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	<title>Linked 2 Leadership &#187; Future Leadership Issues</title>
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	<description>The L2L Blogazine covers Leadership Development, Organizational Health, and Personal &#38; Professional Growth. &#34;We help professionals Learn, Grow &#38; Develop Other Leaders!&#34;™</description>
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		<title>Linked 2 Leadership &#187; Future Leadership Issues</title>
		<link>http://linked2leadership.com</link>
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		<title>Leaders: It’s Not All About the Money</title>
		<link>http://linked2leadership.com/2012/05/28/leaders-its-not-all-about-the-money/</link>
		<comments>http://linked2leadership.com/2012/05/28/leaders-its-not-all-about-the-money/#comments</comments>
		<pubDate>Mon, 28 May 2012 13:15:17 +0000</pubDate>
		<dc:creator>Anil Saxena</dc:creator>
				<category><![CDATA[Coaching Corner]]></category>
		<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[Leaders]]></category>
		<category><![CDATA[Linked 2 Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[values]]></category>
		<category><![CDATA[work life balance]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=24243</guid>
		<description><![CDATA[It is time that all of us get into the 21st Century about motivation and driving high-performance in the workplace.   Over 20 years of research about what motivates people and teams to perform at their highest levels, have consistently shown that it is not money. What Motivates Us Yes, it’s true.  Money is not a primary motivator for a [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=24243&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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			<media:title type="html">Obsessed with Money</media:title>
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	</item>
		<item>
		<title>3 Steps to Influential Leadership: Step 1 &#8211; Allowance</title>
		<link>http://linked2leadership.com/2012/05/25/3-steps-to-influential-leadership-step-1-allowance/</link>
		<comments>http://linked2leadership.com/2012/05/25/3-steps-to-influential-leadership-step-1-allowance/#comments</comments>
		<pubDate>Fri, 25 May 2012 04:11:23 +0000</pubDate>
		<dc:creator>Alan Mikolaj</dc:creator>
				<category><![CDATA[Coaching Corner]]></category>
		<category><![CDATA[Emotionally Intelligent Leadership]]></category>
		<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leading & Developing Other Leaders]]></category>
		<category><![CDATA[Practical Steps to Influence]]></category>
		<category><![CDATA[Professional Development]]></category>
		<category><![CDATA[Servant Leadership]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[Dr. Phil]]></category>
		<category><![CDATA[Law of Attraction]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=24547</guid>
		<description><![CDATA[While there are many ideas and theories about what makes up influential leadership, there are three ingredients that are ‘necessary, but not enough.’  They are necessary for influential leadership, but not sufficient.  Of course, there are many more ingredients to cook up influential leadership, but whatever recipe you are using to help improve your leadership [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=24547&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/05/25/3-steps-to-influential-leadership-step-1-allowance/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
	
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			<media:title type="html">mikolajsmaunder</media:title>
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			<media:title type="html">Not Allowed</media:title>
		</media:content>
	</item>
		<item>
		<title>On Leadership and Motherhood</title>
		<link>http://linked2leadership.com/2012/05/13/on-leadership-and-motherhood/</link>
		<comments>http://linked2leadership.com/2012/05/13/on-leadership-and-motherhood/#comments</comments>
		<pubDate>Sun, 13 May 2012 20:55:14 +0000</pubDate>
		<dc:creator>Aditi Chopra</dc:creator>
				<category><![CDATA[Emotionally Intelligent Leadership]]></category>
		<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Values-Based Leadership]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=24152</guid>
		<description><![CDATA[We celebrate Mother&#8217;s Day every year to honor all mothers around the world. This day is also a celebration of the bond between a mother and her child. It is symbolic of the unconditional love that mothers have for their children. A Mother of A Leader There is however, another very important role a mother [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=24152&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/05/13/on-leadership-and-motherhood/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
	
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			<media:title type="html">atchopra</media:title>
		</media:content>

