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	<title>Linked 2 Leadership &#187; Organizational Health</title>
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		<title>Linked 2 Leadership &#187; Organizational Health</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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		<item>
		<title>Leaders: You Can&#8217;t Really Manage Change</title>
		<link>http://linked2leadership.com/2012/05/14/leaders-you-cant-really-manage-change/</link>
		<comments>http://linked2leadership.com/2012/05/14/leaders-you-cant-really-manage-change/#comments</comments>
		<pubDate>Mon, 14 May 2012 11:00:35 +0000</pubDate>
		<dc:creator>Anil Saxena</dc:creator>
				<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[problem-solving]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=24358</guid>
		<description><![CDATA[During a recent project that involved whole scale transformation of a client’s system to manage, hire, compensate, reward and recognize, 65% of their employees are who drive their profitability. The concept of managing change really is a fallacy. Traditional Change  There are many statistics indicating that traditional change management is only successful in approximately 30% &#8211; [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=24358&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/05/14/leaders-you-cant-really-manage-change/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
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			<media:title type="html">Change Ahead</media:title>
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			<media:title type="html">star</media:title>
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		<item>
		<title>On Leadership and Change, Chaos and Creation</title>
		<link>http://linked2leadership.com/2012/05/07/on-leadership-and-change-chaos-and-creation/</link>
		<comments>http://linked2leadership.com/2012/05/07/on-leadership-and-change-chaos-and-creation/#comments</comments>
		<pubDate>Tue, 08 May 2012 01:36:28 +0000</pubDate>
		<dc:creator>Arnold Timmerman</dc:creator>
				<category><![CDATA[Authentic Leadership]]></category>
		<category><![CDATA[Leading & Developing Other Leaders]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Practical Steps to Influence]]></category>
		<category><![CDATA[chaos]]></category>
		<category><![CDATA[control]]></category>
		<category><![CDATA[crisis]]></category>
		<category><![CDATA[Inspiration]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Leadingship]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=24293</guid>
		<description><![CDATA[Many things in the life of a leader are uncontrollable and unpredictable. If handled incorrectly, this can lead to calamity. But if managed well, change, chaos, and creation can work together to create wonderful results. A Story of Chaos The British fuel-truck drivers announce their plans to go on strike. One of the ministers can’t [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=24293&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/05/07/on-leadership-and-change-chaos-and-creation/feed/</wfw:commentRss>
		<slash:comments>4</slash:comments>
	
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			<media:title type="html">arnoldtimmerman</media:title>
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			<media:title type="html">Chaos to Creation</media:title>
		</media:content>
	</item>
		<item>
		<title>Leaders: How to Get Your Next Job</title>
		<link>http://linked2leadership.com/2012/05/03/leaders-how-to-get-your-next-job/</link>
		<comments>http://linked2leadership.com/2012/05/03/leaders-how-to-get-your-next-job/#comments</comments>
		<pubDate>Fri, 04 May 2012 02:02:38 +0000</pubDate>
		<dc:creator>Rachel Wallins</dc:creator>
				<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Professional Development]]></category>
		<category><![CDATA[Team Building Leadership]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[careers success]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=24196</guid>
		<description><![CDATA[In my career as a Leadership/OD practitioner, I have had the great luck of making some great hires. I have also had the not-so-great luck of making some not-so-great hires. Along the way, however, I have found that having an open position can drive some of us to drink. Whine &#38; Wine Right now for a recruiter [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=24196&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/05/03/leaders-how-to-get-your-next-job/feed/</wfw:commentRss>
		<slash:comments>5</slash:comments>
	
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			<media:title type="html">rwallins</media:title>
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		<media:content url="http://www.software-documentmanagement.com/j0422410.jpg" medium="image">
			<media:title type="html">Resume Stack</media:title>
		</media:content>

