point on failing to drop non-performing assets is a critical one. All too often I see leaders that accept poor performance in one area for excellent performance in another.  When they look the other way and ignore the poor performance they are actually endorsing it and others will follow suit.  This creates an unnecessary chain reaction.  Correcting performance isn\'t a bad thing.  It\'s actually what a leader does when they want to keep the employee.  Not a addressing a performance issue certainly doesn\'t help the employee, the team or the company overall.\n\nKelly', 0, '1', '', '', 0, 0),
(2336, 5160, 'Beyond Horizons', 'beyondhorizonspune@gmail.com', 'http://www.beyondhorizons.in', '61.17.75.116', '2011-06-14 02:16:20', '2011-06-14 07:16:20', 'Hi Will,\nWell put!\nBut I\'d like to add one more mistake many leaders make - the failure to admit that, in certain cases, their employees might be more knowledgeable than them. Dismissing an input/opinion just because it comes from someone in a junior position may prove to be costly.\n\n- Girish (http://www.beyondhorizons.in)', 0, '1', '', '', 0, 0),
(2337, 5160, 'Will Lukang', 'will.lukang@gmail.com', 'http://willlukang.wordpress.com/', '173.63.233.110', '2011-06-14 12:56:56', '2011-06-14 17:56:56', 'Hi Kelly,\n\nLeaders are like anyone else, they need to address the non-performance to continue their quest to develop talent around them.  By not addressing the issue of non-performance, it will potentially affect their ability to succeed.\n\nThanks,\n\nWill Lukang', 0, '1', '', '', 2335, 0),
(2338, 5160, 'Will Lukang', 'will.lukang@gmail.com', 'http://willlukang.wordpress.com/', '173.63.233.110', '2011-06-14 13:03:13', '2011-06-14 18:03:13', 'Hi Girish,\n\nA true leaders know that they don\'t need to have all the answers.  It\'s their ability to inspire others to act is what make them leaders.   A leader motivate and help their constituents achieve goals they otherwise don\'t believe they can accomplish.   Thanks for sharing your thoughts.\n\nRegards,\n\nWill Lukang', 0, '1', '', '', 2336, 0),
(2339, 5178, 'June Topics &laquo; Leadership Chat', '', 'http://leadershipchat.wordpress.com/2011/03/04/this-month/', '72.233.96.150', '2011-06-13 10:54:42', '2011-06-13 15:54:42', '[...] 5 Things Every CEO Should Know About Talent Alignment – Lisa Petrilli (on the LeadChange [...]', 0, '1', '', 'pingback', 0, 0),
(2340, 5178, 'Meghan M. Biro', 'mbiro@talentculture.com', 'http://www.talentculture.com/founder/', '71.139.148.74', '2011-06-13 13:53:07', '2011-06-13 18:53:07', 'Important and impactful thoughts Lisa. You capture the idea of creating a magnetic leadership program succinctly here. Simulations are important for people to understand the dynamics involved. Often leaders who are \"magnetic\" have trouble when actually creating the next steps - this typically means attracting (recruiting) and nurturing (retaining) the right talent to support your business goals and dreams. Always a necessary step for growing leaders/organizations.\n\nI\'m particularly excited about our joint chat as we get an opportunity to collaborate our communities and merge intersecting ideas. Leadership, talent acquisition and retention = the vital ingredients that are essential to sustaining any workplace culture. People make this happen. Onward we go!', 0, '1', '', '', 0, 0),
(2341, 5178, 'Lisa Petrilli', 'lisamariap@comcast.net', 'http://leadchangegroup.com/members/lisapetrilli/', '98.222.78.7', '2011-06-13 14:08:51', '2011-06-13 19:08:51', 'Thank you, Meghan.  And I strongly agree with you in regard to simulations; they certainly bring natural leadership traits and weaknesses straight to the surface!\n\nI\'m thrilled to be joining forces with your community as well tomorrow night.  I know both communities are made up of people who want to excel at leadership and who know that a very critical piece of this is, as you say, recruitment and retention of the best people.  Yes, onward - and upward! See you tomorrow night.', 0, '1', '', '', 2340, 1),
