Ask a Great Leadership Development Question – Get a Free Book!


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

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
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!