Monday, November 18, 2013

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 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!


Sergio Gonzalez ( said...

A leader is a human with personal needs, dreams and ambition, I sustain that the passion of a leader emerges from his (ethical) personal purpose, and if his purpose is aligned with the organizational purpose, how can the leader rub off his passion to his followers toward the organizational purpose in a moral way?

Dan McCarthy said...

Sergio -
Thanks, I'm getting lots of great questions!

Anonymous said...

Why, with Ken Blanchard, John C. Maxwell, and Warren Bennis books in abundance, do most people in leadership positions have no clue what to do?

Dan McCarthy said...

Kathy -
One of my favorite questions so far! Thanks.

Joseph Lalonde said...

As a leader, we're supposed to developing our replacements. When it's time to go, how do we transition gracefully?

Unknown said...

Hi Dan, I know I am quite late entering this discussion, but I have a question. I am struggling with how to take our established Succession Process to the next level. We have been using the 9 box and Likely 5 process for a number of years, and I am trying to figure out what is next and how to freshen up the process. Thanks!

Dan McCarthy said...

Rebecca -
You are not late at all! I'm hoping that if I keep mentioning the request, I'll keep getting more questions. I may not get to them all, but will keep it up! It's the most I've enjoyed writing posts in a long time.

Unknown said...

Hi Dan,

How does a leader inspire the board of directors to buy into his or her vision when it seems apparent the board has wavered in their full support? Should he or she follow their vision, hope to win over share holders, and believe the board will follow, or should he or she work with the board and alter their vision?

Any help is greatly appreciated and thank you for writing such a phenomenal blog!

Michael Intravartolo

Dan McCarthy said...

Michael -
Thank-you for your question! I have to admit I've not worked directly with too many Boards, but I may be able to find some good information for an upcoming post.