(2342, 5178, 'Juan F Suarez', 'juanfsuarez@gmail.com', '', '208.100.40.37', '2011-06-13 16:00:03', '2011-06-13 21:00:03', 'Hi Lisa,\nI\'d like to add that meaning and purpose seem to be critical for better alignment. Sometimes organizational leaders pursue alignment of individual performance with organizational performance to achieve results, but I believe that aligning individual meaning and purpose with organizational meaning and purpose achieve greater levels of performance.\n\nAlignment is, no doubt, a critical leadership function. Meaning and purpose are, in my opinion, key references for leaders to achieve alignment.\n\nThank you for your very valuable contributions,\nJuan F Suarez\n<a href=\"http://leadchangegroup.com/members/jfsuarez/\" rel=\"nofollow\">@jfsuarez</a>', 0, '1', '', '', 0, 0),
(2343, 5178, 'Lisa Petrilli', 'lisamariap@comcast.net', 'http://leadchangegroup.com/members/lisapetrilli/', '98.222.78.7', '2011-06-13 18:51:53', '2011-06-13 23:51:53', 'Juan,\n\nExcellent point and I absolutely agree.  I was getting at that a bit in point #5 - employees have to be the right fit, which includes knowing the role is aligned with their own sense of purpose in order to bring them a sense of fulfillment, which also comes from clarity of knowing that what they are doing is aligned with the greater vision for the organization.  You said it much more eloquently than I did. :)  All the very best and thank you for taking the time to read, reflect and to comment. It means a great deal to me!', 0, '1', '', '', 2342, 1),
(2344, 5178, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-06-14 06:02:28', '2011-06-14 11:02:28', 'Thanks for the thoughtful post Lisa.  One thing I thought of that you may have wrapped up in the \"fit\" bulled (#5) is that the role must fit the person too.  If the job doesn\'t accomplish the person\'s vision, they\'ll bail.  They might be capable and have the proper experience, they may enjoy their teammates, but if they don\'t like the work or if they feel the work takes them farther from their dreams rather than bringing them closer, eventually, you\'ll lose someone you thought \"was a great fit.\"  It has to fit them back.\n\nIf you can\'t tell, I just got finished reading The Element by Ken Robinson.  Thanks again.\n\nMike...', 0, '1', '', '', 0, 1),
(2345, 5178, 'Lisa Petrilli', 'lisamariap@comcast.net', 'http://leadchangegroup.com/members/lisapetrilli/', '98.222.78.7', '2011-06-14 06:26:15', '2011-06-14 11:26:15', 'Mike,\n\nBeautiful point.  I think you and Juan were both expressing this critical need for alignment not only from the CEO and company\'s point of view, but from the employee\'s perspective as well.\n\nAnd it\'s a poignant reality.  If we don\'t love our jobs and if they don\'t fit with our own personal vision and mission then our hearts aren\'t it in, and thus we\'re not really in it.\n\nThanks for your insights and inspiration, Mike!', 0, '1', '', '', 2344, 1),
(2346, 5178, '5 Things Every CEO Should Know About Talent Alignment &#8211; Lead Change Group &laquo; Tech4buziness', '', 'http://tech4buziness.com/2011/06/5-things-every-ceo-should-know-about-talent-alignment-lead-change-group/', '213.251.189.204', '2011-06-14 23:46:23', '2011-06-15 04:46:23', '[...] via Lead Change Group.        Cliquez ici pour annuler la réponse. [...]', 0, '1', '', 'pingback', 0, 0),
(2347, 5178, '#TChat Preview: Magnetic Leadership Attracts Top Talent | Career Management and Workplace Culture Blog | TalentCulture.com', '', 'http://www.talentculture.com/culture/tchat-preview-magnetic-leadership-attracts-top-talent/', '74.220.215.63', '2011-09-08 15:52:00', '2011-09-08 20:52:00', '[...] 5 Things Every CEO Should Know About Talent Alignment by Lisa [...]', 0, '1', '', 'pingback', 0, 0),
