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Showing posts from September, 2011

New Models Thinking

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Physician, Libertarian and Republican presidential candidate Ron Paul says he would have a “Secretary of Peace” in his cabinet. Now that's what I call 'New Models Thinking.'

We are in a global crisis at this moment in history. More than ever before, we need new thoughts, new ideas, new models.

And this includes models of leadership. We need new models for leaders and leadership development.

In my view, we need more leaders like Dr. Paul. Leaders who:

- Stick to their principles
- Speak truth to power
- Hold to a higher standard
- Call everyone to a better quality of life

Watching the Republican debate the other night, I was struck by the sharp divide between the 'Same Old' candidates and the 'New Models Thinking' candidates. The 'Same Old' ones want to tweak our existing processes. The 'New Models' Thinkers are looking to new ways. They are ready to initiate radical ("at the root") change. They want to innovate and take America out of th…

Leaders Honor Their People

We have all read the quote from ancient Chinese philosopher Lao Tzu about a leader, but have we ever read the entire quote? Here it is.

~ A leader is best when people barely know that he exists, not so good when people obey and acclaim him, worst when they despise him. Fail to honor people, They fail to honor you. But of a good leader, who talks little, when his work is done, his aims fulfilled, they will all say, "We did this ourselves."


Did you notice the sentence that almost never is quoted?

~ Fail to honor people, They fail to honor you.

Whoa! Let that sink in, folks.

So, what can a leader do to honor people?

- Listen to them

- Let them fly

- Lift them up

This may be the killer app of leadership that we have been waiting for.

Posted by Terrence Seamon on Tuesday September 20, 2011

Running Conversations

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Have you tried twitter chat yet? I participated in my first one the other day. It was like running in a race with a group of people that are having a spirited discussion on a given topic. Hard to keep up. Yet, exhilarating at the same time.

The invitation came from careers expert Alexandra Levit who tweeted me, asking: "Hi Terry! Are you free Friday at 1PM ET to drop into my Twitter chat on workplace productivity? Would love your expertise!"

I said I'd love to. So I went and researched what a twitter chat was and how to participate. It turned out to be a simple process using tweetdeck.

What was not so simple was the experience itself! As the participants arrived, folks started tweeting their hellos and replies to the questions posed by the moderator. And whoosh! the chat was rolling. I jumped right in and found it to be a rush.

A flood of ideas, each in under 140 characters (the twitter limit) swept by, but all containing the hashtag quickbasechat. With that hashtag, I can…

What Does OD Mean. . . to You?

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Rowena Morais, the Malaysia-based editor of HR Matters, asked me to weigh in on an article she is writing for the October issue. The question she is asking many HR thought leaders is this:

~ What does OD mean to you? What are the things that you believe the person tasked with this role should look to manage and resolve?

At its essence, Organization Development (OD) is about change. Change that renews and strengthens the organization, enhancing its capacity to pursue and reach its goals.

Years ago, one of the seminal figures in OD, Dick Beckhard, defined it this way: "Organization Development is the planned effort to increase organization effectiveness and health through interventions in the organization's “processes,” using behavioral-science knowledge."

The intent of organizational change, then, is to improve the operating effectiveness of some part of the organizational system (or the whole system), improve the results, and improve the capabilities of the organization.

The Leadership Rulebook Appendix by Chris Glennie

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In today's blog post, I am pleased to feature guest blogger Chris Glennie from the UK. His post, titled "The Leadership Rulebook Appendix," follows this intro.

I met Chris recently via social media. Chris is a creative, energetic and motivational leader with experience in general management, professional services, professional, academic, educational publishing and marketing experience, sound strategic judgment and an ability to join the dots across organisations, effect change and get things done.

He has a bachelor's degree from Oxford University and an MBA from the University of Middlesex, where he specialised in organisational culture. After 20 years in academic and educational publishing, Chris has started thinking and writing on a wide range of leadership and management issues at www.chrisglennie.com.

The Leadership Rulebook Appendix
by Chris Glennie

Don't throw the rulebook out, just add an appendix

The resignation of Steve Jobs as CEO of Apple has filled many co…