tag:blogger.com,1999:blog-3548469.post1673618595288049448..comments2023-10-22T07:59:27.488-04:00Comments on Here We Are. Now What?: The Leadership ConundrumTerrence Seamonhttp://www.blogger.com/profile/03474689673406427999noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-3548469.post-68369355760229782362011-09-05T01:14:28.474-04:002011-09-05T01:14:28.474-04:00I see this a bit differently. I would agree that w...I see this a bit differently. I would agree that we throw away the BS Manaul, but in the end we also need undestand that as good a visionary or get it done type of person the leader is, he/she are only as affective as the people they are leading. If they have vision, passion, intelligence, and all around "mad skills" but they can't move people or that can't inspire others then what good is all the rest? <br /><br />I would argue that for all the "tyranical" aspects of Jobs leadership, he obviously has the ability to move people in a positive and productive way or else Apple would be a rotten core sitting in some garbage at this point.Evanhttps://www.blogger.com/profile/18001331271680377688noreply@blogger.comtag:blogger.com,1999:blog-3548469.post-54404515456769726422011-08-31T09:42:36.048-04:002011-08-31T09:42:36.048-04:00Marc, These "rough-edged genius" types, ...Marc, These "rough-edged genius" types, whose contributions to the business are often indispensable, can pose a challenge to HR. When their nightmare conduct "crosses the line" and HR gets a complaint, HR faces the What (Results) vs How (Behavior, Process, Style etc) dilemma. It's a polarity that HR must manage for the good of the business. Thanks much for stopping by and leaving a comment!Terrence Seamonhttps://www.blogger.com/profile/03474689673406427999noreply@blogger.comtag:blogger.com,1999:blog-3548469.post-87096780885758838412011-08-31T08:32:36.845-04:002011-08-31T08:32:36.845-04:00Great column Terry. The Jobs paradigm should caus...Great column Terry. The Jobs paradigm should cause us in HR to rethink our mantra that "how" we get our jobs done matters as much as "what" we do. It's probably very true for most of us but not true for all. How much "behavior credit" should we give to brilliant jerks? It's more than 0 and less than 100. But maybe it's time we acknowledge that rough-edged genius is a legitimate behavior model.Marc Effronhttps://www.blogger.com/profile/18444881409012085748noreply@blogger.comtag:blogger.com,1999:blog-3548469.post-59840048141386192552011-08-30T12:30:56.391-04:002011-08-30T12:30:56.391-04:00Well said, Chris! Thanks for stopping by and leavi...Well said, Chris! Thanks for stopping by and leaving a comment.<br /><br />TerryTerrence Seamonhttps://www.blogger.com/profile/03474689673406427999noreply@blogger.comtag:blogger.com,1999:blog-3548469.post-51196446782894629672011-08-30T12:15:51.916-04:002011-08-30T12:15:51.916-04:00I am beginning to agree with the 'throw out th...I am beginning to agree with the 'throw out the Boy Scout Manual' school of leadership. People who really get things done tend to be a nightmare to work with or for, but in terms of turning dreams into reality, they do the job. Perfectionism, drive, utter self belief are needed for this, but it doesn't make fir a cuddly individual very often.Anonymousnoreply@blogger.com