Who experiences greater levels of stress: non-leaders or the boss? When I ask this question while teaching workshops on leadership, nearly all the bosses in the room respond that they are the ones under greater stress. They’re wrong. Hard data makes it clear that non-leaders experience greater stress and in many instances it has a negative effect on their performance.

Consider two studies published in 2014 by Gary D. Sherman, et al. In the first, a sample of non-leaders in the Boston metropolitan area were compared to middle- to high-level government and military leaders participating in an executive education program at Harvard. The non-leaders showed higher levels of salivary cortisol, a physiological indicator of stress, and higher levels of self-reported anxiety, a psychological indicator of stress.

A second study looked at the effect that feeling in control had on lowering stress in a group of middle- to high-level government and military leaders. To determine feeling in control, researchers looked at the number of subordinates and number of direct reports, and authority to make decisions concerning subordinates. The results supported the study’s hypothesis that a sense of control from having more subordinates and greater authority over them was associated with lower stress as measured by both lower salivary cortisol and self-reported anxiety.

The results of both studies are consistent with those of the pioneering Whitehall studies of British civil servants in lower status jobs which found government workers who were lower in the hierarchy experienced poorer cardiovascular health and lower life expectancies.

Killer Stress and Challenge Stress 

At the heart of these findings is the effect of stress. Despite its reputation, stress is not all bad. It really is a matter of what kind and how much. Too little stress and people grow bored. Too much stress and they become overwhelmed. A certain degree of stress, what I call “challenge stress,” actually stimulates people to perform at their best.

“Killer stress,” i.e. the stress that comes from not feeling you have much control over your work, is unhealthy and in many individuals triggers fight, flight, freeze or stalking behavior. These behaviors are damaging to healthy relationships, productivity and innovation in the workplace. The key to achieving gains in productivity and performance is to create a culture in your organization that preserves challenge stress while neutralizing killer stress.

Connect to Optimize Stress

In my recent book Connection Culture: The Competitive Advantage of Shared Identity, Empathy and Understanding at Work, I describe three relevant types of culture to be aware of when it comes to stress: cultures of control, cultures of indifference and connection cultures.

In cultures of control, individuals with power, control, influence and status rule over non-leaders and they are not intentional about getting non-leaders into roles that appropriately challenge them. These cultures increase killer stress and fail to capitalize on challenge stress.

In cultures of indifference, people are so busy with tasks that they fail to develop healthy, supportive relationships and get people into the right roles. These cultures also contribute to killer stress and fail to capitalize on challenge stress.

Only connection cultures dial down killer stress and dial up challenge stress as leaders and non-leaders alike feel connected to one another through shared identity, empathy and understanding. On a physiological level, this connection reduces stress-related neurotransmitters and hormones while boosting activity in the reward centers of the brain. People, especially non-leaders, have a greater sense of control, making them more enthusiastic and more energetic which, in turn, helps them thrive at work.

While working with the NASA Johnson Space Center my colleagues and I began identified more than 100 supporting ways leaders can create a connection culture to maximize challenge stress and minimize killer stress. We describe these behaviors in “100 Ways to Connect,” an e-book which is available at no cost by signing up to receive the ConnectionCulture.com newsletter.

An abundance of connection in the workplace will produce greater productivity and happiness, which will help your organization become the employer of choice.

The post 3 Insights About Stress Every Leader Should Know appeared first on Michael Lee Stallard.

#92 Create and Implement a Connection Culture Survey

Many organizations implement employee engagement surveys and these surveys are mostly about connection. We recommend that organizations develop a customized employee engagement or connection culture survey to identify those individuals who excel in creating connection cultures so that you can celebrate them and identify their best practices to share with others. In addition, these intentional connectors may be willing to mentor others.

This is the ninety-second post in our series entitled “100 Ways to Connect.” The series highlights language, attitudes and behaviors that help you connect with others. Although the language, attitudes and behaviors focus on application in the workplace, you will see that they also apply to your relationships at home and in the community.

The post Create and Implement a Connection Culture Survey appeared first on Michael Lee Stallard.

The NBA Finals are proving to be an epic battle. On the surface, the Golden State Warriors and Cleveland Cavaliers match-up appears to be a showdown between Stephen Curry and LeBron James. David and Goliath, anyone?

LeBron, at 6’8” and 250 pounds, is the best player in basketball.  He is awesome to behold: smart, confident and dominant. Curry is a smaller, quick player with extraordinary agility and shooting accuracy, not unlike the shepherd boy who slew the giant.