(2348, 5181, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://www.sagestone-partners.com', '184.57.239.217', '2011-06-11 07:41:30', '2011-06-11 12:41:30', 'Thanks for posting this, Mike!!  This may be the most FUN project I\'ve worked on - bringing life to these important words that I know Lead Change lives and breathes every day!!\n\nLet\'s keep encouraging each other and the rest of the world...because we CAN make a difference!!!\n\nLEAD ON, friends!!!  After all, YOU ARE A LEADER!!', 0, '1', '', '', 0, 0),
(2349, 5181, 'Mike Henry', 'mike@leadchangegroup.com', 'http://leadchangegroup.com/members/mike/', '98.178.138.219', '2011-06-11 08:05:54', '2011-06-11 13:05:54', 'It\'s a great video and you clearly articulate the passion we share.  I hope thousands see it.\n\nMike...', 0, '1', '', '', 2348, 1),
(2350, 5181, 'Beyond Horizons', 'beyondhorizonspune@gmail.com', 'http://www.beyondhorizons.in', '61.17.75.116', '2011-06-14 01:29:57', '2011-06-14 06:29:57', 'Easier said than done! The thoughts that have been put across in the video are wonderful on paper. But, is it really viable in real life? The workplace environment in most organizations is stressed and most people are dissatisfied about their jobs. So how are people going to gather up the energy and positiveness to \'lead\'? And let us assume that people do muster up the required enthusiasm, how long will it last when their efforts go unrecognized? And, will their initiative be treated with respect or be taken as insubordination?\nThat being said, if people really do begin to \'choose to lead\' and the workplace environment reciprocates, then wonders will happen!\n\n- Sindoora (www.beyondhorizons.in)', 0, '1', '', '', 0, 0),
(2351, 5198, 'June Topics &laquo; Leadership Chat', '', 'http://leadershipchat.wordpress.com/2011/03/04/this-month/', '72.233.96.143', '2011-06-14 06:44:23', '2011-06-14 11:44:23', '[...] 5 Authentic Keys to Attract Top Talent &#8211; Meghan Biro (on the LeadChange [...]', 0, '1', '', 'pingback', 0, 0),
(2352, 5198, 'Shawn', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '99.17.7.206', '2011-06-14 10:37:30', '2011-06-14 15:37:30', 'Meghan,\nYou share some valuable places for leaders to \"investigate\" to attract top talent. If readers do any or all of the five items you list, they\'d be well on their way to strengthen how they show up as dynamic, effective, and relatable leaders - a magnet for attracting top talent.\n\nWell done.\nShawn', 0, '1', '', '', 0, 0),
(2353, 5198, '#TChat Preview: Magnetic Leadership Attracts Top Talent | Career Management and Workplace Culture Blog | TalentCulture.com', '', 'http://www.talentculture.com/culture/tchat-preview-magnetic-leadership-attracts-top-talent/', '74.220.215.63', '2011-06-14 10:41:23', '2011-06-14 15:41:23', '[...] 5 Authentic Keys to Attracting Top Talent by Meghan M. [...]', 0, '1', '', 'pingback', 0, 0),
(2354, 5198, 'mckra1g', 'mckra1g@gmail.com', 'http://twitter.com/mckra1g', '66.207.30.9', '2011-06-14 18:41:49', '2011-06-14 23:41:49', 'I\'m so frustrated by the ubiquitous use of \"authentic\" in the space, as it dilutes the power of the word. Besides, it\'s the most efficient and accurate word I can think of to describe the way someone\'s \"You-ness\" permeates who they are, what they do and what they represent.\n\nWhen a leader is able to distill these disparate elements, they exude a polarity that draws the right people to them. It is my opinion that a leader\'s first goal is to reconcile who they are, what they hope to achieve and what they embrace fully. Once those decisions are made, their message resonates with the right people. From that point, a confident leader is able to choose from various people to populate his or her team to the best effect (especially when choosing those who complement his or her skills).\n\nAuthenticity is a magnet. Looking forward to chatting later tonight! Best, M.', 0, '1', '', '', 0, 0),
