Comments for LeaderLab http://theleaderlab.org Wed, 22 Feb 2012 15:47:40 -0500 hourly 1 http://wordpress.org/?v=3.0 Comment on Take the Creative Risk by John Richard Bell http://theleaderlab.org/2012/02/take-the-creative-risk/comment-page-1/#comment-6354 John Richard Bell Wed, 22 Feb 2012 15:47:40 +0000 http://theleaderlab.org/?p=1946#comment-6354 When the leader of an organization supports innovation and creativity, you have people who will step up and deliver. I've spent my entire career within creative cultures and the results have been incredible. I've also seen non-creative cultures and the difference in motivation and performance is staggering. Everyone is creative; leadership that supports a creative culture is the essential ingredient to facilitate it. So appropriate that the message of creativity and innovation comes from the LeaderLab. When the leader of an organization supports innovation and creativity, you have people who will step up and deliver. I’ve spent my entire career within creative cultures and the results have been incredible. I’ve also seen non-creative cultures and the difference in motivation and performance is staggering. Everyone is creative; leadership that supports a creative culture is the essential ingredient to facilitate it. So appropriate that the message of creativity and innovation comes from the LeaderLab.

]]> Comment on How Good Leaders Become Bad Bosses by david http://theleaderlab.org/2012/02/how-good-leaders-become-bad-bosses/comment-page-1/#comment-6353 david Wed, 22 Feb 2012 14:30:48 +0000 http://theleaderlab.org/?p=1934#comment-6353 That's a great point Doug. Perhaps even better if the third party is being paid to give such advice. For some reason, we always receive that better than the advice of friends. Thanks for the comment. That’s a great point Doug. Perhaps even better if the third party is being paid to give such advice. For some reason, we always receive that better than the advice of friends. Thanks for the comment.

]]> Comment on Take the Creative Risk by david http://theleaderlab.org/2012/02/take-the-creative-risk/comment-page-1/#comment-6352 david Wed, 22 Feb 2012 13:19:55 +0000 http://theleaderlab.org/?p=1946#comment-6352 Thanks. Stay tuned. I have some future videos plan, one in particular will discuss how do you build an organization to take creative risks. Glad you liked it. (This was where my lesson on multiple takes and angles came from, I wished I could have shown it to you when we were talking). Thanks. Stay tuned. I have some future videos plan, one in particular will discuss how do you build an organization to take creative risks.

Glad you liked it. (This was where my lesson on multiple takes and angles came from, I wished I could have shown it to you when we were talking).

]]> Comment on Take the Creative Risk by michael cardus http://theleaderlab.org/2012/02/take-the-creative-risk/comment-page-1/#comment-6351 michael cardus Wed, 22 Feb 2012 13:17:17 +0000 http://theleaderlab.org/?p=1946#comment-6351 WOW! Dave you are meant to be in-front of the camera. This is great! I like the idea of creativity and innovation, I wonder your thought on developing organizations that are created to allow for this 'risk'...People are generally creative with their work. We all develop mastery of systems within our job. Small tweaks and changes to make the work better, daily. Again Great video! WOW!
Dave you are meant to be in-front of the camera. This is great!
I like the idea of creativity and innovation, I wonder your thought on developing organizations that are created to allow for this ‘risk’…People are generally creative with their work. We all develop mastery of systems within our job. Small tweaks and changes to make the work better, daily.
Again Great video!

]]> Comment on How Good Leaders Become Bad Bosses by Doug Brockway http://theleaderlab.org/2012/02/how-good-leaders-become-bad-bosses/comment-page-1/#comment-6342 Doug Brockway Tue, 21 Feb 2012 18:32:26 +0000 http://theleaderlab.org/?p=1934#comment-6342 While I agree that it's a good, even necessary, idea for leaders reaching the top of the S-curve to seek feedback, I'm not sure friends would be the best source. My experience is that leaders do best when those who provide such feedback are not emotionally involved. It is this 'one step removed' professional that often has the objectivity required to provide the feedback that needs to be delivered. Friends are amazing sources of many things, but objective, critical feedback on one's work performance is sometimes both uncomfortable and beyond their scope of expertise. I do think a friend's 'take' could be a good place to start but the real meat is more likely come from a more objective source. While I agree that it’s a good, even necessary, idea for leaders reaching the top of the S-curve to seek feedback, I’m not sure friends would be the best source. My experience is that leaders do best when those who provide such feedback are not emotionally involved. It is this ‘one step removed’ professional that often has the objectivity required to provide the feedback that needs to be delivered. Friends are amazing sources of many things, but objective, critical feedback on one’s work performance is sometimes both uncomfortable and beyond their scope of expertise. I do think a friend’s ‘take’ could be a good place to start but the real meat is more likely come from a more objective source.

