Leadership Freak
MAY 2, 2012
Insecure people who won’t try are frustrating. Insecurity stagnates. Confidence explodes outward, fear implodes. There’s little success or progress apart from personal confidence. The problem of confidence: You cannot make others feel confident. Security and insecurity are functions of the self. Successful leaders, however, help others find confidence, assuming they want to find it.
Kevin Eikenberry
MAY 14, 2012
Perhaps this post will prove you can stretch a metaphor a long way (almost as far as a mother of six can stretch a pound of hamburger). The reality is that I decided to see what I could come up with because this week is National Hamburger Week. I spent some time thinking about hamburgers [.].
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Leadership Freak
MAY 23, 2012
Poorly run meetings start in the wrong place and end up rushed before they’re done. Right place: Leave inconsequential items for the end. Deal with big items at the beginning. I’m tempted to check off a few quick agenda items before digging into the meat of meetings. It’s seductive but ineffective and inefficient. Don’t prioritize [.].
Leadership Freak
MAY 5, 2012
Leaders fail when their mouths are too big and their ears are too small. Listening is powerful because it informs talking. The only way leaders know what to say is to listen. Great leadership is great listening. On a recent drive with a young leader I noticed how he’s learned to talk less and listen more. [.].
Speaker: Tim Buteyn, President of ThinkingKap Learning Solutions
💢 Do you find yourself stuck in never-ending review cycles? Are you wondering if your Subject Matter Expert actually got that last review request? Are you having trouble trying to decipher impractical or conflicting feedback? 💢 If any of these scenarios sounds familiar, you may benefit from a crash course on managing SME relationships!
Leadership Freak
MAY 29, 2012
You can’t lead when you know too much. Education establishes barriers to thinking. Everything that comes your way is instantly judged by what you know. In some cases the less you know the more open you are. People with knowledge say things like, “We can’t do that because…” Another reason you can’t lead is too [.].
Leadership Freak
MAY 17, 2012
Successful leaders lift people; failures drain them. You either bring vitality or you exhaust. Recently a leader from a Fortune 500 company that I’ve worked with reminded me of something I wrote. “No Encouragement is Discouragement.” His reminder stuck. It’s still on my mind, five days later. Who have you encouraged in the last day [.].
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Kevin Eikenberry
MAY 4, 2012
In workshops (including yesterday), I’m often asked how to raise confidence – either in ourselves or in those we lead. It is is a valuable question, yet it often leads to the question of balance – what’s the connection between confidence and humility? Today’s quotation addresses the humility side is a very simple and enlightening [.].
Leadership Freak
MAY 16, 2012
The purpose of leadership is to identify and create the future. If you want to lead, go somewhere and take someone with you. The challenge of leadership is helping people keep up. You are ahead. If you aren’t ahead you aren’t leading. 10 ways to face the challenges of leadership: Embrace dissatisfaction and discontent with optimism. [.].
Leadership Freak
MAY 1, 2012
** Everyone engages in self-defeating behaviors. “Part of my job is helping people get out of their own way,” Joel Garfinkle author of Getting Ahead. Which of these self-defeating behaviors hold you back? Hiding from what you really think or feel. Over thinking and under acting. Focusing on “why” at the expense of “what” and [.].
Kevin Eikenberry
MAY 7, 2012
Have you ever enjoyed the sounds of a rock and roll band? Would you like to have a team that performed as well as your favorite band? With the five tips below you can be on way to creating that rock star team. Have a clear vision and purpose. The band needs to know the [.].
Implementing new tools or business processes in your organization? Lemon Learning put together a practical 3 part guide to prevent the pitfalls of change management. Drive a successful change management project from diagnosis through to measurement.
Leadership Freak
MAY 8, 2012
If you never disagree you’re irrelevant. Here’s how to disagree successfully: Ask what to do if you disagree before disagreements emerge. Watch and learn when others disagree. Avoid win-lose situations, it’s likely you’ll lose. Know and embrace the boss’ goals. If you don’t align with the big picture, find another job. Come with solutions and [.].