(2355, 5198, 'Beyond Horizons', 'beyondhorizonspune@gmail.com', 'http://www.beyondhorizons.in', '61.17.75.116', '2011-06-15 01:19:30', '2011-06-15 06:19:30', 'For me, authentic leadership comes from confidence - in yourself, your work and in your ability to inspire and look out for \'your people\'. Many aspiring leaders go wrong when they try to mould themselves into being \'stereotypes\' of leadership. Each leader is different. Leadership is not a \'one size fits all\' deal. Successful leaders are the ones who infuse a little bit of themselves into their leadership style. Because when you\'re being who you are, its easy to sustain. And that adds consistency and credibility to your leadership\n\n- Girish ( http://www.beyondhorizons.in )', 0, '1', '', '', 0, 0),
(2356, 5198, 'Meghan M. Biro', 'mbiro@talentculture.com', 'http://leadchangegroup.com/members/meghanmbiro/', '24.61.43.12', '2011-06-27 15:01:36', '2011-06-27 20:01:36', 'Hi Shawn! My never ending travel cycle finds me just responding to you now. It\'s nice to know I have a community like Lead Change to return to.\n\nThanks very much for taking the time to comment on my post. Even born leaders can overtly/inadvertently miss the basic steps and want to jump ahead to the \"more exciting\" parts = personal/workplace branding and the creative steps involved in advertising your voice to the outside world.  Beginning from within yourself and branding outward to the relevant social extensions is truly a lot less work in the long term. The primary work for leaders is self-analysis. Emotional intelligence holds so many answers in my opinion. Knowing your inner most resources and limits first encourages those around you who may be seeking more clear guidance in a way that is often even more compelling.', 0, '1', '', '', 2352, 1),
(2357, 5198, 'binary options brokers usa', 'francishwang@hotmail.de', 'http://gfprequal.com/binaryoptionstradinginusa74983', '172.82.168.235', '2015-11-22 22:50:37', '2015-11-23 03:50:37', 'This is not just like copy trading in which trades are executed into your buying and\nselling account by means of a hyperlink.', 0, '0', '', '', 0, 0),
(2358, 5198, 'Four Ways Leaders Ignite Engagement Culture - Switch &amp; Shift', '', 'http://switchandshift.com/four-ways-leaders-ignite-engagement-culture', '184.106.10.130', '2017-08-04 00:26:16', '2017-08-04 04:26:16', '[&#8230;] on top publications such as CBS Moneywatch, Monster, Dice and various other HR, Social Media and Leadershiphubs of your [&#8230;]', 0, '1', '', 'pingback', 0, 0),
(2359, 17909, 'Mike', 'Ebcpastor@Nefcom.net', 'http://Www.mikeramondetta.org', '166.137.10.68', '2011-05-25 21:06:42', '2011-05-26 02:06:42', 'Thanks for the post! I am a busy pastor who is endeavoring to call out train workers &amp; leaders so we can fulfill the vision. Most are volunteers. You gave great reminders to make sure we take care of the people that take care of us.', 0, '1', '', '', 0, 0),
(2360, 17909, 'Seven Ways to be a New Leader to Your Employees &#8211; Lead Change Group &laquo; Tech4buziness', '', 'http://tech4buziness.com/2011/05/seven-ways-to-be-a-new-leader-to-your-employees-lead-change-group/', '213.251.189.204', '2011-05-25 23:10:48', '2011-05-26 04:10:48', '[...]  Lead Change Group        Cliquez ici pour annuler la [...]', 0, '1', '', 'pingback', 0, 0),
(2361, 17909, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '69.253.58.224', '2011-05-27 08:04:05', '2011-05-27 13:04:05', 'Thanks Mike.  I\'m so glad you found this helpful.  I like the way you put this: \"take care of the people that take care of us.\"  Warmly, Mary', 0, '1', '', '', 0, 1),
(2362, 17909, 'Steve Prothero', 'protheros@me.com', 'http://truetoyou.com.au', '202.46.139.82', '2011-05-29 00:38:45', '2011-05-29 05:38:45', 'I fully support your 7 suggestions. A key to all this is to set aside time to talk to your direct reports (one on one meetings) where the prime purpose of the meeting is building trust and understanding.  Over the top of all these suggestions is to have clear expectations that are reasonable and clear.  A good post – well done.', 0, '1', '', '', 0, 0),