Beyond David and Goliath

Unlike the Biblical confrontation that came down to the performance of each side’s representative, the winner in this battle is likely to be the team that plays better together, a calculus that favors Golden State. The duo of Stephen Curry and Warriors’ coach Steve Kerr gives the Warriors an edge.

Curry blends high competence and character. What’s not to like about him? He’s hard-working, humble, and unselfish — a combination that facilitates team success. As a leader, Curry doesn’t have to be the center of attention. He is soft-spoken and modest. He likes to shine the spotlight of attention and praise on his teammates. He lifts everyone’s performance.

Steve Kerr, in his first year as an NBA head coach, is following in the footsteps of coaching greats Phil Jackson and Gregg Popovich, whom Kerr played for in Chicago and San Antonio, respectively. Jackson and Popovich are consummate team builders and you can see signs in Kerr of what made them great.

As soon as he was named the Warriors’ head coach, Kerr traveled to meet his players wherever they were. In these meetings, he complimented them and their former coach Mark Jackson for what they had achieved. He was candid about what he had in mind to make the team better, even if it required a player to leave the starting line-up.

In practices, Kerr shows his passion for hard work and excellence, balanced with making practice enjoyable. Stephen Curry observed this about Kerr:

“He’s just brought a flow and a chemistry and a joy-ness about the game and how we were going to win… making the practice environment, the locker-room environment, the environment on the bench inspiring to all the players… we love coming in to work and practice…”

That’s a very positive sign. It says connection — a sense of community and unity among team members — is extraordinarily high because you don’t consistently experience joy on any team absent a connection culture among team members.

Prodigal Son Brings It Home

While this NBA Finals evokes a David versus Goliath story, a different narrative may play out in this series.

LeBron broke the hearts of Cleveland fans when he chose to leave in 2010 to play for the Miami Heat. Although he won two NBA championships in Miami, all the glitter didn’t necessarily turn out to be gold.

Now LeBron is back home. Like most people, he has grown wiser and more mature with life experience. The ultimate question is whether LeBron has learned, as Phil Jackson once asked of Michael Jordan, “to surrender the me for the we.” If LeBron has made that leap, the Cavs will play together as one. However, if LeBron’s teammates feel like King James’ supporting cast, they are likely to lose.

If I were advising LeBron about his role as a team leader, especially in this critical period, I would impress upon him the competitive advantage of connection. Below are three ways LeBron could increase connection among the Cavs.

1. Bring Greater Meaning to the NBA Final

LeBron could remind his teammates that they are playing for a cause greater than themselves and their own glory, they are playing for the people of Cleveland and northern Ohio. Winning a championship unites a community and gives them something to celebrate. Times are tough and an NBA title would lift the spirits of people in the region at a time when they could use it.

2. Appreciate Each Teammate

LeBron could take time to personally connect with each player. In meetings and telephone calls he could say what he appreciates about each individual and how glad he is that they are teammates.

3. Show You Care

Finally, LeBron could ask each player how he is doing and let him know if there is anything he could do to be of help to them, not to hesitate to let him know. In other words, he could let his teammates know he has their backs.

These actions apply to any leader when it comes to connecting with colleagues.The words and actions have to be genuine, of course. As they say in the South, it has to be the real sugar (and can’t be the fake artificial sweetener stuff).

I’m optimistic that we are going to see LeBron rise to new heights as a leader in this NBA final. By being intentional about connecting with each teammate, LeBron, as the Cavs’ leader, could elevate the team’s performance and bring an NBA title to Cleveland.

That will make it a homecoming to remember.

The post LeBron James vs. Stephen Curry: NBA’s David-Goliath Showdown appeared first on Michael Lee Stallard.

U2 went from a band people laughed at to become one of the greatest bands in history. Today, U2 has been awarded more Grammy awards than any other band and it surpassed the Rolling Stones’ record for the highest revenue generating concert tour. How did such a remarkable transformation happen and how has the band continued its success for more than four decades?

Bono, the band’s lyricist, lead singer and leader-among-equals has said the way the U2 works is more extraordinary than its music. He’s referring to U2’s culture — in other words, the predominant attitudes, language and behavior of U2’s members. Here are four character strengths that reflect U2’s culture and help explain how the band achieves sustained success.

