This first Leadership Development Carnival in 2010 provides links to 50 posts — what Dan calls “the Best of 2009.” The links include posts on topics such as building better leaders, measuring employee engagement and building corporate trust. You’ll find posts from great bloggers such as Art Petty, Wally Bock, Mike Henry and others. The Leadership Development Carnival is a great way improve your leadership development and get to know the bloggers who are making it happen. Take a stroll through the Carnival; you will not regret the time you spend.
The latest Leadership Carnival brings together links to more than 30 fresh posts on topics such as mentors and role models, leading teams and maximizing your performance. You’ll find posts from great bloggers such as Wally Bock, Steve Roesler, Chris Young and others. The Leadership Development Carnival is a great way to expand your leadership knowledge and get to know the bloggers who are making it happen.
September’s Leadership Carnival brings together links to more than 25 fresh posts on topics such as employee development, identifying true leaders and beating stress. You’ll find posts from great bloggers such as Wally Bock, Art Petty, Scott Eblin and others. The Leadership Development Carnival is a great way to expand your leadership knowledge and get to know the bloggers who are making it happen.
The Daily Reviewer has name the Lead on Purpose blog one of the top 100 leadership blogs. It is a tremendous honor to be named to this list with other great blogs such as Seth’s Blog, Management Excellence, The Best Horse Sense (a personal favorite since I grew up on a ranch), Great Leadership, the Tom Peters Weblog and many other great leadership blogs. In their own words:
The Daily Reviewer selects only the world’s top blogs (and RSS feeds). We sift through thousands of blogs daily to present you the world’s best writers. The blogs that we include are authoritative on their respective niche topics and are widely read. To be included in The Daily Reviewer is a mark of excellence.
Full attribution for this honor and the success of Lead on Purpose go to the following:
- You, the readers: Your participation in the discussions and the content of the guest posts by several have significantly contributed to the success of this blog.
- The product management perspective: Leadership is a crucial element of successful product management, and product management & marketing are key roles in successful companies. The combination is powerful and has meaningfully contributed to the success of this blog.
I give a heart-felt thanks to all for your part in helping Lead on Purpose win this award.
- Michael Hopkin
The Lead on Purpose blog is featured in the July Leadership Development Carnival of Dan McCarthy’s Great Leadership blog. Jim Holland’s guest post Leadership Lessons from a Kindergarten Class is the focus.
July’s Leadership Carnivals brings together links to more than 25 fresh posts on topics such as accountability, talent management and succession planning. You’ll find posts from great bloggers such as Wally Bock and Chris Young. The Leadership Development Carnival is well a half hour of your time.
I’m out camping in the mountains this week, far away from the connected world, so I “pre-loaded” my blogging gun with a link to a great post.
Today’s link comes from Dan McCarthy who writes the Great Leadership blog: Most people tend to zero in on how their manager and their employees rate them. According to Dan, you should pay more attention on how your peers (at your level in the organization) regard you. Take a few minutes and read Would Your Peers Vote for You?
Does your list of great leaders include your mother?
We’re all here because of our mothers and we all (hopefully) love our mothers. We know what they did to help us get to where we are today. What we too often forget is that mothers truly are leaders. This lesson is summed up nicely in a recent post by Dan McCarthy — Leadership Lessons from Mom. Take a few minutes to read Dan’s post and think about the lessons you’ve learned from your mother.
To all you mothers who read this: Happy Mother’s Day!
The Lead on Purpose blog is featured in the April Leadership Development Carnival Spring Addition of Dan McCarthy’s Great Leadership blog.
April’s Leadership Carnivals brings together links to more than 30 fresh posts on topics such as employee engagement, personal leadership and Jack Welch’s take on shareholder value (seems to have changed). You’ll find posts from great bloggers such as Wally Bock and Chris Young. The leadership insight is well worth 30 minutes of your time.
There seem to be a lot of stories flying around the media about people bickering, fighting or otherwise not getting along with each other. While such situations might help spark a political campaign, they do nothing for people trying to progress and become more successful. It’s especially important learn how to get along with your boss and co-workers. On his Great Leadership blog, Dan McCarthy writes about 10 ways to get off on the right foot with your new manager. He makes the assumption that the new manager is a good, competent leader and not a jerk. Here’s the list of ten (without detail; check out Dan’s post for the meat):
- Be good (both doing good things and good at what you do)
- Be proactive about introducing yourself
- Exhibit behaviors that are appreciated (enthusiasm, optimism, curiosity, initiative, and good judgement)
- Clarify expectations up front
- Help your new manager learn
- Try to minimize how many times you say “we tried that before and it didn’t work”
- Be VERY open to change
- Learn about your new manager
- Watch your manager’s back
- However….. don’t be a blatant suck-up.
Working for a new manager/boss/leader provides a great opportunity to shine, to model things (including your career) the way you’ve always wanted them to go. Take the opportunity to form new relationships and make most out of new circumstances.
The Product Management Perspective: Dan’s advice is significant for product managers. They not only have to manage up to their boss, but also horizontally, with managers of other teams on whom they depend for success. The ten steps listed above work equally well in both cases.