(2363, 17909, 'Mary C Schaefer', 'artemispath@mac.com', 'http://leadchangegroup.com/members/maryschaefer/', '71.203.124.74', '2011-05-31 10:50:05', '2011-05-31 15:50:05', 'Thanks Steve for your comment.  I couldn\'t agree more about one-on-one meetings with reports where, as you said, \"...the prime purpose of the meeting is building trust and understanding.\"  SO important.  I call it a preventive measure, and its value, inestimable.', 0, '1', '', '', 0, 1),
(2364, 17910, 'Shawn', 'shawn@achievedstrategies.com', 'http://www.achievedstrategies.com/blog', '99.17.7.206', '2011-05-31 10:55:46', '2011-05-31 15:55:46', 'Georgia,\nThe most important distinction you point out is how important it is to find balance in the roles we all have in life.  I make a slight change to this belief by replacing the work balance with integrated. Balance implies some sort of \"equalness\" which in today\'s world is incredibly difficult to reach.  Instead, we must find ways to integrate all our roles in our lives, accepting that one role may dominate, BUT creating and recreating the discipline to ensure no one role dominates.\nAs you so accurately and describe the downfalls of not having balance or an integrated life.\n\nAlso, I loved reading the traps of compartmentalizing roles. Spot on Georgia!\n\nThis is an important message for all of us to hear and to know what our response is to it.\n\nNicely done,\nShawn', 0, '1', '', '', 0, 0),
(2365, 17910, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '69.171.163.28', '2011-05-31 12:38:22', '2011-05-31 17:38:22', 'Thank you for your comments, Shawn.\n\nI agree with you about balance.  We are never completely and equally balanced.  Our goal should be to create a conscious balance where at any point in time one aspect of our life may dominate.  For example:  When we choose to attend college - we give up time and money in order to do that.  It is a conscious decision, knowing that we will benefit in all areas of life when we have completed this task.  When we choose to be parents, we consciously know that our children will take a huge chunck of time that we may have previously expended for work, play, relationships, etc.  The challenge is in maintaining \"relative\" balance, I think, and consciously integrating all aspects well.\n\nHope you are having a great day!\n\nGeorgia', 0, '1', '', '', 0, 1),
(2366, 17910, 'carrie', 'chicks@fluidequip.com', '', '68.70.84.186', '2011-05-31 17:29:38', '2011-05-31 22:29:38', 'Georgia,\nI am touched by your topic and would love to bring this to a focus group at work.  Can you recomend a book on this topic?\nmany thanks.', 0, '1', '', '', 0, 0),
(2367, 17910, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '76.26.161.97', '2011-05-31 19:43:01', '2011-06-01 00:43:01', 'Excellent exploration of the notion of balance and the cost of our resistance to creating it in a futile attempt to be all things to all people.  You point to a context that I think is clearly in the way for many - that productivity is a function of being more and more efficient as our plate overflows so we can do more and more vs about learning to be effective which requires we make strategic choices in every domain so we leverage the best of what we have to offer and keep our attention on what is most important to us,', 0, '1', '', '', 0, 1),
(2368, 17910, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '98.16.145.97', '2011-05-31 21:25:51', '2011-06-01 02:25:51', 'Carrie - There are a number of books you could read about creating balance, but the book that inspired my blog is on Authentic Leadership: Rediscovering the Secrets to Creating Lasting Value.  The same author, Bill George, wrote Finding Your True North.  In addition, I recommend The Energy of Money and Mastering Life\'s Energies, by Maria Nemeth Phd.  All of these books speak to setting priorities, intentions and living your values.  Which is what balance is all about...\n\nHope this helps.\n\nGeorgia', 0, '1', '', '', 2366, 1),