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			<media:title type="html">Mom</media:title>
		</media:content>
	</item>
		<item>
		<title>Leadership Priorities: How &#8220;Why&#8221; Eats &#8220;How&#8221; for Lunch</title>
		<link>http://linked2leadership.com/2012/05/09/how-why-eats-how-for-lunch/</link>
		<comments>http://linked2leadership.com/2012/05/09/how-why-eats-how-for-lunch/#comments</comments>
		<pubDate>Wed, 09 May 2012 21:59:41 +0000</pubDate>
		<dc:creator>Josh Allan Dykstra</dc:creator>
				<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leading & Developing Other Leaders]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[organization]]></category>
		<category><![CDATA[Zappos]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=24057</guid>
		<description><![CDATA[Awhile back, my invisible mentor, Seth Godin, wrote a post called Form and Function. In this article, he had a quote which read: The question that gets asked about technology, the one that is almost always precisely the wrong question is, &#8220;How does this advance help our business?&#8220; The correct question is, &#8220;How does this advance [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=24057&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/05/09/how-why-eats-how-for-lunch/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
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			<media:title type="html">joshallan</media:title>
		</media:content>

		<media:content url="http://www.notarybonding.com/cms-assets/images/969671.bigfaq.jpg" medium="image">
			<media:title type="html">FAQ</media:title>
		</media:content>
	</item>
		<item>
		<title>Next-Gen Leadership: Developing Future Leaders</title>
		<link>http://linked2leadership.com/2012/04/25/next-gen-leadership-developing-future-leaders/</link>
		<comments>http://linked2leadership.com/2012/04/25/next-gen-leadership-developing-future-leaders/#comments</comments>
		<pubDate>Thu, 26 Apr 2012 03:12:40 +0000</pubDate>
		<dc:creator>Aditi Chopra</dc:creator>
				<category><![CDATA[Coaching Corner]]></category>
		<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leading & Developing Other Leaders]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23966</guid>
		<description><![CDATA[My doctor recently brought up the topic of leadership in relation to providing guidance to her high school kid. She was curious about developing leadership skills for kids during the crucial years of their school so that they can get selected to the best college. After all, “Good luck happens when preparedness meets opportunity,” so why can&#8217;t we [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23966&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/04/25/next-gen-leadership-developing-future-leaders/feed/</wfw:commentRss>
		<slash:comments>4</slash:comments>
	
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			<media:title type="html">atchopra</media:title>
		</media:content>

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			<media:title type="html">Young Doctor</media:title>
		</media:content>
	</item>
		<item>
		<title>Leaders: How Do You Look at Seniority?</title>
		<link>http://linked2leadership.com/2012/04/24/leaders-how-do-you-look-at-seniority/</link>
		<comments>http://linked2leadership.com/2012/04/24/leaders-how-do-you-look-at-seniority/#comments</comments>
		<pubDate>Tue, 24 Apr 2012 20:32:13 +0000</pubDate>
		<dc:creator>Andy Uskavitch</dc:creator>
				<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leadership vs. Management]]></category>
		<category><![CDATA[Leading & Developing Other Leaders]]></category>
		<category><![CDATA[Professional Development]]></category>
		<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Inspiration]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[mentoring]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[Talent Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23995</guid>
		<description><![CDATA[Have you heard this statement before? It is: &#8220;I have seniority.&#8221; So what do you mean exactly by &#8220;seniority? And why does this matter? sen·ior·i·ty    [seen-yawr-i-tee, -yor-] noun 1. the state of being senior;  priority of birth; superior age. 2. priority, precedence, or status obtained as the result of a person&#8217;s length of service, as in a profession, trade,company, or union. Barring unionized workforces, I just don’t believe this statement has as much meaning as it used to.  I remember, at the time I was coming into [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23995&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/04/24/leaders-how-do-you-look-at-seniority/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">andyuskavitch</media:title>
		</media:content>

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			<media:title type="html">Seniority</media:title>
		</media:content>
	</item>
		<item>
		<title>Leadership Follies: Know When to Quit</title>
		<link>http://linked2leadership.com/2012/04/22/leadership-follies-know-when-to-quit/</link>
		<comments>http://linked2leadership.com/2012/04/22/leadership-follies-know-when-to-quit/#comments</comments>
		<pubDate>Mon, 23 Apr 2012 01:30:21 +0000</pubDate>
		<dc:creator>Anil Saxena</dc:creator>
				<category><![CDATA[Authentic Leadership]]></category>
		<category><![CDATA[Emotionally Intelligent Leadership]]></category>
		<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[Coaching]]></category>
		<category><![CDATA[executive development]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=24006</guid>
		<description><![CDATA[Success in the workplace is determined by planning, scheduling, and efficiency. These are all aspects that must be considered when planning or working on any project in relation to your team and to your company. Have you ever worked on a project or initiative that was not going well?  If everyone knew it was failing, [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=24006&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/04/22/leadership-follies-know-when-to-quit/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">asaxcube</media:title>
		</media:content>

