Just back from an excellent OD on the Edge event in Charlotte, NC.
David Knapp of Marathon Leadership (creator of The 21st Century Leader curriculum) shared his 26.2 Tips for Modern Leaders. He connected leadership success to distance running success, showing that both required similar traits that can be taught. David is an avid marathoner, and ran 40 marathons the year following his 40th birthday to celebrate the milestone.
He was joined by Molly Barker founder of Girls on the Run, author of two books, and an accomplished distance runner as well. Girls on the Run is tasked with educating and empowering girls at an early age in order to prevent the display of at-risk activities in the future.
I also came home with a copy of The Situational Leader, by Paul Hersey – and a strong desire to start running again. :)All that to simply say this: there are opportunities to learn, grow, and give back all around you.
Best,
Bryan
Thursday, April 7, 2011
Saturday, April 2, 2011
Actualized Leadership
Here's an interview of Will Sparks, talking about actualized leadership. Exciting work, and can't wait for his book, Actualized Leadership, to come out soon.Enjoy!
Strategic Workforce Planning (by any name)
Back in 2007 I described leadership development in a speech as “ensuring we have the right people, in the right place, at the right time, and at the right cost, now and years into the future.” When I coined the phrase, it felt like a winner– very easy to explain and understand. I still use this description in conversation, and even in recent posts! :)
For a year or two I felt original, then found that several others must have been generating similar ideas and thoughts for years. The U.S. Department of Interior came up with it in 2001 to describe Workforce Planning (WFP). The County of Fairfax in Virginia presented “Strategic Workforce Planning” in 2003 – noting at the link that “planning begins with the organization’s strategic plan.” In 2006 NOAA used the phrase in describing “workforce planning,” considered much more strategic than simply “succession planning.” The effort was called “One NOAA,” an effort to “develop, value, and sustain a world-class workforce.” In 2009 GFT used the phrase to describe “flexible resourcing.”
Today, Human Capital Institute, highly regarded in Human Resources circles, offers the SWP certification with this quote: “Strategic Workforce Planning is the most sought after skill in talent management today….”
For a year or two I felt original, then found that several others must have been generating similar ideas and thoughts for years. The U.S. Department of Interior came up with it in 2001 to describe Workforce Planning (WFP). The County of Fairfax in Virginia presented “Strategic Workforce Planning” in 2003 – noting at the link that “planning begins with the organization’s strategic plan.” In 2006 NOAA used the phrase in describing “workforce planning,” considered much more strategic than simply “succession planning.” The effort was called “One NOAA,” an effort to “develop, value, and sustain a world-class workforce.” In 2009 GFT used the phrase to describe “flexible resourcing.”
Today, Human Capital Institute, highly regarded in Human Resources circles, offers the SWP certification with this quote: “Strategic Workforce Planning is the most sought after skill in talent management today….”
Friday, January 21, 2011
Case study: the annual review
Kaitlyn is a process engineer. She has worked for Jeremiah for quite some time, and feels like he understands her contributions to the team.
Several days ago, she had been looking forward to her annual performance review. She had saved the company $4 million in March of this past year, and remembered the praise Jeremiah had heaped on her in front of the company president. Shortly after this big win, the president asked Jeremiah to broaden her responsibilities. Kaitlyn expected a glowing review and a nice bonus check to cap off a stellar 2010.
Several days ago, she had been looking forward to her annual performance review. She had saved the company $4 million in March of this past year, and remembered the praise Jeremiah had heaped on her in front of the company president. Shortly after this big win, the president asked Jeremiah to broaden her responsibilities. Kaitlyn expected a glowing review and a nice bonus check to cap off a stellar 2010.
Sunday, January 9, 2011
Blockers
When I speak about talent management, I describe the work as follows: talent management is about ensuring the right people are in the right roles at the right time. It's easy to say - rolls right off the tongue. However it's very complex, and not so easy to implement.
Most large firms have a formal review of talent at least once per year. A component of this conversation is to discuss individuals in three broad dimensions: performance against goals; behaviors that benefit the individual, team, and firm; and the potential to develop and contribute at a higher level in the organization.
Most large firms have a formal review of talent at least once per year. A component of this conversation is to discuss individuals in three broad dimensions: performance against goals; behaviors that benefit the individual, team, and firm; and the potential to develop and contribute at a higher level in the organization.
Sunday, January 2, 2011
Sun Tzu for Execution: How to Use the Art of War to Get Results
When I'm reading, I like to highlight passages and important nuggets of information that might be interesting or helpful to read again in the future. It directs the eyes and helps me maximize my reading based on my learning style.
At the end of Sun Tzu for Execution: How to use The Art of War to Get Results, by Steven W. Michaelson, I noticed that a great deal of the text had been underlined, something on just about every page.
At the end of Sun Tzu for Execution: How to use The Art of War to Get Results, by Steven W. Michaelson, I noticed that a great deal of the text had been underlined, something on just about every page.
Wednesday, December 29, 2010
Catching Negativity
My three-year-old son picked up a bad habit at school. When asked why he was behaving this way, he said “I don't know. Adrien does it!” And with that, he repeated the behavior again.Unbelievable. My impressionable, well-behaved boy was being corrupted by this child! It must be true that one apple spoils the whole bunch.
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