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home about 3 good things l&d professionals can learn from presidential candidates posted by david witt in buy-in on april 6, 2016 in the cover story for this month’s training magazine, author gail dutton takes a look at the ongoing presidential primary races from a unique perspective: what learning and development professionals can learn from each candidate’s approach. just like a presidential candidate, dutton says, l&d professionals have to remain relevant, stay in the race, and advance their agendas. by taking a closer look at presidential campaign positioning and maneuverings, dutton believes that executives charged with leading the learning and development of others can “identify tactics that work, determine why others failed, and apply those insights to ensure their message is heard above the chatter.” here are a few of her key points: be aspirational—express a great purpose whether it is donald trump’s “let’s make america great again” slogan or bernie sanders ’ anti-corporate, anti-establishment, anti-money stance, it’s important that l&d leaders achieve that same clarity by refining their message down to its key elements, says dutton. dutton quotes lawrence polsky, cofounder of teambuilding and coaching firm teams of distinction. in politics, polsky says, “sanders talks in terms of revolution, appealing to his followers to act. trump outlines his specific steps to make america great.” sanders’s and trump’s statements in their respective debates have catalyzed discussions. that happens in business, too, writes dutton. “when l&d leaders can articulate an aspirational goal and connect it to specific steps employees can take to reach it, they inspire action.” tailor your message—cautiously leaders must understand their audience but they also must consider the consequences. dutton writes, “during primary elections, candidates appeal to their bases. but statements that appeal to core supporters may backfire during the general election. as a case in point, when hillary clinton was asked of which enemy she was most proud, she said, ‘the republicans.’” dutton points out that william senft, coauthor of the book being rational, writes, “that pitch appealed to the self-interests of one group but alienated much of the electorate.” dutton says the message for l&d leaders is to consider the big picture. focusing strictly on one element of a program may resonate with leaders from that discipline—but when pitching to the c-suite, concerns such as expenses, returns, capital usage, and opportunity costs must be considered. be authentic and show your human side dutton shares that a bell leadership institute survey of 2,700 employees found that a sense of humor was one of the two most mentioned attributes of good leaders. in the first republican debate, carly fiorina apparently forgot that fact and appeared painfully severe. soon afterward, she released an old family photo of herself and her young daughters posing in a bubble bath to highlight her whimsical side. business leaders needn’t go that far, but the ability to laugh does make them more approachable. dutton quotes author william senft again: “hillary, on the other hand, has issues with authenticity. she’s tried over the years to present herself as easygoing and likeable. in reality, she’s intense and ambitious. people sense that and have a difficult time accepting her [when she tries to be something she isn’t].” “that’s true for organizations, too,” writes dutton. “be who and what you are.” to see more comparisons (and 9 quick tips for l&d professionals), check out dutton’s complete article what can l&d learn from the presidential race? in the march/april issue of training magazine . via @kenblanchard share this: linkedin twitter google facebook email reddit tumblr pinterest print pocket like this: like loading... buy-in , communication , leadership development , sponsorship leave a comment what is the biggest mistake leaders make when working with others? posted by david witt in leadership development on march 23, 2016 when the ken blanchard companies asked 1,400 people the question “what is the biggest mistake leaders make when working with others?” 41 percent of respondents identified inappropriate communication or poor listening . when these same respondents were asked to look at a list of common mistakes and choose the five biggest missteps by leaders, two responses stood out. not providing appropriate feedback was chosen by 82 percent of respondents. failing to listen or involve others came in a close second, cited by 81 percent. ( failing to use an appropriate leadership style, failing to set clear goals and objectives, and failing to develop their people rounded out the respondents’ top five of things leaders most often fail to do when working with others.) a 700-person follow-up study conducted by blanchard in 2013 with readers of training magazine found similar results. in that survey: 28 percent of respondents said they rarely or never discussed future goals and tasks with their boss—even though 70 percent wished they did. 36 percent said they never or rarely received performance feedback—even though 67 percent wished they did. why are communication and feedback such a challenge in today’s workplaces? the fast pace of work and increased workloads are certainly part of the equation—but another possibility is that new managers are not trained in either of these essential skills. research conducted by the institute for corporate productivity found that 47 percent of organizations do not have a formal training program in place for new managers. research by leadership development consultancy zenger folkman has found that most managers don’t receive training until they are ten years into their managerial careers . that’s too late. harvard business school professor linda hill has found that most managers who survive their first year develop habits —good or bad—that they carry with them for the rest of their careers. the ken blanchard companies believes it is essential for new managers to develop good communication skills as they step into their first leadership roles. in a new first-time manager curriculum, blanchard identifies four communication skills new managers need to develop as well as four conversations new managers need to master. four essential communication skills listen to learn —a deeper type of listening where the goal for the manager is to hear something that might change their mind, not just prompt a response. inquire for insight —when the manager uses questions to draw people out and probe for understanding that might not be shared at first. tell your truth —being direct in communication in a way that promotes honest observation without assigning blame. express confidence —conveying a positive attitude toward the other person and toward future conversations, regardless of the subject. four performance management conversations to master the goal setting conversation —setting clear objectives: all good performance begins with clear goals. the praising conversation —noticing and recognizing progress and good performance: catch people doing things right. the redirecting conversation —providing feedback and direction when performance is off-track: seize the opportunity before the problem escalates. the wrapping up conversation —conducting a short, informal review after a task or goal is finished: savor accomplishments and acknowledge learnings becoming skilled in each of these areas not only helps new managers get off to a great start but also can help them succeed for years to come. how are your managers doing in these critical areas? you can read more about the blanchard approach to first-time manager development in the white paper essential skills every first-time manager should master . via @kenblanchard share this: linkedin twitter google facebook email reddit tumblr pinterest print pocket like this: like loading... communication , feedback , first time m

