In Part I of this two part series on Transformational Leadership Development, I shared information about the problems associated with improving the retention and application of leadership development content. The ultimate goal of such training is to change the behavior of participants for their good and their organizations. Given the huge financial investment that companies … More Making Learning Stick: Transformational Leadership Development for the Long Haul, Part II
I’m very pleased and excited to announce the publishing of my latest book, The LEADERS Model: Essential Practices For Today’s Leaders. Once again, I was blessed to work with Dr. John Stanko, my colleague and friend, as the co-author. This is the second such collaboration with John, having together wrote the book, The Leadership Carol: … More Our Latest Book: The LEADERS Model
This blog was a bit challenging for me to write. Forgiveness is a tough topic. It’s another one of those take a look in the mirror issues that makes me stop and think about my “Forgiveness Quotient.” Am I a forgiving person? Do I have the right understanding of forgiveness? Can I accept forgiveness from … More Forgiveness: The “X-Factor” For Successful Leadership
During the past several years, the phrase “Agile Leadership” has received a lot of attention. A lot has been written about agile leadership, and it seems to be today’s HOT BUTTON in the world of leadership practice. … More Agile Leadership: What’s All the Buzz About? Part I
Much of what I have written so far about decision making views the process as a rational one. Identify the issue, gather relevant facts, consider alternatives, good the best one, implement, and then evaluate. Making good decisions in this way is a means of avoiding or at least minimizing the effects of the various subjective or irrational influences that can derail our decision making process. But what about INTUITION? What role, if any, should intuition play in our decision making process, what some authors describe as “the opposite of logical, rational thinking”? … More More Than a Feeling: Intuition and Decision Making
After a bit of a “hiatus,” I’m back with a few more blogs posts about DECISION MAKING. Today, I share another interesting angle on the nature of decision making and how decisions are often made. … More Decision Making: It’s not always the “rational” approach that is the best choice.
Many of us who embrace the overarching framework of Servant Leadership believe it is the “right” thing to do. That is, we are committed, in principle, to the perspectives, attitudes, and behaviors that represent the servant leader. All too often, though, others believe that Servant Leadership represents practices that are soft, that are easy to perform, that … More Servant Leadership: It’s Not Only Right; It Works!
I invite you to attend the Leaders Serving Beaver County Thursday Breakfast Workshop, next week, March 16, at the Penn State Beaver Campus Lodge Room, beginning at 7:30 am. Please click on the link below for the full announcement. The event is “Free of Charge.” Please invite colleagues and friends to attend with you. http://www.minerdpublishing.com/lsbc_march_2017.htm … More Dr. Dittmar to present on “Continuous Improvement” at next Thursday’s Leaders Serving Beaver County Breakfast Workshop.
The next letter in the L.E.A.D.E.R.S. Development Model is D. D stands for Decision-Making. Leaders must humble themselves and acknowledge that they may not be the smartest one on the team, or the one with the best perspective on every issue at all times. Leaders take the time to identify, gather and then analyze the … More Decision-Making: The “D” in the L.E.A.D.E.R.S. Model
The next letter in the L.E.A.D.E.R.S. Development Model is A. A stands for alignment. When people clearly understand the vision, mission and strategy of the organization, there is alignment. When employees understand how their job contributes to the fulfillment of the vision and mission, there is alignment. When employees’ personal values are in agreement with … More Alignment: The “A” in the L.E.A.D.E.R.S. Model.