I'll make a deal with you.
After 6 years and almost 800 posts, it gets harder and harder to come up with new topics to write about. Every now again I get tapped out and need some inspiration.
That's where you, Great Leadership readers and supporters come in.
What's your burning question about:
Leadership Development, Talent Management, Succession Planning, Executive Development, Leadership, Training, Performance Management, Management Development, Coaching, Staff Development, Public Speaking, 360 Feedback, Executive Assessment, E-Learning, Management, Human Resources, Leadership Potential, Employee Engagement, Workshop Facilitation, Employee Relations, Career Management, Culture Change, Learning Management, Instructional Design, Training Delivery, Individual Development Plans, Leadership Models, the Performance and Potential Matrix, Talent Reviews, or Action Learning?
Send me your question, and if selected, I’ll answer it in a post, or point to a previous post or posts. If I don’t know the answer, I’ll ask an expert in my network (citing the source with links of course). I may even ask a lot of experts and use it for an upcoming Leadership Development Carnival.
AND – and as an added bonus, if use your question, I’ll send you a free copy of The Great Leadership Development and Succession Planning eBook. Just in time for the holidays!
If you’re game, please send your questions to dan dot mccarth at gmail dot com.
Questions should be of potential interest to most readers, not specific personal advice. For example, you could ask: “My employees say my team meetings are more painful than a root canal. What are some ways to improve them?”
All levels of questions are welcomed! You could be an experienced leadership smarty-pants, a brand new team leader, or an aspiring leader.
Please indicate if you would like your name used, and if so, I’d also be happy to include a link to your blog, website, book page, or anything else you’d like to hawk. Or, maybe you’re just looking for a chance to anonymously develop leaders – both are OK.
Now bring it on!