Always on the Stage

By: Jim Bruce
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Always on the Stage

We say over and over again “Leaders are always on the stage.”  Why?  Because someone is always watching.  Someone is always taking the leader’s behavior to inform their impression of her or him and as an example of how to behave.  Good or bad, it’s OK.  We think, if it works for her or him, it’ll work for me;  if he or she can get away with it, so can I.
 

Toxic Staff Members

By: Jim Bruce
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Do you have one?

We’ve all encountered them.  The one, or two, or more bad apples on our teams who have little or nothing positive to say about anything, regularly upset and disrupt others, and make work miserable for everyone. 
 

Career Limiting Habits

By: Jim Bruce
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Do You Have One?

Career limiting habits (CLHs) are habits, repeated behaviors that keep us from greater success or enjoyment in our careers.  And, really, in all aspects of our life.  Research has shown that most of us are aware of our career limiting habits but have not made much progress in addressing them.  Why?  Partly because it is really hard, partly because we don’t understand the cause, and partly because the cure we select doesn’t address the real cause.
 

Those Informal Leaders

By: Jim Bruce
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There are informal leaders in every organization.  These are the people in the organization who, without formal title or authority, get things done, and done well, show others how to do them, and have a large network interconnecting many people in a variety of teams and organizations across the entire organization.  Often we do not even know who these people are nor recognize their importance in our organization’s success or understand the breadth of their networks.

 

Building Leadership Community

By: Sean McDonald
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Leaders in Higher Education walk a tightrope every day. 

Financial pressures have sustained while expectations and demands for return on investment have continued to increase. The pace of change has accelerated and will not stop.  Market conditions have spurred new innovation and competition at the edges, some of which might be considered unwelcome.

Coaching? Mentoring?

By: Brian McDonald
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What's the difference?

Someone asked the other day, “What do you think?” and I wondered, is this a time to coach or a time to mentor?  In our interactions everyday we may have the choice to adopt one approach over the other.  Yet we need to be able to make the distinction between coaching in contrast to mentoring.  When is coaching the better path;  when would mentoring be a better option?

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