1. Appreciation of Beauty and Excellence

U2 has an appreciation of beauty and excellence. The band members have high standards for their music and concert performances. They never feel they’ve achieved perfection but always strive to become better. This attitude drives U2 to learn and grow.

U2 is willing to try new things and take risks. For example, the band teamed up with Apple to provide an instant download of its last record, Songs of Innocence, to 500 million users of iCloud. Although the unsolicited free gift received criticism from users who are not fans, the move was a big hit with the band’s followers. The surprising and generous move shows U2 is willing to experiment. This is a healthy sign that bodes well for U2’s future.

2. Love

Achieving excellence and perfection is difficult. It requires hard work, perseverance and resilience to overcome obstacles. The character strength of love helps U2 get through the inevitable professional and personal challenges. Love means people value close relations with others; sharing and caring are reciprocated.

The members of U2 share their economic profits equally among the four band members and their manager, which differs from many bands where the most popular band members make the most money.

The guys in U2 have an inspiring history of caring for one another. When Larry Mullen’s mother was killed in an accident a short time after the band was formed, Bono reached out to help him get through a time of grieving. Bono’s mom had died a couple years earlier. He empathized with Larry. Some years later, when the band was offered its first recording contract with the condition it replace Larry with a more conventional drummer, Bono told the recording company executive to shove it. Through sickness, divorce, addiction, and death threats, the members of U2 know they can count on their band mates to be there for them. They have each other’s backs.

3. Humility

If any member of U2 strongly opposes a proposed decision, they band will not implement it. This gives each member of U2 a voice in decisions. The band recognizes that it takes more time to make decisions this way, and it can be frustrating, but it believes this approach produces superior results.

This consensus-oriented decision-making approach reflects humility. It recognizes that no one has a monopoly on good ideas and the best results come about when everyone is encouraged to share their opinions and ideas.

4. Spirituality

The character strength of spirituality exits in a group when its members hold common strong and coherent beliefs about the higher purpose and meaning of life. U2 is influenced by the Christian belief of loving and serving others. The band’s music is about human rights, social justice and matters of faith. Bono says this makes U2 different than most bands. He has described U2 as traveling salesmen whose ideas are communicated in songs. Bono “walks the talk,” too. He and his wife Ali are philanthropists who support the poor, particularly in Africa.

These four character strengths — appreciation of beauty and excellence, love, humility, and spirituality — help U2 perform at the top of its game. Entering its fifth decade, look for U2 to continue to evolve in new directions. Given U2’s outstanding culture, the band’s best may be yet to come.

Adapted from Connection Culture: The Competitive Advantage of Shared Identity, Empathy and Understanding at Work.  Read the complete story about U2’s culture in the sample introduction and first chapter of Connection Culture.

Is Your Work Culture Life-Giving or Life Draining? Take the 9 question Culture Quiz.

Photo Credit: “Running to Stand Still 2005” by M3Li55. Licensed under CC BY-SA 2.0 via Wikimedia Commons.

The post 4 Character Strengths Sustain U2’s Success appeared first on Michael Lee Stallard.

#82 Favor Guidelines Over Rules and Controls

Minimize excessive rules and controls. Being controlled feels disrespectful and impedes our ability to grow. Establish guidelines instead and make people know that you are available if they have questions or would like you to be a sounding board.

This is the eighty-second post in our series entitled “100 Ways to Connect.” The series highlights language, attitudes and behaviors that help you connect with others. Although the language, attitudes and behaviors focus on application in the workplace, you will see that they also apply to your relationships at home and in the community.

The post Favor Guidelines Over Rules and Controls appeared first on Michael Lee Stallard.

It’s ironic that successful self-leadership has more to do with others and less to do with self. I learned this later in life.

The sooner you see it, the better.

Following are three lessons I learned from personal and professional experiences over the course of my life. My hope is that they will help you be more successful over your career and journey in life.

1. Serve a Cause Greater than Self

The first surprise about self-leadership is that working for money, power and fame is, ultimately, an unfulfilling pursuit. Frances Hesselbein, the amazing woman I’ve written about who led the turnaround of the Girl Scouts of the U.S.A., puts it succinctly: to serve is to live.

Choose a career that helps others by bringing truth, goodness and/or beauty into the world and you will find greater career satisfaction and contentment. From time to time you will experience the joy that comes from seeing the efforts of your work directly improve the lives of others.