		<media:content url="http://good-wallpapers.com/pictures/4134/stop_3d_wallpaper.jpg" medium="image">
			<media:title type="html">I Quit</media:title>
		</media:content>
	</item>
		<item>
		<title>Get Real: Don&#8217;t Idealize Our Leaders</title>
		<link>http://linked2leadership.com/2012/04/15/get-real-dont-idealize-our-leaders/</link>
		<comments>http://linked2leadership.com/2012/04/15/get-real-dont-idealize-our-leaders/#comments</comments>
		<pubDate>Mon, 16 Apr 2012 03:55:03 +0000</pubDate>
		<dc:creator>Kevin Allardyce</dc:creator>
				<category><![CDATA[Coaching Corner]]></category>
		<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leadership Assessments]]></category>
		<category><![CDATA[Leading & Developing Other Leaders]]></category>
		<category><![CDATA[intrinsic motivation]]></category>
		<category><![CDATA[leadership of everyman]]></category>
		<category><![CDATA[social networks]]></category>
		<category><![CDATA[social production]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=21763</guid>
		<description><![CDATA[For one who is just beginning to enter the world of Leadership as a scholarly study,  I am struck by the reverence with which Transformational Leadership theory is held. Transformational Leader I was initially quite struck with the theory myself the first time I heard about it. I began to see leadership theories on a [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=21763&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/04/15/get-real-dont-idealize-our-leaders/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
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			<media:title type="html">kevinallardyce</media:title>
		</media:content>

		<media:content url="http://s4.hubimg.com/u/285643_f520.jpg" medium="image">
			<media:title type="html">Ideal Boss</media:title>
		</media:content>
	</item>
		<item>
		<title>6 Steps to Sustainable Teams: Growing the Sphere of Influence</title>
		<link>http://linked2leadership.com/2012/03/26/growing-sphere-of-influence/</link>
		<comments>http://linked2leadership.com/2012/03/26/growing-sphere-of-influence/#comments</comments>
		<pubDate>Mon, 26 Mar 2012 19:32:54 +0000</pubDate>
		<dc:creator>Al Gonzalez</dc:creator>
				<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leading & Developing Other Leaders]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Servant Leadership]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[Influence]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23244</guid>
		<description><![CDATA[In order to consistently deliver influential and successful products, the supervisor must focus on establishing a strong foundation or &#8220;safety zone&#8221; where trust and safety are nurtured for all staff members. The safety zone can become a source of creativity and energy which enables the team to influence others in their division, the organization, and [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23244&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/03/26/growing-sphere-of-influence/feed/</wfw:commentRss>
		<slash:comments>3</slash:comments>
	
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			<media:title type="html">a0212</media:title>
		</media:content>

		<media:content url="http://www.jmorganmarketing.com/wp-content/uploads/2008/07/spheres-of-influence.jpg" medium="image">
			<media:title type="html">Sphere of Influence</media:title>
		</media:content>

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			<media:title type="html">Expanding Influence</media:title>
		</media:content>
	</item>
		<item>
		<title>New Leader on the Block: So What&#8217;s Next?</title>
		<link>http://linked2leadership.com/2012/03/22/new-leader-on-the-block/</link>
		<comments>http://linked2leadership.com/2012/03/22/new-leader-on-the-block/#comments</comments>
		<pubDate>Thu, 22 Mar 2012 19:43:51 +0000</pubDate>
		<dc:creator>Jennifer King</dc:creator>
				<category><![CDATA[Coaching Corner]]></category>
		<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[career advice]]></category>
		<category><![CDATA[first-time management]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23644</guid>
		<description><![CDATA[Congratulations! You have just been promoted to “manager.” So now what? Here You Go&#8230; You earned that promotion because you have the most experience on your team, you’re a super worker, and you get along great with your colleagues. The new job title, the nice salary bump, and the fact that you have more authority [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23644&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/03/22/new-leader-on-the-block/feed/</wfw:commentRss>
		<slash:comments>3</slash:comments>
	
