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The Optimal Margin of Illusion

Guest post from Robert Bruce Shaw:

Research into the psychology of leadership highlights the benefit of being more confident than you should be. That is, it helps to believe you're better than you are, and be more optimistic about your company and business, than an entirely objective analysis would warrant. This kind of positive bias is useful because it increases your motivation to move forward in risky situations, and to persevere when you're faced with difficulties. Overconfidence, all things being equal, tends to make you -- and those around you -- behave in ways that are more likely to result in a positive outcome.

Read this Before You Hire an Executive Coach!

Beth Armknecht Miller has the opportunity to coach 100s of executives over the years. She knows when she's walking into a no-win coaching engagement.

Read Beth's new post over at my About Management & Leadership site called When is Coaching a Bad Idea?

Learning from your Worst Bosses

I get a lot of emails from readers telling me about their horrible bosses and asking for advice on how to fix them. Unfortunately, the advice and coaching that I’ve been offering for over 20 years is for managers that want to become better leaders. There’s not a lot you can do to fix a bad boss that isn’t interested in improving.

But – the good news is that we can still learn from those horrible bosses.

Read my new article at About Management & Leadership: 10 Leadership Lessons from Horrible Bosses.


Leadership That Gets Results

Guest post from David Bradford:

As I have labored in industry for 40 years, I have worked for some remarkable leaders from Eric Schmidt to Ray Noorda.
I have also observed up close and personal the leadership styles of Steve Jobs, Bill Gates, Steve Wozniak, Scott McNealy, Mitt Romney and a number of others.  Here are three ways I have seen leadership demonstrated powerfully- the type of leadership that gets results.  A great leader has: 

1. Compassion

2. Transparency

3. With Great People Surrounding Them

70 Awesome Coaching Questions Using the GROW Model

There are two secrets to learning how to be a great coach:
1. You need a framework, or a model;

2. You need to ask great questions.
My new article over at About Management & Leadership gives you both. Please check it out and share it with others!


10 Really Lame Excuses for Not Developing Your Employees

“I’m too beat. I’m too slow. Too big. I ate too much for breakfast. I got a headache. It’s raining. My dog is sick. I can’t right now. I’m not inspired. It makes me smell bad. I’m allergic to stuff. I’m fat. I’m thin.

It’s too hot. I’m not right. I’ve got shin splits. A Headache. I’m distracted. I’m exerting myself too much. I’d love to really but I can’t, I just can’t. My favorite show is on. I’ve got a case of the Mondays.
The Tuesdays. The Wednesdays. I don’t want to do this; I want to do something else. After New Years. Next week. I might make a mistake. I got home and I feel bloated. I have gas. I got a hot date. My coach hates me. My mom won’t let me. I bruise easily. It’s too dark. It’s too cold. My blister hurts.

What Your Boss Really Wants From You

Guest post from Steve Arneson:

As an executive coach, I’ve worked with hundreds of people in all types of organizations. Each person has their own story, of course – a unique narrative that includes their skills, experience, strengths, weaknesses, and relationships.  While every engagement is different, these people all have one thing in common; their boss always plays a central role in the story.  That’s why my first coaching question is “what does your boss really want from you?” 

Now, some of my clients have great bosses, so we discuss the relationship briefly and move on.  However, a lot of my clients don’t work for a great boss.  They’re not clear about his views, or don’t understand what she really wants… and all of this is impacting their engagement, performance, and happiness.  

The Unexpected Solution...

Are you a Pinocchio Leader?

A solid foundation of trust is critical to any healthy and productive relationship. Trust is the biggest and most important building block of teams, marriages, friendships, and the relationship between a leader and his/her employees.

What if you're a Leader and you discover that your employees don't trust you?

Read my new article over at About.com Management & Leadership to find out what to do to build or rebuild trust as a leader:

12 Ways for Leaders to Build a Solid Foundation of Trust with their Employees


10 Things Your Employees May Not be Telling You

Remember the movie "What Women Want", with Mel Gibson as the title character (Nick Marshall) who suddenly acquires the ability to hear the inner thoughts of all of the women in his life? It was an eye-opening experience, to say the least, and it ended up improving Nick's relationships with his employees, daughter, and the woman he ended up loving.

The May Leadership Development is up!

This month's Carnival is hosting by Becky Robinson at her blog Weaving Influence.

You can find it right here.

Becky and Carrie did an outstanding job of pulling together 34 recent leadership development posts from a diverse group of leadership experts. She's also including their Twitter handles, so be sure to follow them and add them to your leadership lists.