Here are a few examples. The teacher who helps a student learn to read brings greater truth and goodness to the world. The landscape architect who designs aesthetically pleasing outdoor environments brings greater beauty to the world. The journalist who helps the public see both sides of a story brings greater truth to the world. The salesman who helps a customer find the right product or service to meet a real need brings greater goodness into the world. You should seek to serve others in these ways, too.

2. Get a Coach or Mentor(s)

No world-class athlete gets to the top without the help of a coach or multiple coaches. We need other people to help us achieve our potential. Each of us has blind spots. Think of American Idol auditions and the individuals who are convinced they are the next American Idol, even though they can hardly carry a tune.

Your blind spot may be that you are argumentative or perhaps you don’t speak up when you should. Some people have a blind spot when it comes to not knowing when to end a conversation or meeting. Some managers have blind spots of being over-controlling and others don’t interact enough with the people they are responsible for leading.

The need for coaching and mentoring goes beyond needing to address our blind spots. We need experts to help us develop skills. When I left Wall Street to write a book and begin public speaking and teaching, I needed the help of Twyla Thompson, a top acting coach at the Actors Institute. Twyla taught me how to emotionally connect with an audience. On Wall Street, I had learned to turn my emotions off when communicating and I needed Twyla’s help to turn my emotions back on. She had me do exercises that included speaking to a group of acting students. I had to make eye contact with one student at a time and maintain eye contact until the student raised his or her hand to signal that he or she felt connected to me. Twyla’s colleague Gifford Booth would stand at the back of the room and yell, ”louder, louder” as I spoke. He helped me see a blind spot I had: I was too soft spoken.  I could never have learned these things on my own and I’m grateful that Twyla and Gifford helped me become a more effective speaker.

3. Be Intentional About Connecting with People

When I worked on Wall Street, the commute and long work hours made it difficult to maintain friendships outside of work.  As my job became more demanding I grew increasingly disconnected from my family. I didn’t feel well. My health began to suffer. I needed a lot of coffee to get me going in the morning and alcohol to slow me down at night. Eventually I left Wall Street to recover and figure out how I drifted so far from who I aspired to become.

I learned the hard way that all people are hardwired to connect. Connect with God.  Connect with one another. When we don’t connect, we become dysfunctional. We feel lonely, which makes us more vulnerable to stress, anxiety, depression and, ultimately, to addiction. This is a big issue in America today as we consume half the world’s supply of mood altering drugs.

Connection makes us healthier, happier and more productive. It helps us grow in competence and character. It gets us through the inevitable difficult seasons we all experience in life, a lesson I learned as our family and friends helped us get through the three bouts of cancer my wife Katie experienced. Today, she is cancer free and thriving.

You can be more successful in your career and life if you 1. serve a cause greater than yourself, 2. get coaches and/or mentors to help you learn and grow in competence and character, and 3. be intentional about connecting with God, family and friends.  As you experience greater peace, hope and joy that comes from having an abundance of connection in your life, you will discover wealth of even greater value.

Adapted from Connection Culture: The Competitive Advantage of Shared Identity, Empathy and Understanding at Work.

Learn more about employee engagement and leadership by signing up for my Connect to Thrive newsletter.

The post 3 Surprising Ways to Succeed in Self-Leadership appeared first on Michael Lee Stallard.

As seen on Fox Business.

Are you performing at the top of your game at work? Or are you struggling, losing interest, or so stressed that you’d just like to walk away? To recognize what is driving either end, consider these six universal human needs and how each is being met, or not, in your job. 

The first need is respect. We need to be around people who are courteous and considerate. People who are routinely patronizing, condescending or passive aggressive, drain the life out of us and keep us from thriving.

The next need is recognition. It energizes us when we work with people who recognize and voice our task strengths (“you’re a great manager”) and/or character strengths (“you persevere to overcome obstacles”). It’s almost as if we have a recognition battery that needs to be recharged periodically. The problem is that the plug-in is on our back, exactly in a place we can’t reach, so we must rely on those around us to charge our recognition battery. If it’s not charged, we will feel emotionally and physically drained.

The third need is to belong. Are you familiar with the 1980s television comedy “Cheers” which was described as a place where “everybody knows your name”?  When we feel like we belong to a group, we are more resilient to get through the inevitable difficult seasons in life. And let me tell you, EVERYONE has them. Sickness, death, job loss, divorce, depression, etc. are part of life. It’s the group of people we belong to who help us through those times because they care. (And they’re also the ones who will tell us when we have food on our chin or we are doing something that’s unwise.) They care enough to tell us what we need to hear and to be there for us when we need them.

