This week’s Tuesday Reading “Real Influence,” from the title of Mark Goulston and John Ullmen’s book “Real Influence: Persuade Without Pushing and Gain Without Giving In,” is a continuation of the reading begun last week. Goulston is a business psychiatrist, executive coach and cofounder of Heartfelt Leadership. Ullmen oversees the website MotivationRules.com and teaches at the UCLA Anderson School of Management. This reading is drawn from four HBR blog posts from the two authors.
"We often take for granted the very things that most deserve our gratitude."
- What are you not paying attention to and how can you start?
- What little things does your family do?
- What do the people that you work with do well?
- What would it be like without these people?
"Silent gratitude isn't much use to anyone."
Today’s reading is a post, “Fors and Againsts,” that recently appeared in the Creative Leadership blog of John Maeda. Maeda, who currently is the President of the Rhode Island School of Design, calls himself a graphic designer, computer scientist, academic, and author. Previously, he was E. Rudge and Nancy Allen Professor of Media Arts and Sciences and Associate Director of Research at MIT’s Media Laboratory.
Leadership lessons continue to flow from the recent worst-to-first Red Sox season. Here is a great article from Fast Company on David Ortiz and leadership, "World Series MVP David Ortiz's Big, Bold, On-the-fly Leadership Lessons".
"I don’t care if you like each other right now, but you will respect each other, ” said Coach Herman Boone to his high school football team in the movie Remember the Titans.
A few good reminders from The HR Director, "Top Tips for Talent Management"
- Keep a finger on the pulse
- Create meaningful, exciting jobs
- Encourage personal growth
Many leaders spend many late nights in the office, sacrifice their own resources, etc. all to increase the likelihood of success. Sometimes this comes at the expense of people’s health, their families, and their sanity.
Most of us have experienced team members taking the discussion at a meeting off-track. It could be to a topic not on the team leader’s agenda, either the written one or the one in only the lead’s head. Or, it could be to an aspect of a topic on the agenda that has already been addressed, etc. The Tuesday Reading today, ”Dealing with Team Members Who Are ‘Off-Track’“ <
It’s hard to be a good judge of people. Because it’s hard we often, almost exclusively, depend on extrinsic markers academic scores, results in previous jobs, job titles, salary, etc. We can also add extrinsic measures from social media – how many friends of Facebook, followers on Twitter, or who we know in common on LinkedIn.