Comments for Roselle Leadership Strategies, Inc. http://www.roselleleadership.com Select and Develop Great Leaders Tue, 09 Aug 2011 03:32:04 +0000 hourly 1 http://wordpress.org/?v=3.2.1 Comment on The Secret to Optimizing Classroom Training by pastorleadershipblog.com » The Secret to Optimizing Classroom Training | Roselle Leadership … http://www.roselleleadership.com/the-secret-to-optimizing-classroom-training/comment-page-1#comment-29 pastorleadershipblog.com » The Secret to Optimizing Classroom Training | Roselle Leadership … Tue, 09 Aug 2011 03:32:04 +0000 http://www.roselleleadership.com/?p=734#comment-29 [...] Blog Search- Pastor Leaders: The Secret to Optimizing Classroom Training | Roselle Leadership … Category: Blog News [...] [...] Blog Search- Pastor Leaders: The Secret to Optimizing Classroom Training | Roselle Leadership … Category: Blog News [...]

]]> Comment on Throw Away “The First 90 Days”! by Bruce Roselle http://www.roselleleadership.com/throw-away-%e2%80%9cthe-first-90-days%e2%80%9d/comment-page-1#comment-16 Bruce Roselle Wed, 15 Dec 2010 15:51:02 +0000 http://www.roselleleadership.com/?p=673#comment-16 First, thanks Michael for your gracious response. The title of the blog posting was meant to be provocative, and, apparently, it was. Arvinder, your comments support the primary point of my original posting, which is that a thoughtful, measured approach works best when transitioning into a new role or organization. I agree that people who over-react to self-imposed pressure to create a large win right away, or those who simply bring a solution from their previous company, tend to have problems and sometimes early derailment. Ironically, I facilitated a training session from our Good Managers to Great LeadersTM workshop series yesterday afternoon, after Michael's response to my posting. The two main topics for the day happened to be focused on over-reacting due to underlying fears and faulty beliefs (taken from my 2006 book, Fearless Leadership), as well as effectively leading change. A portion of this latter topic was, in fact, my Maximum Impact model outlined in bullets in the original posting. The participants shared multiple stories of leaders who came in "with guns blazing" in an attempt to create a major, visible impact right away, or those who were recruited from a larger organization and believed they had captured there the "holy grail" that could be applied anywhere. Even though we seem to have found a great deal of common ground in these responses, I still have a small voice in my head that whispers, "but, is it realistic to have an impact in 90 days, and doesn't the title of the book alone suggest that the success clock is ticking?" I welcome other thoughts on this topic. Bruce First, thanks Michael for your gracious response. The title of the blog posting was meant to be provocative, and, apparently, it was.

Arvinder, your comments support the primary point of my original posting, which is that a thoughtful, measured approach works best when transitioning into a new role or organization. I agree that people who over-react to self-imposed pressure to create a large win right away, or those who simply bring a solution from their previous company, tend to have problems and sometimes early derailment.

Ironically, I facilitated a training session from our Good Managers to Great LeadersTM workshop series yesterday afternoon, after Michael’s response to my posting. The two main topics for the day happened to be focused on over-reacting due to underlying fears and faulty beliefs (taken from my 2006 book, Fearless Leadership), as well as effectively leading change. A portion of this latter topic was, in fact, my Maximum Impact model outlined in bullets in the original posting. The participants shared multiple stories of leaders who came in “with guns blazing” in an attempt to create a major, visible impact right away, or those who were recruited from a larger organization and believed they had captured there the “holy grail” that could be applied anywhere.

Even though we seem to have found a great deal of common ground in these responses, I still have a small voice in my head that whispers, “but, is it realistic to have an impact in 90 days, and doesn’t the title of the book alone suggest that the success clock is ticking?”

I welcome other thoughts on this topic.

Bruce

]]> Comment on Throw Away “The First 90 Days”! by Arvinder Dhesi http://www.roselleleadership.com/throw-away-%e2%80%9cthe-first-90-days%e2%80%9d/comment-page-1#comment-15 Arvinder Dhesi Wed, 15 Dec 2010 08:03:53 +0000 http://www.roselleleadership.com/?p=673#comment-15 Ben I've supported leaders in transition at two global corporations to follow a methodical and thoughtful approach during what can be a vulnerable time. The First 90 Days has been an invaluable guide for them. From my sizeable sample group, there are far more problems and early derailments etc in leaders who choose to "play it by ear" and merely hope that they will be successful. These tend to be the people that over-react to a largely self-imposed pressure to act quickly or try to impose "plug and play" solutions from their previous organization. Invariably, this outcome comes from an insufficient diagnosis of the situation, insensitivity to the politics and a lack of awareness of unspoken agendas at play. This is exactly what a thoughtful application of "The First 90 Days" can avoid. Ben
I’ve supported leaders in transition at two global corporations to follow a methodical and thoughtful approach during what can be a vulnerable time. The First 90 Days has been an invaluable guide for them. From my sizeable sample group, there are far more problems and early derailments etc in leaders who choose to “play it by ear” and merely hope that they will be successful. These tend to be the people that over-react to a largely self-imposed pressure to act quickly or try to impose “plug and play” solutions from their previous organization. Invariably, this outcome comes from an insufficient diagnosis of the situation, insensitivity to the politics and a lack of awareness of unspoken agendas at play. This is exactly what a thoughtful application of “The First 90 Days” can avoid.