Leadership Freak
MAY 31, 2012
The difference between great and average, when it comes to organizations, isn’t simply efficiency or effectiveness, it’s culture. Great organizations have great cultures. “The context in which people work shapes them.” Brook Manville. But what is culture? Culture goes beyond what you do to how you do. It’s the way you: Think. Act. Interact, most importantly. [.].
Leadership Freak
MAY 22, 2012
Some tell you what you want to hear others tell you what they need to say. How can you dig through a cacophony of voices and find great advice? Honest, trustworthy, insightful advice comes hard. Which advisor: Options or insights matter. When you’re seeking options go to someone who’s been there. When you need insight go [.].
Kevin Eikenberry
MAY 11, 2012
In the last 10 days, I have spent time with three groups, totaling well over 500 people, talking about change – how to understand and lead it. Change is an important topic for us today, as there is so much of it around us. What I find in both my study, work, and through observation, is that we have [.].
Speaker: Tim Buteyn
Let's set the scene: you’ve identified a critical performance gap in your organization and need to close that gap. A colleague suggests training, but you suspect there’s something going on that training can’t address. How can you determine if training is the right solution before you commit your budget and resources to a new training program? In this webinar, you will learn how to determine if training is the right solution using the Behavior Engineering Model.
Leadership Freak
MAY 7, 2012
Courage is the willingness and resolve to act when outcomes are uncertain. Everyone needs courage because we live in turbulent, changing times. Nothing good gets done without courage. Powerful leaders encourage – fill with courage – so that others can press through their fears. Fear pulls back; courage pushes forward. “Life shrinks or expands in [.].
Leadership Freak
MAY 27, 2012
A Leadership Freak reader asked, “How do you deal with others who expend energy stopping people from reaching their goals?” The context is perfectionism. Perfectionistic roadblockers may act intentionally or accidentally out of ignorance. The paralysis of perfection is rampant. Four types of perfectionistic roadblockers: Vision that’s so big it paralyzes.
Kevin Eikenberry
MAY 21, 2012
During an unlikely 1973 comeback from last place to first place in the final month of the season, a New York Mets pitcher was credited with the phrase that became the rallying cry of the team and city – “ya gotta believe!” That phrase was widely credited with helping the team go 20-8 to finish [.].
Kevin Eikenberry
MAY 25, 2012
I love this quote because it is addresses a challenge I often hear about – and experience myself. “Stop waiting until things are perfect. Obstacles will always be there. They’ll never just go away. Find a way through them.” - Ralph Marston, author Questions to Ponder What are you waiting for? What is the worst thing [.].
Speaker: Tim Buteyn, President of ThinkingKap Learning Solutions
We’ve all been there. You’ve been given a pile of dry content and asked to create a compelling eLearning course. You’re determined to create something more engaging than the same old course that learners quickly click through, but how do you take this “boring” content and create something relevant and engaging? Many instructional designers will say, “Boring in means boring out.
Leadership Freak
MAY 11, 2012
If you plan to achieve great things you must develop great leaders. How to fail: The break-fix model seldom develops greatness. The break-fix model is problem-centric and backward-facing. Break-fix works for systems and processes but not for people. Fix organizations – develop people. Closely related to the demoralizing break-fix approach is the ever faithful but [.].
Leadership Freak
MAY 13, 2012
Have you noticed this hypocrisy in yourself or people in your organization? Out of one side of our mouths we say, “We love new ideas.” Out of the other we say, “We hate change.” New ideas change things. Tendency: Organizations tend to harden their methods, processes, and procedures as time passes; they resist change. New [.].
Leadership Freak
MAY 25, 2012
If excellence was easy there’d be more of it. The path to excellence is paved with tough conversations; not mean, tough. Excellence challenges average. All great leaders achieve excellence by facing tough issues quickly and head on. “Tough issues aren’t like wine.” Michael Hyatt. I asked Michael Hyatt, Chairman of Thomas Nelson publishing and author [.].