Feeling like we belong is also necessary to cope with stress. If we feel unsupported, left out or lonely, we will be vulnerable in stressful work environments. Absent feeling connected to others we are more likely to experience anxiety and depression that often lead to addictive behaviors such as alcoholism, drug use, eating disorders, and/or addictions to sex and pornography. Each of these behaviors provides short-term relief from stress and anxiety but they gradually take over our lives, as more and more of the behavior is required to calm our nervous systems. This is a big problem today in America. We consume 50 percent of the global supply of prescription drugs for mood disorders even though we have only 4.5 percent of the world’s population.

Notice that the first three needs (respect, recognition and belonging) are “relational needs.” When these needs are met, we feel connected to the people with whom we work. The next two are “task mastery” needs and they affect how connected we feel to the work we are doing.

The first is the need for autonomy. Simply put, we need the freedom to do our work. Being consistently micromanaged or slowed down by red tape, bureaucracy or control-obsessed personalities (think Nurse Ratched from the movie “One Flew Over the Cuckoo’s Nest”), prevents us from thriving.

The next task mastery need is to experience personal growth. When we are engaged in a task that is a good fit with our strengths and provides the right degree of challenge, we will experience a state that psychologists describe as “flow.” Flow is like being in a time warp. Time flies by when we become so immersed in the task we are performing. Unchallenged, we feel bored. Over-challenged, we feel stressed out. The optimal degree of challenge energizes us.

The final need is what philosophers call an “existential” need. It is the need for meaning. Engaged in work that is important to us in some way, we naturally put additional effort into it. When our work has meaning, we feel a sense of significance. This is energizing too.

The resulting sense of connection from having the six universal needs to thrive met makes us feel strong and grounded so that we are able to persevere and take on challenging work. When the needs are not met over time, we feel anxious and vulnerable, less equipped to perform at the top of our game.

Continued economic turmoil and change has made a lot of people feel anxious and vulnerable right now. It’s a good time to pause and reflect on our lives in relation to the six universal needs to thrive at work. Understanding these needs and how they are met in our day-to-day lives is key to employee engagement, for you and for the team around you.

The post 6 Needs to Thrive at Work appeared first on Michael Lee Stallard.

Dan McCarthy at Great Leadership hosted this month’s leadership carnival that features best blog posts of top bloggers on leadership. Here’s what Dan wrote about it:

Welcome to the September 5th, 2010 Leadership Development Carnival Back to Football edition! Yes, Fall is in the air, and the NFL kicks off it’s season this Thursday with a rematch of last year’s NFC championship game – the Saints and the Vikings.

To get in the spirit of the season, this month’s Carnival is set up as if you’re watching the big game, from tailgating to post game highlights. So grab your favorite snack and beverage and get ready for some championship caliber leadership development advice and opinions from some of the best bloggers in the league.

BTW, The United Way and the NFL are teaming up for the first Back to Football Friday, a celebration of the start of the NFL season and an effort to promote youth health and wellness on Friday, September 10. They are encouraging fans of all ages to show their NFL team pride at work or with their friends by wearing their favorite team’s gear or colors and planning parties, and to join the United Way and NFL’s campaign to end childhood obesity. Anyone who registers is eligible to win a trip for two to Super Bowl XLV. One winning workplace will receive a visit from an NFL player at an NFL-hosted office party. Find out how to get involved here: www.LiveUnited.org/backtofootball.

The tailgate party:

We’ll start this month’s edition with a little warm-up in the parking lot.

Erin Schreyer and Mike Henry team up to give us some spicy grub with What Really Makes You a Leader? posted at Lead Change Group. Seems like everyone has an opinion on this one, with over 70 comments.

David Burkus gives us a bucket of my favorite food, with My Buffalo Wild Wings Rant posted at LeaderLab.

Jason Seiden brought the paper plates and napkins, with Life Is Messy posted at Fail Spectacularly!.

Who brought the beer? None other than Sharlyn Lauby, with The Business Case for Managing Ourselves posted at HR Bartender,

and Mark Stelzner, with  Why Morons Win posted at Inflexion Point.

Kick-off:

The game starts with a bang with lots of high scoring action! Here’s Jane Perdue, our HR Goddess, with Excellence ? 1; Perfectionism ? 0 posted atGet Your Leadership BIG On!.

First to score is Art Petty with Leadership Caffeine-Give Your People Room to Run posted at Management Excellence.