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			<media:title type="html">jennifersoftwareadvice</media:title>
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		<media:content url="http://www.menconfess.com/wp-content/uploads/2010/10/young-business-man.jpg" medium="image">
			<media:title type="html">Young Boss</media:title>
		</media:content>
	</item>
		<item>
		<title>Coaching for a Leadership Change</title>
		<link>http://linked2leadership.com/2012/03/09/coaching-leadership-change/</link>
		<comments>http://linked2leadership.com/2012/03/09/coaching-leadership-change/#comments</comments>
		<pubDate>Fri, 09 Mar 2012 08:24:07 +0000</pubDate>
		<dc:creator>Bryan D Wolff</dc:creator>
				<category><![CDATA[Authentic Leadership]]></category>
		<category><![CDATA[Coaching Corner]]></category>
		<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23419</guid>
		<description><![CDATA[One of the many issues surrounding leadership is how to inspire change in followers. Central to this idea is this question: “What is the most effective way to get people to change?” Chay Chay Chay Change&#8230;. This question comes up all the time when talking to leaders. And when the question is posed in a [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23419&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/03/09/coaching-leadership-change/feed/</wfw:commentRss>
		<slash:comments>4</slash:comments>
	
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			<media:title type="html">bryandwolff</media:title>
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		<media:content url="http://www.businesscoachingbrain.com/wp-content/uploads/2009/11/iStock_000011037986Small.jpg" medium="image">
			<media:title type="html">Change</media:title>
		</media:content>
	</item>
		<item>
		<title>5 Key Strategic Challenges Leaders Face in 2012</title>
		<link>http://linked2leadership.com/2012/03/07/5-challenges-leaders-face-2012/</link>
		<comments>http://linked2leadership.com/2012/03/07/5-challenges-leaders-face-2012/#comments</comments>
		<pubDate>Wed, 07 Mar 2012 22:16:26 +0000</pubDate>
		<dc:creator>Rob Wolfe</dc:creator>
				<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23284</guid>
		<description><![CDATA[Armed with an understanding of who they are and where they are going, effective executive leaders chart a course for themselves, for their employees, and for their organizations. But leadership must first know who they are. And where they are going. While this leadership principle is timeless and unique to each individual leader, how executives [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23284&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/03/07/5-challenges-leaders-face-2012/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
	
		<media:content url="http://1.gravatar.com/avatar/d397f7eb07a4235157978ef362957c7e?s=96&#38;d=http%3A%2F%2F1.gravatar.com%2Favatar%2Fad516503a11cd5ca435acc9bb6523536%3Fs%3D96&#38;r=G" medium="image">
			<media:title type="html">wolferj24</media:title>
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		<media:content url="http://linked2leadership.files.wordpress.com/2012/03/5-gears.png?w=468" medium="image">
			<media:title type="html">5 Strategies</media:title>
		</media:content>
	</item>
		<item>
		<title>On Leadership and a Healthy Fear of Stability</title>
		<link>http://linked2leadership.com/2012/02/29/a-healthy-fear-of-stability/</link>
		<comments>http://linked2leadership.com/2012/02/29/a-healthy-fear-of-stability/#comments</comments>
		<pubDate>Wed, 29 Feb 2012 19:25:17 +0000</pubDate>
		<dc:creator>Erik Engberg</dc:creator>
				<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leadership Lessons Learned]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Practical Steps to Influence]]></category>
		<category><![CDATA[Professional Development]]></category>
		<category><![CDATA[change management]]></category>
		<category><![CDATA[iimpermanence]]></category>
		<category><![CDATA[Leadership Training]]></category>
		<category><![CDATA[mindful leadership]]></category>
		<category><![CDATA[mindfulness]]></category>
		<category><![CDATA[training]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23074</guid>
		<description><![CDATA[A mindful revolution among today&#8217;s leaders is needed around the concept of &#8220;change management.&#8221;   A consulting cottage industry has developed to aid employees &#8220;cope&#8221; with change as if it&#8217;s the demon to be cast aside.  If change is indeed inevitable, why do we approach it with halting hesitation? Instead, our fear would be better [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23074&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/02/29/a-healthy-fear-of-stability/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
		<media:content url="http://1.gravatar.com/avatar/bbf67fbd0c93b4a5df8fb52ac28bfb55?s=96&#38;d=http%3A%2F%2F1.gravatar.com%2Favatar%2Fad516503a11cd5ca435acc9bb6523536%3Fs%3D96&#38;r=G" medium="image">
			<media:title type="html">mindfulsolutions</media:title>
		</media:content>

