Comments for Linked 2 Leadership

Comment on Valentine’s Day Is For Lovers…Or is it? by Wayne Kehl

Wayne Kehl — Mon, 13 Feb 2012 22:57:47 +0000

Hey Tom…Congratulations!

Comment on Articles of Faith: On Leadership, Theology, and Technology by Leadership updates for 02/13/2012

Leadership updates for 02/13/2012 — Mon, 13 Feb 2012 09:29:01 +0000

[...] Continue Reading About Leadership On linked2leadership.com/ » [...]

Comment on Valentine’s Day Is For Lovers…Or is it? by pinaybyaheras

pinaybyaheras — Mon, 13 Feb 2012 04:27:52 +0000

Love .. love … love

Comment on Valentine’s Day Is For Lovers…Or is it? by debbievaliant

debbievaliant — Mon, 13 Feb 2012 04:12:10 +0000

Have a great time at the Biltmore, its a beautiful home with such rich history. Get the headseat on the tour!! Enjoy!

Comment on 6 Steps to Sustainable Leadership: Team Balance by Neil Daniels

Neil Daniels — Sun, 12 Feb 2012 10:14:05 +0000

Hi Al,
To respond to your request about alternative approaches, I would suggest (as one of several possibilities) making use of self-discovery instruments that have a strong research validity and the potential for rich application in leadership development efforts. A few of these are: the Peter Honey Learning Styles Questionnaire, the SHL OPQ and MQ tools and the Belbin Team Styles instrument.

Hope these tools prove useful for you.

Comment on Leadership Ripple Effect by Money Matters « cosorestanh

Money Matters « cosorestanh — Sun, 12 Feb 2012 10:06:57 +0000

[...] http://linked2leadership.com/2011/07/25/leadership-ripple-effect/ [...]

Comment on Articles of Faith: Intentionally Unintentional by Articles of Faith: On Leadership, Theology, and Technology « Linked 2 Leadership

Sat, 11 Feb 2012 23:26:20 +0000

[...] Articles of Faith: Intentionally Unintentional (linked2leadership.com) Rate this: Share This:TwitterFacebookLinkedInStumbleUponDiggRedditEmailMorePrintTumblrLike this:LikeBe the first to like this post. [...]

Comment on 6 Steps to Sustainable Leadership: Team Balance by Al Gonzalez

Al Gonzalez — Sat, 11 Feb 2012 04:34:59 +0000

Thank for you thoughtful reply Pam. Have you read a book called The Leadership Wheel by Clint Sidle? After reading this book I had a similar experience to yours in that I felt the Medicine Wheel answered many problems I encountered in my personal/professional career. After reviewing your posts and your websites, there appears to be many similarities in the universal message of both models. For example, 4 dimensions, opposing preferences and comfort zones appear in both models. It is wonderful that different resources can help different people.

I appreciate your recommendation of Dr. Jung’s type theory. I need to dive into that as well. Thanks again.

Comment on 6 Steps to Sustainable Leadership: Team Balance by Al Gonzalez

Al Gonzalez — Sat, 11 Feb 2012 03:52:04 +0000

Thanks Neil. I apologize for my poor choice of words. Do you have any best practices that can help managers of large teams motivate their staff members to study behavioral science and apply the correct insights in their daily interactions with others?

You are certainly an expert in this topic and I would like to learn from you. In my limited experience, I have only been successful in motivating staff members to read books like the leadership wheel or leadership and self-deception. Even this has been met with considerable resistance. Any advice is appreciated in this area or if you have any good resources I could learn from myself would be great.

Thanks for your any assistance you can provide.

Comment on 6 Steps to Sustainable Leadership: Team Balance by Neil Daniels

Neil Daniels — Sat, 11 Feb 2012 02:12:07 +0000

To clarify, the points I shared are not my “feelings” on the topic. They represent the best insights available to us from decades of behavioral science field research.

Comment on 6 Steps to Sustainable Leadership: Team Balance by Al Gonzalez

Al Gonzalez — Fri, 10 Feb 2012 17:53:56 +0000

Sorry you feel this way Neil. I will chose to respectfuly disagree

Comment on The 6 Key Indicators of Leadership by The indicators of leadership – How I see the world

The indicators of leadership – How I see the world — Fri, 10 Feb 2012 15:19:18 +0000

[...] Millar at L2L (Linked to leadership) wrote an article on which are the most meaningful indicators to assess [...]

Comment on The 6 Key Indicators of Leadership by hotrao

hotrao — Fri, 10 Feb 2012 15:17:32 +0000

a) Core Values: are the DNA of a company; the more are consistently spread through the organization, the more is a symptom of a leadership supporting them
b) High Levels of autonomy: I agree on this, since a clear organization, with unique roles and well allocated responsibilities can be only be driven through a crystal clear leadership
c) Change is an opportunity: Quite agree. I think that change is an opportunity, but dealing with change is risky since can destabilize your organization and your leadership. But if you as a leader are able to choose the correct wave to deal with, and you succeed, change is an incredible reinforcer of leadership
d) Sustainable Business model: I agree. Company business that persists and resists to different leaders ensures that though people change, a clear direction is always aimed

Comment on 6 Steps to Sustainable Leadership: Team Balance by Neil Daniels

Neil Daniels — Fri, 10 Feb 2012 10:02:16 +0000

This heavy reliance on simple categories of personality types to initiate and nurture positive relationships of substance and trust is fundamentally wrong-headed. It replaces the authentic nature of each person with simplistic stereotypes that do more to narrow and distort interpersonal interactions than to inform and enrich them. Moreover, the behavioral science research behind such trait theories clearly shows that these predictive models of behavior are just broad tendencies and inclinations and do not capture the actual elasticity and diversity of people’s situational responses under varied conditions in our work and personal lives. While our human complexities and dynamic nature may present more challenging issues than feels convenient or “easy to remember”, pretending that the trait models capture the unchanging reality of each other is not a valid or productive alternative. We can do better.

Comment on 6 Steps to Sustainable Leadership: Team Balance by Pam Hollister

Pam Hollister — Fri, 10 Feb 2012 00:53:33 +0000

When I was re-introduced to personality type theory in late 1987, I was amazed at what Dr. Carl Jung had created. As an INTJ, which at that time was less than 1% of the U.S. population, I rarely ran into anyone that thought and felt like I did. Finally, I understood why. I decided to roll up my sleeves and learn everything I could about personality type because I felt it answered so many problems I’d encountered in my personal and professional relationships.

It really isn’t difficult to understand type theory as created by Dr. Jung and expanded by the Myers Briggs Type Indicator. There are four behavior dimensions – Energy, Information, Decision and Action. And, within each behavior dimension, there are two opposing preferences. Once you thoroughly understand the behavior dimensions and opposing preferences, it’s easy to decide what someone type is and respond to them within their “comfort zone.”

I highly recommend type theory that is based on the work of Dr. Carl Jung. He is the Grandfather of type theory and did all of us a wonderful favor by writing a book about type that started this wonderful teaching.