Kevin W. Grossman gets a sack with Influential Leadership Can Trump Gender Bias posted at Leaders. Better. Brighter.™ The Glowan Consulting Group L3 Blog.

Bret Simmons is penalized for unnecessary roughness with Remarkably Unprofessional Behavior | Bret L. Simmons – Positive Organizational Behaviorposted at Bret L. Simmons – Positive Organizational Behavior.

Wally Bock gives some veteran advice to the rookies in the huddle, with Simple Leadership Basics posted at Three Star Leadership Blog.

The 2nd quarter:

Jennifer V. Miller starts the 2nd quarter with a trick play –  The Z Factor posted at The People Equation.

Jim Stroup counters with something from his playbook, with his review of “Good Boss, Bad Boss“, posted at Managing Leadership.

Mary Jo Asmus has some great coaching advice of her own, with On Being a Coach, posted at Aspire-CS.

Bill Matthies does a little end-zone celebration with Let The Good Times Roll (But Plan For The Bad) posted at Business Wisdom: Words to Manage By.

To close the half, Alice Snell puts it through the uprights for three points with Hardwiring Performance posted at Taleo Blog – Talent Management Solutions.

Halftime entertainment:

We’ve got a great musical line-up for your halftime entertainment! Miki Saxon starts it off with a couple hits from her latest album, Ducks in a Row, with Triple A Culture is One of the Worst, and Don’t be Pizzled, Build a RAT Culture, at MAPping Company Success. What the heck is “pizzled”? You’ll have to read the post to find out.

Anne Perschel brings out her amazing leaping leadership frogs, with  Leadership Leap Frog – How to Keep on Learning posted at Germane Insights.

Glain Roberts-McCabe brings back a classic band with Leadership Lessons from Rush: Beyond the Lighted Stage a rockin’ focus on goals | RoundtableTalk posted at RoundtableTalk.

Adi Gaskell gets the crowd fired up with 7 ways to schmooze your way to the top posted at The Management Blog.

David Zinger closes out the entertainment with Employee Engagement, Self-Efficacy and Albert Bandura posted at David Zinger Employee Engagement.

The Third Quarter:

Bengamin McCall starts off the second half with an onside kick, with , posted at .

Nissim Ziv recovers a fumble with How would you Describe Your Leadership Style? posted at Job Interview & Career Guide.

Kris Routch breaks a long run with Leadership Lessons from a 16-Year-Old, posted at DDI’s Talent Management Intelligence blog.

Nick McCormick is up in the booth looking for answers, with Ask Yourself, “What Can I Do?” posted at Joe and Wanda on Management.

Andy Klein runs a draw play for big yardage with Organisational change needs leadership of employee creativity posted at Fortune Group Blog.

The Fourth Quarter:

This game is a nail-biter, so stay with us.

Michael Lee Stallard returns a punt for a big gain with Burnout Results From Living in Conflict with Values posted at Michael Lee Stallard.

Michael Cardus reminds us that there’s no “I” in “teamwork” with Leaders develop structure for teams posted at Create-Learning Team Building & Leadership Blog.

Mike King runs an all out blitz with Examining Your Own Belief Structure posted at Learn This.

Sylvia Lafair runs a creative play with Leadership, Creativity and Getting Unstuck posted at Sylvia Lafair – “Elegant Leadership”.

And right at the final gun, Chris Stowell runs it in for a score with Leadership Is Needed Now: Don’t Wait To Develop Your People posted atLeadership In Action.

The post game show:

Mike Miranda checks in on the NBA highlights, and gives us Lebron…meh…Gen Y has done Better! posted at Y the World Goes ‘Round.

Lois Melbourne reviews the highlights with Be an Accountable Leader and Get to Lunch First!

Kathy C does the locker room interviews with Preparing to Interview a Job Candidate posted at The Thriving Small Business.

Dallas Burrows breaks down the Xs and Os with What Exactly Is Management Theory? posted at Biz-gasm.

Elyse Nielsen presents the game ball with Searching for Healthcare IT Leadership – Uncovering Your IT Practices posted at Anticlue.

Bob Lieberman interviews the coaches and gives us Teaching Leadership Skills posted at Cultivating Creativity – Developing Leaders for the Creative Economy.

That’s it for this month’s edition! The October 3rd edition will be hosted by Mary Jo Asmus at Aspire-CS.

The post Best Posts on Leadership from Top Bloggers appeared first on Michael Lee Stallard.