(2369, 17910, 'Georgia Feiste', 'Georgia@Collaborativetransitions.com', 'http://leadchangegroup.com/members/gfeiste/', '98.16.145.97', '2011-05-31 21:30:57', '2011-06-01 02:30:57', 'Here, Here, Susan.  You hit the nail on the head.   Thank you for your comments.  I know that I struggled with this for years as I climbed the corporate ladder, and it is so ingrained in me that I continue to need a constant reminder to keep my focus on my priorities and my intentions and not get distracted by the \"golden carrot\" that gets dangled in front of me on a regular basis.  It saddens me to watch others struggle to the point of making themselves ill before they get it.', 0, '1', '', '', 2367, 1),
(2370, 17910, 'Stephan De Villiers', 'stephan@incrementalsuccess.org', 'http://www.incrementalsuccess.org', '196.210.190.199', '2011-06-09 08:06:29', '2011-06-09 13:06:29', 'All of life is a balancing act.  The key to keeping your balance is not to have one side carry more weight than the other.  Making sure you distribute your time and resources in a balanced way in order to avoid letting one side get to heavy is more art than science.  However you should actively focus on keeping this balance, since it will not happen on its own.  Sometimes you have to say no to an are in your life that demands to much time an resources.', 0, '1', '', '', 0, 0),
(2371, 17912, 'Susan Mazza', 'susan@randomactsofleadership.com', 'http://leadchangegroup.com/members/susanmazza/', '69.137.163.125', '2011-06-10 09:38:46', '2011-06-10 14:38:46', 'Great food for thought John!\n\nAlthough I would define failure differently.  I think failure is not delivering on the promise of the project.  Schedules and budgets are best guess estimates and need to be constantly monitored.  They have to be constantly looked at and adjusted given the actual circumstances because of exactly what you suggest - the more complex the project the more impossible it is to predict how it will go.  If things go too far off course the best choice may not be to adjust but rather to cancel the project and cut your losses.\n\nI do think a project manager is failing when they consistently go over budget and miss deadlines.  More often that not you can see the failure coming and a great project manager will be ahead of the breakdown and adjusting accordingly rather than trying to clean up the mess (or justifying the breakdown) after the fact.\n\nThe single biggest source of complex project failure I have seen though is a lack of leadership, specifically a lack of successfully managing the relationships among the groups who have to work together, and keeping everyone\'s attention on and commitment to the outcome of the overall project.  In the absence of leadership people tend to succumb to the natural tendency to get tunnel vision from focusing on their individual success as a function of doing their part rather than doing whatever it takes to deliver on the promise of the project.', 0, '1', '', '', 0, 1),
(2372, 17912, 'Paul Reeves', 'paul@businessimprovementresults.com', 'http://www.businessimprovementresults.com', '76.11.95.19', '2011-06-10 10:04:34', '2011-06-10 15:04:34', 'Absolutely agree that we can\'t control all events &amp; that thinking that Project Management, for example, can always deal with that uncertainty just doesn\'t match the evidence. After all, the only thing that is certain about any Project Plan is that it is wrong.\nHuman Systems Dynamics teaches us that indeed life is unpredictable and chaotic, and control is just a dream.\nAs soon as we drop that expectation from our business, political, everyday affairs, and learn tools that help us readily adapt to the uncertainty - including honesty about it - we\'ll behave more rationally and be better off.\nThanks John for speaking out on this reality.\nCheers, Paul Reeves', 0, '1', '', '', 0, 0),