]]> Comment on How Fear of Self-Promotion Can Kill Your Career by joel garfinkle http://theleaderlab.org/2012/02/how-fear-of-self-promotion-can-kill-your-career/comment-page-1/#comment-6341 joel garfinkle Tue, 21 Feb 2012 16:49:47 +0000 http://theleaderlab.org/?p=1918#comment-6341 Hi John, While I agree balance is key, it’s also important to lean toward the side of self-promotion. It’s so easy to get lost in a meeting, with your peers and superiors recognizing your true value. You want to feel a bit uncomfortable with the amount of self-promotion you do. Stick to the facts of your value and this will be seen as genuine and not boosting. Hi John,
While I agree balance is key, it’s also important to lean toward the side of self-promotion. It’s so easy to get lost in a meeting, with your peers and superiors recognizing your true value. You want to feel a bit uncomfortable with the amount of self-promotion you do. Stick to the facts of your value and this will be seen as genuine and not boosting.

]]> Comment on How Fear of Self-Promotion Can Kill Your Career by joel garfinkle http://theleaderlab.org/2012/02/how-fear-of-self-promotion-can-kill-your-career/comment-page-1/#comment-6340 joel garfinkle Tue, 21 Feb 2012 16:44:31 +0000 http://theleaderlab.org/?p=1918#comment-6340 Hi Greg, You bring up a great point about the two extremes. I agree that this often does occur. What needs to happen is to have a middle way in which your self-promotion doesn’t seem like arrogance or brown-nosing. Instead, your self-promotion comes across as confidence and natural. Others don’t notice it as self-promotion. Instead, they see it as facts of what you do and your value. Nothing more and nothing less. Your point about do a really, really good job is a good one. You have to have a base-line of solid work and respect in the company. However, you can’t assume people will notice you just because you do good work. This is a major concern I see daily with my clients. They relay too much on the hope they will get promoted because they work hard. Hi Greg,
You bring up a great point about the two extremes. I agree that this often does occur. What needs to happen is to have a middle way in which your self-promotion doesn’t seem like arrogance or brown-nosing. Instead, your self-promotion comes across as confidence and natural. Others don’t notice it as self-promotion. Instead, they see it as facts of what you do and your value. Nothing more and nothing less.

Your point about do a really, really good job is a good one. You have to have a base-line of solid work and respect in the company. However, you can’t assume people will notice you just because you do good work. This is a major concern I see daily with my clients. They relay too much on the hope they will get promoted because they work hard.

]]> Comment on How Fear of Self-Promotion Can Kill Your Career by joel garfinkle http://theleaderlab.org/2012/02/how-fear-of-self-promotion-can-kill-your-career/comment-page-1/#comment-6339 joel garfinkle Tue, 21 Feb 2012 16:39:36 +0000 http://theleaderlab.org/?p=1918#comment-6339 HI John, I can see your point. You don’t want people 100% to focus only on the benefits to their own career. It will undermine the overall strategy of the company and the team work necessary for success. However, too many employers don’t take advantage of the talents of their employees. If the employer sees your accomplishments, success and hears from you at meetings, they will know what you offer and how best to use you in the company. HI John,
I can see your point. You don’t want people 100% to focus only on the benefits to their own career. It will undermine the overall strategy of the company and the team work necessary for success. However, too many employers don’t take advantage of the talents of their employees. If the employer sees your accomplishments, success and hears from you at meetings, they will know what you offer and how best to use you in the company.

]]> Comment on How Good Leaders Become Bad Bosses by david http://theleaderlab.org/2012/02/how-good-leaders-become-bad-bosses/comment-page-1/#comment-6321 david Mon, 20 Feb 2012 19:09:04 +0000 http://theleaderlab.org/?p=1934#comment-6321 I'm not sure about the kitchen cabinet. I think a trusted friend who knows your patterns and when you're about to act out negatively and stops you. Sounds like a good idea. Thanks for the comment. I’m not sure about the kitchen cabinet. I think a trusted friend who knows your patterns and when you’re about to act out negatively and stops you. Sounds like a good idea. Thanks for the comment.

]]> Comment on How Good Leaders Become Bad Bosses by michael cardus http://theleaderlab.org/2012/02/how-good-leaders-become-bad-bosses/comment-page-1/#comment-6315 michael cardus Mon, 20 Feb 2012 13:33:19 +0000 http://theleaderlab.org/?p=1934#comment-6315 Ahhh...the Dark Side. This burnout creep and response of anger is scary when it happens. And even worse when it happens to Great Managerial-Leaders who are reaching the top of the S curve. I wonder if this would be where a 'kitchen cabinet' / trusted group of friend to coach and mentor would be useful. Often I speak of this behavior as (-T) negative temperament. That a person must have a normative value of behavior that is not deleterious to them being effective in their role. Ahhh…the Dark Side.
This burnout creep and response of anger is scary when it happens. And even worse when it happens to Great Managerial-Leaders who are reaching the top of the S curve.
I wonder if this would be where a ‘kitchen cabinet’ / trusted group of friend to coach and mentor would be useful.
Often I speak of this behavior as (-T) negative temperament. That a person must have a normative value of behavior that is not deleterious to them being effective in their role.

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