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			<media:title type="html">Job Candidate</media:title>
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		<item>
		<title>Leaders: Strategy is Static, But Vision is Viral</title>
		<link>http://linked2leadership.com/2012/04/11/strategy-static-vision-viral/</link>
		<comments>http://linked2leadership.com/2012/04/11/strategy-static-vision-viral/#comments</comments>
		<pubDate>Wed, 11 Apr 2012 22:16:50 +0000</pubDate>
		<dc:creator>Tom Cocklereece, DMin, LBCT</dc:creator>
				<category><![CDATA[Leadership Lessons Learned]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[strategy planning]]></category>
		<category><![CDATA[vision]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=22564</guid>
		<description><![CDATA[What is more important for a true leader to understand, use, and spread: Tactility or Vision? A recent article by Mark Federman on Linked 2 Leadership titled “Honest Leadership: The End of “Vision” drew my attention. At the outset, it must be said that he introduced me to a new dimension of strategy planning…that of tactility. Tactility [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=22564&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/04/11/strategy-static-vision-viral/feed/</wfw:commentRss>
		<slash:comments>4</slash:comments>
	
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			<media:title type="html">Dr. Tom Cocklereece</media:title>
		</media:content>

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			<media:title type="html">Vision</media:title>
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	</item>
		<item>
		<title>Leaders: How to Choose a Mentor</title>
		<link>http://linked2leadership.com/2012/04/02/leaders-how-to-choose-a-mentor/</link>
		<comments>http://linked2leadership.com/2012/04/02/leaders-how-to-choose-a-mentor/#comments</comments>
		<pubDate>Mon, 02 Apr 2012 12:31:43 +0000</pubDate>
		<dc:creator>Aditi Chopra</dc:creator>
				<category><![CDATA[Leading & Developing Other Leaders]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Practical Steps to Influence]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Mentorship]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23749</guid>
		<description><![CDATA[Mentoring has been a hot topic of discussion amongst leaders. We all know the benefits of mentoring but we are often intrigued by the details. But what questions should we ask in order to achieve the best outcomes? Questions about Mentors These are some of the questions that come to mind when we think about mentoring: How [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23749&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/04/02/leaders-how-to-choose-a-mentor/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">atchopra</media:title>
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			<media:title type="html">Mentoring</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>
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			<media:title type="html">Sphere of Influence</media:title>
		</media:content>

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			<media:title type="html">Expanding Influence</media:title>
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	</item>
		<item>
		<title>Leaders: &#8220;Because&#8221; or &#8220;Be the Cause?&#8221;</title>
		<link>http://linked2leadership.com/2012/03/19/leaders-because-or-be-the-cause/</link>
		<comments>http://linked2leadership.com/2012/03/19/leaders-because-or-be-the-cause/#comments</comments>
		<pubDate>Tue, 20 Mar 2012 02:08:20 +0000</pubDate>
		<dc:creator>Colin Millar</dc:creator>
				<category><![CDATA[Authentic Leadership]]></category>
		<category><![CDATA[Coaching Corner]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Values-Based Leadership]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23469</guid>
		<description><![CDATA[My first graduate qualification was in Communication Studies and it was consistently lectured that communication should be clear and concise. This concept pre-dates the 140-character Twitter-style update. But it utilises this same understanding: Attention needs to be grabbed and then retained if you’re to make a lasting impact with the intention of affecting future behaviour. So [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23469&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/03/19/leaders-because-or-be-the-cause/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
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			<media:title type="html">rantingscot</media:title>
		</media:content>

		<media:content url="http://cache1.bigcartel.com/product_images/1865098/JTC_Front_Chrome.jpg" medium="image">
			<media:title type="html">Be the Cause</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>
	