(2373, 17912, 'ChrisW', 'chris.d.warwick@gmail.com', '', '24.64.122.233', '2011-06-12 00:37:14', '2011-06-12 05:37:14', 'But isn\'t there a problem with the definition of success? Is a project that meets all its \"requirements\", but is immediately discarded after delivery, a success or failure? Is a project that is over budget, late, and buggy, but immediately has customers clamouring for improvements, a success or failure?\n\nI think we lack a language to describe how long complex projects take, or how the definition of success may change during execution. I have seen work lost to someone who claims they can do the work for the budget, knowing full well they can\'t; I have seen cases where development had good evidence for the costs that would be incurred, only to be given budget of less than a 3rd of that; and I have seen the case where no one had any idea what the cost would be, but the program was deemed a failure when it exceeded the magic number pulled out of someone\'s butt.\n\nI don\'t think success is a fluke, and I think I have seen many very successful projects. But my trick is to stay focused on providing value to the end user, and let the cost/time/goals fight take care of itself. If nothing else it keeps the operational community on my side during the ditch/defer/do decision meetings.\n\nIf the issue was simply that bad things happen to good projects, then it would be a simple case of management reserve. I have never known a housing project to fit in the \"2 weeks\" the builder always promises.', 0, '1', '', '', 0, 0),
(2374, 5165, 'Billy Kirsch', 'billy@kidbillymusic.com', 'http://kidbillymusic.com', '98.87.124.151', '2011-06-15 10:02:21', '2011-06-15 15:02:21', 'Great post Chery. Many leaders do this all naturally, that\'s why they evolve as leaders. But some don\'t realize that the time then invest to do the things you describe in this post or vital, valuable and well worth it. Great summary of important traits, thanks!', 0, '1', '', '', 0, 0),
(2375, 5165, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com', '68.13.251.23', '2011-06-15 10:49:36', '2011-06-15 15:49:36', 'Billy,\n\nThank you for your comments!  I agree.  Some people are great leaders naturally, many of us have to work hard to become one.  I am so very thankful for great examples!\n\nBaron Hanson recently introduced me to your website. http://kidbillymusic.com/  I love the concept of what you do!  Would love to attend a live event sometime.', 0, '1', '', '', 2374, 0),
(2376, 5165, 'Dennis Deaton', 'dennis@quma.net', 'http://www.Quma.net', '70.162.149.67', '2011-06-15 11:13:21', '2011-06-15 16:13:21', 'Chery,\n\nWell done.  Succinct and right on target.  I too believe that we talk too much about \"Corporate Culture\" and too little about Corporate Character.\n\nThanks for being an advocate,\n\nDennis', 0, '1', '', '', 0, 0),
(2377, 5165, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com/blog.php', '68.13.251.23', '2011-06-15 11:37:26', '2011-06-15 16:37:26', 'Dennis,\n\nYou are one of those great leaders I referenced in the comment above.  Your message of Ownership Spirit encouraged tremendous growth in my life.  Thank You!  http://www.ownershipspirit.com/', 0, '1', '', '', 2376, 0),
(2378, 5165, 'Jon M', 'jhmertz@yahoo.com', 'http://leadchangegroup.com/members/jhmertz/', '72.48.93.4', '2011-06-15 15:03:47', '2011-06-15 20:03:47', 'Chery, This is an excellent phrase - \" everything you do is observed.\" Some times, leaders take some action, and they think it is an un-noticed one. These are usually the actions that bring on challenges and issues.  Keeping the idea that everything you do is observed may help leaders avoid trouble and stay on the right track.  Thanks for the post!  Jon', 0, '1', '', '', 0, 1),
