Comments on: How do they get there? http://managingleadership.com/blog/2008/10/29/how-do-they-get-there/ The strategic role of the senior executive Sat, 28 Jan 2012 01:35:19 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Jim Stroup http://managingleadership.com/blog/2008/10/29/how-do-they-get-there/comment-page-1/#comment-7980 Jim Stroup Fri, 31 Oct 2008 15:47:11 +0000 http://managingleadership.com/blog/?p=1129#comment-7980 Hello Lee, Your colleague coined a great phrase - insightful and useful. Certainly, we can sometimes create our own tempests in these teapots of ours. And thanks for stopping by with your own thinking on this important topic! Hello Lee,

Your colleague coined a great phrase – insightful and useful. Certainly, we can sometimes create our own tempests in these teapots of ours.

And thanks for stopping by with your own thinking on this important topic!

]]> By: Lee Thayer http://managingleadership.com/blog/2008/10/29/how-do-they-get-there/comment-page-1/#comment-7978 Lee Thayer Thu, 30 Oct 2008 15:24:05 +0000 http://managingleadership.com/blog/?p=1129#comment-7978 A colleague (head of psychiatry at Roosevelt Hospital) and I were haggling about something in a bar in Barcelona. He interrupted after a while to exclaim" "Lee! We're about to founder on the rocks of agreement!" My thoughts about blogging. Back to yours: Even successful leaders don't always choose wisely. How are mediocrities going to do this? They are looking for the wrong thing. And "talent," I suspect, is a "red herring." A colleague (head of psychiatry at Roosevelt Hospital) and I were haggling about something in a bar in Barcelona. He
interrupted after a while to exclaim” “Lee! We’re about to founder on the rocks of agreement!”
My thoughts about blogging.
Back to yours: Even successful leaders don’t always choose wisely. How are mediocrities going to do this? They are looking for the wrong thing.
And “talent,” I suspect, is a “red herring.”

]]> By: Jim Stroup http://managingleadership.com/blog/2008/10/29/how-do-they-get-there/comment-page-1/#comment-7977 Jim Stroup Thu, 30 Oct 2008 14:25:11 +0000 http://managingleadership.com/blog/?p=1129#comment-7977 Hi Jamie, I always enjoy your commentary, and this was an excellent example of it - I look forward to the one you refer to coming next. As for what I'm trying to say here, it's that we need to focus on development programs that screen for, identify, and develop abilities to produce operational results by managers - more focus on their abilities, and less on secret short-cut ingredients hidden in their personalities. Thanks for your visit - and your work and writing! Hi Jamie,

I always enjoy your commentary, and this was an excellent example of it – I look forward to the one you refer to coming next.

As for what I’m trying to say here, it’s that we need to focus on development programs that screen for, identify, and develop abilities to produce operational results by managers – more focus on their abilities, and less on secret short-cut ingredients hidden in their personalities.

Thanks for your visit – and your work and writing!

]]> By: Jamie Notter http://managingleadership.com/blog/2008/10/29/how-do-they-get-there/comment-page-1/#comment-7976 Jamie Notter Wed, 29 Oct 2008 23:48:01 +0000 http://managingleadership.com/blog/?p=1129#comment-7976 Thanks, as always, for the link Jim. You are so good to me! There's another quote from that same article I'm going to blog about that talks about "gaming the system" of post-project evaluation. But now I need to ruminate about this post here and then write something. Are you saying that at the individual level we only need to focus on nurturing talent to get things done? Thanks, as always, for the link Jim. You are so good to me! There’s another quote from that same article I’m going to blog about that talks about “gaming the system” of post-project evaluation. But now I need to ruminate about this post here and then write something. Are you saying that at the individual level we only need to focus on nurturing talent to get things done?

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