Comments for GovLeaders Blog http://govleaders.org/blog Growing Leaders for the Public Service Thu, 08 Jul 2010 20:49:03 -0400 http://wordpress.org/?v=2.9.2 hourly 1 Comment on The 3Cs of Developing Leaders – Part II: Competency by Kyla http://govleaders.org/blog/?p=4&cpage=1#comment-69 Kyla Thu, 08 Jul 2010 20:49:03 +0000 http://govleaders.org/blog/?p=4#comment-69 I can't agree any more with your thoughts. We have gone a long way... Great!! Unfortunately, in the past, leadership training and books I read were pushing the wrong behaviors on people and were mostly focused On: be assertive (authoritative image), make reality (generate crises), make quick decisions (don't think), make hard decision (I. e. fire and hire!!!), Don't lie (don't get caught), life is not fair (It is ok to behave unjust), and good communication (editorial nitpicking). I'm excited that this tone for characterizing leadership is changing as indicated by most of the written material I have been reading recently. I'm particularly impressed by the way you identified the "ability to build an organization where truth and transparency prevail" Quality. To me that is the cornerstone for leadership. I can’t agree any more with your thoughts. We have gone a long way… Great!! Unfortunately, in the past, leadership training and books I read were pushing the wrong behaviors on people and were mostly focused On: be assertive (authoritative image), make reality (generate crises), make quick decisions (don’t think), make hard decision (I. e. fire and hire!!!), Don’t lie (don’t get caught), life is not fair (It is ok to behave unjust), and good communication (editorial nitpicking). I’m excited that this tone for characterizing leadership is changing as indicated by most of the written material I have been reading recently. I’m particularly impressed by the way you identified the “ability to build an organization where truth and transparency prevail” Quality. To me that is the cornerstone for leadership.

]]> Comment on Tips for Change Agents by strategic change management http://govleaders.org/blog/?p=27&cpage=1#comment-46 strategic change management Fri, 11 Sep 2009 19:26:04 +0000 http://govleaders.org/blog/?p=27#comment-46 <strong>strategic change management...</strong> Great post. My approach to strategic change management says the quality of the first five percent determines what happens in the rest of the process. This same principle applies to many situations.... strategic change management…

Great post. My approach to strategic change management says the quality of the first five percent determines what happens in the rest of the process. This same principle applies to many situations….

]]> Comment on Got Ideas to “Pitch” for Better Managing the Federal Workforce? by Mike http://govleaders.org/blog/?p=49&cpage=1#comment-42 Mike Sat, 23 May 2009 20:33:55 +0000 http://govleaders.org/blog/?p=49#comment-42 Hi, nice posts there :-) thank's for the interesting information Hi, nice posts there :-) thank’s for the interesting information

]]> Comment on Tips for Change Agents by dwchangewise http://govleaders.org/blog/?p=27&cpage=1#comment-18 dwchangewise Sun, 15 Mar 2009 05:57:20 +0000 http://govleaders.org/blog/?p=27#comment-18 What I forgot to mention above is that a leader's stage of agility greatly impacts how s/he leads change. What I forgot to mention above is that a leader’s stage of agility greatly impacts how s/he leads change.

]]> Comment on Tips for Change Agents by dwchangewise http://govleaders.org/blog/?p=27&cpage=1#comment-17 dwchangewise Sun, 15 Mar 2009 05:55:09 +0000 http://govleaders.org/blog/?p=27#comment-17 Did you know that leadership agility, a major contributor to leadership effectiveness. develops in predictable stages, stages that correlate with adult stages of emotional and cognitive development? Each stage shows up in certain tell-tale behavior patterns. You might enjoy checking out the white paper on this subject, which can be found at www.leadershipagility.com Did you know that leadership agility, a major contributor to leadership effectiveness. develops in predictable stages, stages that
correlate with adult stages of emotional and
cognitive development? Each stage shows up in certain tell-tale behavior patterns. You might
enjoy checking out the white paper on this subject, which can be found at http://www.leadershipagility.com

]]> Comment on The 3Cs of Developing Leaders – Part II: Competency by steve http://govleaders.org/blog/?p=4&cpage=1#comment-4 steve Thu, 26 Feb 2009 13:45:46 +0000 http://govleaders.org/blog/?p=4#comment-4 I think being able to look externally for solutions is also a key attribute of good leaders. Rather than trying to reinvent the wheel in-house, see what other organizations are using as best practices. I think many leaders, for good or bad, like to go along with the organizational inertia, but sometimes a leader is needed to seek organizational solutions outside. I think being able to look externally for solutions is also a key attribute of good leaders. Rather than trying to reinvent the wheel in-house, see what other organizations are using as best practices. I think many leaders, for good or bad, like to go along with the organizational inertia, but sometimes a leader is needed to seek organizational solutions outside.

]]> Comment on The 3Cs of Developing Leaders – Part II: Competency by Don Jacobson http://govleaders.org/blog/?p=4&cpage=1#comment-3 Don Jacobson Sat, 14 Feb 2009 16:47:50 +0000 http://govleaders.org/blog/?p=4#comment-3 Ray - I really enjoyed this article. I think your list of competencies is excellent. You raise a really important issue about how the ECQs are (or perhaps not) being used. It is really critical that leadership ability and potential be a major consideration for promotions to supervisory positions at the mid-levels. Those are the people who supervise front-line employees and thus have a huge impact on organizational morale and effectiveness. At the same time, those are the people who end up competing for promotion to the SES, since they are of the appropriate grade. So leadership has to be a big consideration in promotions. Are we seeing that? Don Ray – I really enjoyed this article. I think your list of competencies is excellent. You raise a really important issue about how the ECQs are (or perhaps not) being used. It is really critical that leadership ability and potential be a major consideration for promotions to supervisory positions at the mid-levels. Those are the people who supervise front-line employees and thus have a huge impact on organizational morale and effectiveness. At the same time, those are the people who end up competing for promotion to the SES, since they are of the appropriate grade. So leadership has to be a big consideration in promotions. Are we seeing that?

Don

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