Leadership development is about honest conversations, that lead to thoughtful actions, and improved performance. It rarely starts with the DO of practice, but the DO of observation. Here is what I mean by that.
Never Start With Do
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Self awareness
Do What You Love
Talent management is about great conversations. Sometimes it starts with a conversation with ourselves. Here are two videos that evoked a conversation within me – one on Slomo and the other on Alex Zanardi. They are not corporate titans, but men who faced a fork in the road and chose a path. Very different people, but both reminded me of the piece of mind that results when we own our choices. Great lessons for individuals facing decisions around career or professional development. Remember, do what you love.
Ignorant vs Stupid vs Agile
We try to avoid labeling people, and yet words have definitions that help us clearly state something we are seeing. In the world of talent management, there is a fine line between being ignorant and stupid. Effectively managing talent means knowing their attitudes towards learning and how agile their are. Talent management is about great conversations, and here are some tips for leaders to have them with themselves and their people.
Relationships: Building vs Maintaining
Relationships are tricky. They start at random places – soccer games, first days of a new job, school functions, board meetings. They only actually become a relationship, a thing that we can point to or hold up as something that has been created if we continue to deal with each other or are connected in some way. Leaders need to be good at this. Talent management requires this. Great conversations happen when we are focused on this.
Just Add Fear – Is this a line in your Leadership Recipe?
Fear is to an organization as water is to a house. It always finds a way in, and only does damage if it stays around for a while. Leadership by fear is a choice, and often it is not about intentionally doing it, but by ignoring the habits that replace fear with love. Here are some leadership tips about having great conversations that allow fear a voice, and create a conversation that makes it hard for fear to stay around.
3 Tips for Doing One-on-Ones: Skill #1 Approachability
We cannot lead without input from others. That input comes from having great conversations, and one conversation that will give you the best information to lead is the One-on-One. Here are 3 Tips for being more Approachable, a key skill for being an effective leader. Leadership development often starts with having the right habits, then working on the skills within those habits that will make you more effective.
Listen Well
I respect and listen to Seth Godin. I also believe that at the core of talent management is Honest Conversations, leading to Thoughtful Actions, that result in Improved Performance. A big part of that is listening well, and know that performance in the end is about actions. Here are some thoughts on Listening well.
Tough Conversations
Leadership is about having honest conversations. The skill of being able to handle difficult conversations (conflict, differing opinions, accountability) is one of the most critical skills for a leader. Fierce Conversations and Crucial Conversations are great books, and here is another offering – a video by Ash Beckham. Talent management is about great conversations, this will help you have more of them.
Lots of Reasons, No Excuses
Talent management is about great conversations. One aspect of a great conversation is Lots of Reasons, and no excuses. This is a leadership tool that will transform how you listen and how you lead. When you do it well, accountability and safety follows.
Leadership – The biggest choice you will have to make
What is leadership? Not what others tell you, but what do you believe LEADERSHIP IS? What are you doing to get there? Talent management is about great conversations, and a key conversation is the one you have with yourself that is started by this question. I believe that one on ones are critical habits for leaders, and it is based on what I believe leadership is. I would love to hear your input on this.
Leaders and One On Ones – Know your voice
Leaders have to be adaptable – not only in the changes around them but in how they vary their natural style when leading their people. Talent management is about great conversations, and one of the most critical conversations is the One on One. Here are some tips to help leaders be more effective in understanding what their people need and to meet those needs. Here is also a template for a one on one form that incorporates some of these key tips.
. . . and When We Want Feedback – Step 1
We cannot get better without feedback. It is a critical piece, and in my experience people are not effective at giving or getting it. If you believe that relationships are critical in leadership and building effective teams, then you know that great relationships start with honest conversations that lead to thoughtful actions, and ultimately higher performance. It is the core of talent management and leadership development.