(2379, 5165, 'Erin Schreyer', 'eschreyer@sagestone-partners.com', 'http://www.sagestone-partners.com', '184.57.239.217', '2011-06-15 15:31:19', '2011-06-15 20:31:19', 'GREAT post, Chery!!  You\'ve done a wonderful job of describing a character-based leader, as well as providing valuable questions to help develop!!  Excellent!!  BRAVO!!  And WOO HOO!', 0, '1', '', '', 0, 0),
(2380, 5165, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com/', '68.13.251.23', '2011-06-15 15:35:10', '2011-06-15 20:35:10', 'Jon,\n\nThank you for your time and your thoughts!  That one is a big one for me too.\n\nIt\'s a tough one to manage because you have to care enough to hold yourself accountable when you blow it, and at the same time, you have to give yourself enough grace to take the lesson but not the shame.', 0, '1', '', '', 2378, 0),
(2381, 5165, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://www.gianaconsulting.com/', '68.13.251.23', '2011-06-15 15:51:07', '2011-06-15 20:51:07', 'Erin,\n\nThank you so much for your comment.  As you know, I had the same reaction to your video last week, every part of me was cheering, hoping that because it is more visual it would help people understand what is really possible, not a FairyTale, but really possible.\n\nI am attaching the link to your video, believing that they are both pieces of a larger puzzle. http://www.youtube.com/watch?v=Bxf_16pC-Z4', 0, '1', '', '', 2379, 0),
(2382, 5165, 'Steve', 'slstutz@aol.com', 'http://leadchangegroup.com/members/sstutzman/', '24.255.238.40', '2011-06-18 23:51:18', '2011-06-19 04:51:18', 'Great reminders on the \'mentality\' of leadership. Effective leadership requires approaching others with an awareness of things many others don\'t think about. You\'ve said it in a way that warrants extended reflection. Thanks for the post.', 0, '1', '', '', 0, 0),
(2383, 5165, 'Chery Gegelman', 'gegelmanjc@gmail.com', 'http://leadchangegroup.com/members/cherygegelman/', '68.13.251.23', '2011-06-19 14:14:35', '2011-06-19 19:14:35', 'Steve,\n\nThank you for your feedback.  I so glad if any part of it can be useful.  Everything I\'ve ever learned about leadership is because of others.  I would enjoy visiting with you about your reflections.', 0, '1', '', '', 2382, 1),
(2384, 5165, 'Becoming a Character Based Leader &laquo; Leadership.BlogNotions - Thoughts from Industry Experts', '', 'http://leadership.blognotions.com/2011/08/18/becoming-a-character-based-leader/', '209.133.56.3', '2011-08-18 16:53:19', '2011-08-18 21:53:19', '[...] It starts with a decision to lead with integrity, the understanding that everything you do is observed and evaluated by others as either authentic or as disingenuous, and the commitment to audit yourself.   [...]', 0, '1', '', 'pingback', 0, 0),
(2385, 5165, 'Developing Character Based Leadership - The Leadership Connexion', '', '', '184.154.88.218', '2011-10-17 06:31:40', '2011-10-17 11:31:40', '[...] Source: Becoming a Character Based Leader by Chery Gegelman on Lead Change Group [...]', 0, '1', '', 'pingback', 0, 0),
(2386, 5168, 'Oliver Mack', 'oliver.mack@commonpurpose.org', 'http://www.commonpurpose.org', '217.150.113.250', '2011-06-16 06:25:08', '2011-06-16 11:25:08', 'Great article Leigh,  really clear points.  We work with people to help them learn to \'lead beyond authority\'  I thought you might be interested in the concept.  Everyone has so many excuses and reasons why they stay in their silos or work as they do, but equipping them to lead differently is quite a journey.  Good luck with your work :-)', 0, '1', '', '', 0, 0),
(2387, 5187, 'David Zimbalist', 'dzimbalist@lawfaces.com', 'http://LawFaces.com', '65.204.3.58', '2011-06-23 15:13:50', '2011-06-23 20:13:50', 'Great article Kevin.  I read an interesting piece recently about foregoing having too many, and therefore shallower, relationships, and having fewer but more meaningful ones.  Any thoughts on that?', 0, '1', '', '', 0, 0);