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			<media:title type="html">wolferj24</media:title>
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			<media:title type="html">5 Strategies</media:title>
		</media:content>
	</item>
		<item>
		<title>On Accountability and Engagement: Let&#8217;s Dance!</title>
		<link>http://linked2leadership.com/2012/02/29/accountability-and-engagement/</link>
		<comments>http://linked2leadership.com/2012/02/29/accountability-and-engagement/#comments</comments>
		<pubDate>Thu, 01 Mar 2012 03:46:24 +0000</pubDate>
		<dc:creator>Jonathan Magid</dc:creator>
				<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Accountability]]></category>
		<category><![CDATA[emotional intelligence]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[team culture]]></category>
		<category><![CDATA[teams]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=23339</guid>
		<description><![CDATA[If you are in a management or leadership position at an organization, you will repeatedly feel the pressure at times to amplify your role to help engage your teams for better performance. It is now performance management season across much of corporate America and we’re hearing the storied refrain: “We need to do a better job of holding people [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=23339&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/02/29/accountability-and-engagement/feed/</wfw:commentRss>
		<slash:comments>3</slash:comments>
	
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			<media:title type="html">jonathanmagid</media:title>
		</media:content>

		<media:content url="http://www.artcontemporary.co.uk/images/Lets-Dance.jpg" medium="image">
			<media:title type="html">Let&#039;s Dance</media:title>
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		<media:content url="http://www.esquire.com/cm/esquire/images/IO/couple-dancing-0510-lg.jpg" medium="image">
			<media:title type="html">Dancing Together</media:title>
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		<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>
	
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			<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>

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

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	</item>
		<item>
		<title>Goal Setting for Leaders: Why Bother?</title>
		<link>http://linked2leadership.com/2012/02/20/goal-setting-for-leaders/</link>
		<comments>http://linked2leadership.com/2012/02/20/goal-setting-for-leaders/#comments</comments>
		<pubDate>Mon, 20 Feb 2012 23:30:01 +0000</pubDate>
		<dc:creator>Scott Span, MSOD</dc:creator>
				<category><![CDATA[Leading & Developing Other Leaders]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Professional Development]]></category>
		<category><![CDATA[goal setting]]></category>
		<category><![CDATA[goals]]></category>
		<category><![CDATA[planning]]></category>
		<category><![CDATA[Strategy]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=21924</guid>
		<description><![CDATA[The topic of goals and objectives arises frequently at the end of any year. And by March, many people have given up on them. Have you already stopped trying to achieve the New Year&#8217;s resolution that you set late last year? Or did you not even bother to write down your goals for 2012 knowing that you [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=21924&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/02/20/goal-setting-for-leaders/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
	
		<media:content url="http://1.gravatar.com/avatar/5db6466837687ee11750c2e9017c9299?s=96&#38;d=http%3A%2F%2F1.gravatar.com%2Favatar%2Fad516503a11cd5ca435acc9bb6523536%3Fs%3D96&#38;r=G" medium="image">
			<media:title type="html">sspantolero</media:title>
		</media:content>

		<media:content url="http://tolerosolutions.com/wp-content/uploads/2011/12/goal_setting_activities.jpg" medium="image">
			<media:title type="html">Goals</media:title>
		</media:content>

		<media:content url="http://tolerosolutions.com/wp-content/uploads/2011/12/improvement-objectives-300x299.jpg" medium="image">
			<media:title type="html">Target</media:title>
		</media:content>

		<media:content url="http://tolerosolutions.com/wp-content/uploads/2011/12/goal-objective-setting.jpg" medium="image">
			<media:title type="html">Goals and Objecives</media:title>
		</media:content>
	</item>
		<item>
		<title>Leadership Follies &#8211; Lipstick on a Pig Does Not Make it Sexy</title>
		<link>http://linked2leadership.com/2012/02/14/lipstick-on-a-pig/</link>
		<comments>http://linked2leadership.com/2012/02/14/lipstick-on-a-pig/#comments</comments>
		<pubDate>Wed, 15 Feb 2012 00:00:00 +0000</pubDate>
		<dc:creator>Anil Saxena</dc:creator>
				<category><![CDATA[Leadership Assessments]]></category>
		<category><![CDATA[Leadership Lessons Learned]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Talent Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=22790</guid>
		<description><![CDATA[Changes in organizations  and managers are often essential in order for your business to grow and thrive. Let&#8217;s just be very clear about something. If there is a need to make big changes in how an organization is performing and being managed, there are three things that will not make a difference. Giving people new titles. [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=22790&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/02/14/lipstick-on-a-pig/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
		<media:content url="http://0.gravatar.com/avatar/e423f51de896a80db5407c1976753a50?s=96&#38;d=http%3A%2F%2F0.gravatar.com%2Favatar%2Fad516503a11cd5ca435acc9bb6523536%3Fs%3D96&#38;r=G" medium="image">
			<media:title type="html">asaxcube</media:title>
		</media:content>