URL analysis for howgovleads.com

https://howgovleads.com/2015/12/16/measure-these-five-areas-to-focus-your-engagement-efforts/?share=tumblr
https://howgovleads.com/2016/02/24/most-first-time-managers-are-not-ready-to-lead-infographic/?share=email
https://howgovleads.com/2016/02/10/why-you-dont-feel-motivated-and-6-ways-to-move-in-a-new-direction/?share=linkedin
https://howgovleads.com/2015/12/16/measure-these-five-areas-to-focus-your-engagement-efforts/?share=linkedin
https://howgovleads.com/2014/01/08/leading-a-team-to-perform/
https://howgovleads.com/2016/04/06/3-good-things-ld-professionals-can-learn-from-presidential-candidates/?share=reddit
https://howgovleads.com/2016/03/09/take-time-to-pause-and-reflect-introducing-the-wrapping-up-conversation/?share=pocket
https://howgovleads.com/tag/the-ken-blanchard-companies/
https://howgovleads.com/tag/performance-2/
https://howgovleads.com/category/performance-management/
https://howgovleads.com/2015/12/16/measure-these-five-areas-to-focus-your-engagement-efforts/?share=facebook
https://howgovleads.com/2016/02/24/most-first-time-managers-are-not-ready-to-lead-infographic/
https://howgovleads.com/2015/11/18/5-leadership-skills-for-succeeding-in-a-matrix-structure/?share=facebook
https://howgovleads.com/2015/11/18/5-leadership-skills-for-succeeding-in-a-matrix-structure/?share=tumblr
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Domain Name: HOWGOVLEADS.COM
Registry Domain ID: 1553660593_DOMAIN_COM-VRSN
Registrar WHOIS Server: whois.networksolutions.com
Registrar URL: http://networksolutions.com
Updated Date: 2018-02-26T08:15:15Z
Creation Date: 2009-04-27T17:08:49Z
Registry Expiry Date: 2021-04-27T17:08:49Z
Registrar: Network Solutions, LLC.
Registrar IANA ID: 2
Registrar Abuse Contact Email: [email protected]
Registrar Abuse Contact Phone: +1.8003337680
Domain Status: clientTransferProhibited https://icann.org/epp#clientTransferProhibited
Name Server: NS1.WORDPRESS.COM
Name Server: NS2.WORDPRESS.COM
Name Server: NS3.WORDPRESS.COM
DNSSEC: unsigned
URL of the ICANN Whois Inaccuracy Complaint Form: https://www.icann.org/wicf/
>>> Last update of whois database: 2018-10-11T01:04:14Z <<<

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  REGISTRAR Network Solutions, LLC.

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STATUS
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NSERVER

  NS1.WORDPRESS.COM 198.181.116.9

  NS2.WORDPRESS.COM 198.181.117.9

  NS3.WORDPRESS.COM 192.0.74.9

  REGISTERED yes

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