Leadership Freak
MAY 10, 2012
Few things are more dissatisfying and unfulfilling as adapting your inner compass to others. If you don’t know who you are you’ll become someone else. You’ve accepted your own inner compass when you lose the need to defend it. The demands of leadership, however, call leaders to find and listen to wise advice – to learn [.].
Speaker: Chester Santos – Author, International Keynote Speaker, Executive Coach, Corporate Trainer, Memory Expert, U.S. Memory Champion
In October, scientists discovered that 75% of patients who experienced brain fog had a lower quality of life at work than those who did not. At best, brain fog makes you slower and less efficient. At worst, your performance and cognitive functions are impaired, resulting in memory, management, and task completion problems. In this entertaining and interactive presentation, Chester Santos, "The International Man of Memory," will assist you in developing life-changing skills that will greatly enha
Leadership Freak
MAY 28, 2012
Foolish leaders permit aspirations to minimize affirmations. Affirmations encourage and motivate by pointing to progress and success. On the other hand, aspirations say we aren’t there yet. Aspirations set targets; affirmations celebrate achievement. Aspiration: My aspirations include building an organization where everyone supports the success of others.
Leadership Freak
MAY 14, 2012
I’ve rejected the “savior-leader” model but still feel pressure to be one. Savior-leaders arrive on unicorns and solve problems by sprinkling fairy dust over people and organizations. Poof! Everything is magically fixed. Internal: Internal pressure to have answers presses me to give answers. I want to be the savior. Often I believe I have answers.
Leadership Freak
MAY 6, 2012
** “Authenticity is your greatest asset. Lose your authenticity and you’ve lost everything,” Marcus Buckingham. For Buckingham authenticity is strength based leadership. But, are you sure who the authentic you is? I’m not. Additionally, I get confused between who I am and who I want to be. Wanting obscures. I want to please people but [.].
Leadership Freak
MAY 19, 2012
Image source Managers first ask, “How can we best leverage current resources to achieve desired ends?” The second question is, “What do team members love doing – within the parameters of desired ends?” People doing things they love aren’t working. Provide a channel that enables people to do what they love doing. People doing what they [.].
Leadership Freak
MAY 15, 2012
Weak leaders struggle to gain power. Insecure leaders fear losing it. Power is good, it gets things done. Power is bad when it’s used to abuse and manipulate others for selfish ends. Essential: Who takes organizations further? You’ll go further with teams of powerful people. Those who never use power are doomed to be controlled [.].
Leadership Freak
MAY 3, 2012
If the right people don’t know about your work your work doesn’t matter. It may be important. It may be valuable. But, you’ll never get ahead if those over you don’t know your value and accomplishments. Keeping your head down and working hard keeps you down and lets others take credit. Self-promotion: Self-promotion isn’t a [.].
Kevin Eikenberry
MAY 9, 2012
Part of my team and I are exhibiting at the American Society of Training and Development International Conference in Denver this week. Yesterday, as a part of the conversations we had with participants, several asked if we provide training for people to prepare them for supervisory/leadership roles before they get those jobs. As we debriefed [.].
Kevin Eikenberry
MAY 2, 2012
It’s May of 2012 – the month I will turn fifty years old. Someone asked me if I was going to blog about my birthday (I guess the answer is yes), and then they asked me what lessons I’ve learned in nearly 50 years on the planet. I’ve been thinking about that question a bit, [.].
Kevin Eikenberry
MAY 13, 2012
It’s Mother’s Day in the United States – a day to set aside to thank, honor and remember our mothers. As a leader, I hope you are doing those things for the mothers in your life, and after reading this post, I hope you do a little bit more. This post isn’t meant to [.].
Leadership Freak
MAY 18, 2012
Have you ever argued with someone only to discover you agreed? One partner said to his other partners – who were in heated discussion – “You’re both arguing for the same thing.” I thought his observation intriguing. I started watching my conversations to see if I have “unnecessary” arguments. I do! I argue – say [.].
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