		<media:content url="http://linked2leadership.files.wordpress.com/2012/02/lipstick-on-pig.png?w=300" medium="image">
			<media:title type="html">Lipstick on a Pig</media:title>
		</media:content>
	</item>
		<item>
		<title>Articles of Faith: On Leadership, Theology, and Technology</title>
		<link>http://linked2leadership.com/2012/02/11/aof-leadership-theology-techno/</link>
		<comments>http://linked2leadership.com/2012/02/11/aof-leadership-theology-techno/#comments</comments>
		<pubDate>Sat, 11 Feb 2012 20:00:51 +0000</pubDate>
		<dc:creator>Leonard Doohan</dc:creator>
				<category><![CDATA[Articles of Faith]]></category>
		<category><![CDATA[Life Balance]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Practical Steps to Influence]]></category>
		<category><![CDATA[Servant Leadership]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=22933</guid>
		<description><![CDATA[Genuine Leadership is Always Spiritual Leadership —————————————————————————– This post is part of our Sunday Series titled “Articles of Faith.” We investigate leadership lessons from the Bible. See the whole series here. Published only on Sundays. —————————————————————————– On Motivation and Values A leader today is motivated by inner values in which he or she has faith. Generally, [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=22933&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/02/11/aof-leadership-theology-techno/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
		<media:content url="http://0.gravatar.com/avatar/c68e7213e13f91ea2638f5a8d7054bd9?s=96&#38;d=http%3A%2F%2F0.gravatar.com%2Favatar%2Fad516503a11cd5ca435acc9bb6523536%3Fs%3D96&#38;r=G" medium="image">
			<media:title type="html">leonarddoohan</media:title>
		</media:content>

		<media:content url="http://s3.amazonaws.com/mogosites-prod/images/photos/23/original/ipad_iphone_jc.png?1307589823" medium="image">
			<media:title type="html">Jesus and Technology</media:title>
		</media:content>
	</item>
		<item>
		<title>6 Steps to Sustainable Leadership: Team Balance</title>
		<link>http://linked2leadership.com/2012/02/09/leadership-team-balance/</link>
		<comments>http://linked2leadership.com/2012/02/09/leadership-team-balance/#comments</comments>
		<pubDate>Thu, 09 Feb 2012 23:03:14 +0000</pubDate>
		<dc:creator>Al Gonzalez</dc:creator>
				<category><![CDATA[Leadership Assessments]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Servant Leadership]]></category>
		<category><![CDATA[Team Building Leadership]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Myers Brigg]]></category>

		<guid isPermaLink="false">http://linked2leadership.com/?p=22404</guid>
		<description><![CDATA[In organizations, having human beings of all different stripes working together can be quite a complex undertaking. With all the personalities, pre-wired dispositions, and learned behaviors, managing and leading a team of people toward unified goals can almost seem impossible. Fortunately, we have instruments and tools to help us! Leadership Toolbox I have learned a [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=linked2leadership.com&#038;blog=4217272&#038;post=22404&#038;subd=linked2leadership&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://linked2leadership.com/2012/02/09/leadership-team-balance/feed/</wfw:commentRss>
		<slash:comments>11</slash:comments>
	
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			<media:title type="html">a0212</media:title>
		</media:content>

		<media:content url="http://www.nomadicneill.com/blog/wp-content/uploads/2010/11/acrobats.jpg" medium="image">
			<media:title type="html">Team Balance</media:title>
		</media:content>

		<media:content url="http://linked2leadership.files.wordpress.com/2012/02/medicine-wheel.png?w=468" medium="image">
			<media:title type="html">Medicine Wheel</media:title>
		</media:content>
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