What makes a great leader? Is it solid management acumen? Is it an aggressive drive? Is it the desire to win?
The sign of a great leader is often more nuanced than a set of applied, outwardly facing skills or a shared attitude. Not even impressive accolades and sterling credentials are signs of a great, or even good, leader.
Great leaders are evident by the subtle ways in which they interact with a company’s three human asset groups — employees, clients, and the public. Great leaders strip away the preconceived notions of management when engaging with these human asset groups.
How do they do this? By focusing solely on the “-ment” in management. Great leaders remove the blinders of discrimination. They strip the gender (the “man” in management) and age (the “age” in management) out of the equation.
Instead of biasing, or even thinking about, a person’s worth by considering their gender or age, they try to determine how to interact and communicate with a person based on the below “-ments”. Read more »
Google Plus Engagement Pre Versus Post Communities; clicky to embiggen
I’ve suspected for awhile that since the launch of Google Plus Communities three months ago, I am not receiving the same level of engagement as I did in the past. My analysis does confirm my suspicions. I now have to work harder to receive the same overall level of engagement as in the past. More over, the quality of that engagement is declining.
Whereas these results reflect my experience, they might not necessarily be applicable to all users and may not be as meaningful when applied across the entire Google Plus ecosystem. There are some power users, or more accurately G+ attractors — people who attract massive followings — for whom the quantity and quality of engagement is most likely constant or even increasing. However I do believe that for the majority of Google Plus users, these results most likely apply. Read more »