		<media:content url="http://activerain.com/image_store/uploads/9/7/8/1/0/ar130221547901879.jpg" medium="image">
			<media:title type="html">Stability</media:title>
		</media:content>

		<media:content url="http://img.tfd.com/hm/GIF/ibreve.gif" medium="image" />

		<media:content url="http://img.tfd.com/hm/GIF/prime.gif" medium="image" />

		<media:content url="http://img.tfd.com/hm/GIF/schwa.gif" medium="image" />

		<media:content url="http://img.tfd.com/hm/GIF/schwa.gif" medium="image" />
	</item>
		<item>
		<title>Leadership 2012: Leadership Standing Trial</title>
		<link>http://linked2leadership.com/2012/02/21/leadership-standing-trial/</link>
		<comments>http://linked2leadership.com/2012/02/21/leadership-standing-trial/#comments</comments>
		<pubDate>Tue, 21 Feb 2012 12:30:22 +0000</pubDate>
		<dc:creator>Arnold Timmerman</dc:creator>
				<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leadership Lessons Learned]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[leading and following]]></category>
		<category><![CDATA[Leadingship]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=22690</guid>
		<description><![CDATA[Dateline: Den Haag 24th January 2012, L2L Press The International Court of Justice in The Hague, The Netherlands, was caught off guard when the prosecution presented their next case yesterday. Not another commander of war was standing trial but an idea, a concept: Leadership. At the first hearing the defendant’s seat remained empty while its [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=22690&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/02/21/leadership-standing-trial/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
		<media:content url="http://1.gravatar.com/avatar/336b686ab789e7dfdf6d74178b941b5f?s=96&#38;d=http%3A%2F%2F1.gravatar.com%2Favatar%2Fad516503a11cd5ca435acc9bb6523536%3Fs%3D96&#38;r=G" medium="image">
			<media:title type="html">arnoldtimmerman</media:title>
		</media:content>

		<media:content url="http://www.caringgrandparents.com/wp-content/uploads/2011/08/000gavel.jpg" medium="image">
			<media:title type="html">Leadership Judgement</media:title>
		</media:content>
	</item>
		<item>
		<title>6 Steps to Sustainable Teams: Safety and Trust</title>
		<link>http://linked2leadership.com/2012/02/19/safety-trust/</link>
		<comments>http://linked2leadership.com/2012/02/19/safety-trust/#comments</comments>
		<pubDate>Sun, 19 Feb 2012 23:00:27 +0000</pubDate>
		<dc:creator>Al Gonzalez</dc:creator>
				<category><![CDATA[Coaching Corner]]></category>
		<category><![CDATA[Conflict Management]]></category>
		<category><![CDATA[Future Leadership Issues]]></category>
		<category><![CDATA[Leadership Lessons Learned]]></category>
		<category><![CDATA[Leading & Developing Other Leaders]]></category>
		<category><![CDATA[Servant Leadership]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23131</guid>
		<description><![CDATA[It is amazing how most teams are brought together and asked to accomplish extremely complicated goals without taking steps to develop trust among team members.   I understand that factors beyond our control will often require leaders to quickly assemble teams without much notice. This is a reality of our professional lives. However, I have [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23131&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/02/19/safety-trust/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
	
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			<media:title type="html">a0212</media:title>
		</media:content>

		<media:content url="http://www.actlikeaman.org/wp-content/uploads/2011/09/trust-poster_1203770857.jpg" medium="image">
			<media:title type="html">Trust</media:title>
		</media:content>

		<media:content url="https://lh4.googleusercontent.com/9DP7cdk3AnHRr9AFbrPa3SyJstFzTF2c9CoYTJ-JdczjLE-qclHBTlaccKdu6Gveyc2x2w8rZx1AKX6BpBBt-jDPvTv5IzeHRANDVbh3kKa6C5KpcIo" medium="image">
			<media:title type="html">Team Building</media:title>
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