]]> Comment on Throw Away “The First 90 Days”! by Michael Watkins http://www.roselleleadership.com/throw-away-%e2%80%9cthe-first-90-days%e2%80%9d/comment-page-1#comment-14 Michael Watkins Tue, 14 Dec 2010 21:17:13 +0000 http://www.roselleleadership.com/?p=673#comment-14 I very much appreciate the clarification Bruce. Best wishes, Michael I very much appreciate the clarification Bruce. Best wishes,
Michael

]]> Comment on Throw Away “The First 90 Days”! by Bruce Roselle http://www.roselleleadership.com/throw-away-%e2%80%9cthe-first-90-days%e2%80%9d/comment-page-1#comment-12 Bruce Roselle Tue, 14 Dec 2010 15:51:25 +0000 http://www.roselleleadership.com/?p=673#comment-12 Michael—thanks for your email response. My Leadersynth post was, in fact, a bit tongue-in-cheek, though I think “silly” is too strong a word. Clearly, you are a highly successful author, and this book is a part of that success. If you carefully read the entire post, I think you will recognize my main point. That is, to apply only parts of your book—mainly the ones on making a large impact early on—creates a caricature approach that does not work in the first 90 days. I accurately described two situations in which this occurred with executives I coached, and I don’t think there was anything “disingenuous” in my portrayal of what happened. It is about learning, which I emphasized in the suggestions I made to both of these individuals. My apologies if it appeared that I did not give you and your book enough credit for this core of your approach. And, I must admit that I still have my copy of your book… If you like, I can send you my most recent book, Fearless Leadership, and you can critique it in a blog posting. Bruce Michael—thanks for your email response. My Leadersynth post was, in fact, a bit tongue-in-cheek, though I think “silly” is too strong a word. Clearly, you are a highly successful author, and this book is a part of that success. If you carefully read the entire post, I think you will recognize my main point. That is, to apply only parts of your book—mainly the ones on making a large impact early on—creates a caricature approach that does not work in the first 90 days.

I accurately described two situations in which this occurred with executives I coached, and I don’t think there was anything “disingenuous” in my portrayal of what happened. It is about learning, which I emphasized in the suggestions I made to both of these individuals. My apologies if it appeared that I did not give you and your book enough credit for this core of your approach.

And, I must admit that I still have my copy of your book…

If you like, I can send you my most recent book, Fearless Leadership, and you can critique it in a blog posting.

Bruce

]]> Comment on Throw Away “The First 90 Days”! by Ben Roselle http://www.roselleleadership.com/throw-away-%e2%80%9cthe-first-90-days%e2%80%9d/comment-page-1#comment-11 Ben Roselle Tue, 14 Dec 2010 15:44:12 +0000 http://www.roselleleadership.com/?p=673#comment-11 There is an approval process for the comments because people try to comment with ads for various treasures like discounted laptops and generic pharmaceuticals. I am not typically in the office to make the approvals from 8:30PM to 8:30AM. My apologies for the delay. There is an approval process for the comments because people try to comment with ads for various treasures like discounted laptops and generic pharmaceuticals. I am not typically in the office to make the approvals from 8:30PM to 8:30AM. My apologies for the delay.

]]> Comment on Throw Away “The First 90 Days”! by Michael Watkins http://www.roselleleadership.com/throw-away-%e2%80%9cthe-first-90-days%e2%80%9d/comment-page-1#comment-10 Michael Watkins Tue, 14 Dec 2010 14:36:40 +0000 http://www.roselleleadership.com/?p=673#comment-10 So you delete comments that challenge your point of view? Pretty low. So you delete comments that challenge your point of view? Pretty low.

]]> Comment on Throw Away “The First 90 Days”! by Michael Watkins http://www.roselleleadership.com/throw-away-%e2%80%9cthe-first-90-days%e2%80%9d/comment-page-1#comment-9 Michael Watkins Tue, 14 Dec 2010 02:32:21 +0000 http://www.roselleleadership.com/?p=673#comment-9 To suggest that this person got himself into trouble because of reading The First 90 Days is silly. And your entire post is a transparent attempt to set yourself up in reaction to something (my work) that has been very impactful and successful. The very core of my approach is about learning. So to downplay this fact is simply disingenuous. To suggest that this person got himself into trouble because of reading The First 90 Days is silly. And your entire post is a transparent attempt to set yourself up in reaction to something (my work) that has been very impactful and successful. The very core of my approach is about learning. So to downplay this fact is simply disingenuous.

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]]> Comment on Work With Us by Core Capabilities of Effective Leaders | Roselle Leadership Blog http://www.roselleleadership.com/work-with-us/comment-page-1#comment-3 Core Capabilities of Effective Leaders | Roselle Leadership Blog Thu, 01 Jul 2010 16:26:30 +0000 http://roselleleadership.dreamhosters.com/?page_id=17#comment-3 [...] Foster High-Performance Teams Work With Us [...] [...] Foster High-Performance Teams Work With Us [...]

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