Comments for Bottom Up Leadership

Comment on ABOUT ENABLING LEADERSHIP by Be the Enabler « A Call to Leadership

Be the Enabler « A Call to Leadership — Thu, 22 Dec 2011 15:06:30 +0000

[...] As leaders, we are called to care for and serve the people around us; whether it be in our family, our church, our workplace or in our small groups. We are called to show empathy and compassion. We are called to influence and guide. We are called to empower and ENABLE. Oops, there is that word again. However as leaders we are called to be Enablers, but this time we have a positive connotation for the word “Enabler”. An Enabling leader is passionate about finding ways to actively engage people in working on the issues that affect their organizations and themselves. – About Enabling Leadership. [...]

Comment on Management is ‘whistling in the wind’ – Part 1 by Vikki

Vikki — Wed, 30 Nov 2011 07:05:39 +0000

I am enjoying this topic and it is great to see you explain it so clearly. I look forward to your next blog

Comment on New Managing Roles by cna training

cna training — Sat, 03 Jul 2010 16:04:51 +0000

nice post. thanks.

Comment on New Managing Roles by CNA Training

CNA Training — Fri, 18 Jun 2010 12:12:48 +0000

Great, I never knew this, thanks.

Comment on Enabling Roles by pell grant

pell grant — Mon, 14 Jun 2010 02:47:54 +0000

Great site. A lot of useful information here. I’m sending it to some friends!

Comment on Enabling Roles by study abroad scholarship

study abroad scholarship — Thu, 03 Jun 2010 06:49:38 +0000

well written blog. Im glad that I could find more info on this. thanks

Comment on Enabling Roles by Vikki

Vikki — Wed, 05 May 2010 02:24:12 +0000

Looking forward to reading more about using the six roles, this is information I can use.

Comment on Escaping the ‘busy-busy’ syndrome by Jude Pani

Jude Pani — Wed, 02 Dec 2009 22:49:54 +0000

Thanks Tom. Food for thought. I can identify with lots in Escaping the Busy Syndrome. I do say no regularly and just stop doing some “stuff”. I would like to see in your model of an organisation a reference to the importance LACK OF EGO. Ego appears to be a major block to practices that effectively engage everyone in an organisation in ways that truly empower them to achieve agreed results.

Comment on Regaining Our Personal Power by Vikki

Vikki — Mon, 01 Jun 2009 03:17:23 +0000

I certainly agree with what you have written about, infact I have agreed with similar articles in HBR to ‘NZ Employment Today’ yet it does seem a slow moving evolution. There are still so many command and control managers in place that it is difficult to acceptance and trust to create change. I’m a convert and even though am in middle management will always try to keep those cells developing…..

Comment on Regaining Our Personal Power by Jude

Jude — Sat, 30 May 2009 07:28:22 +0000

Super Tom. I had several thoughts when I read this. I welcome the day when command/control is dead. Understanding not only one’s personal power but also how to be ‘good to go’ as the amoeba develops is the challenge. We seem to get it all wrong when we appoint our CEOs that don’t seem to be ‘good to go’ to lead the amoeba. Am I naive to think that the picture you paint of the changing order is dependent on getting such leadership? I keep focusing on the cells developing within organisations despite the blocks and command/control.