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	<description>Effective Leadership Blog</description>
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		<title>Here’s How to Identify a Really Bad Boss</title>
		<link>http://www.strada7.com/blog/2012/05/here%e2%80%99s-how-to-identify-a-really-bad-boss/</link>
		<comments>http://www.strada7.com/blog/2012/05/here%e2%80%99s-how-to-identify-a-really-bad-boss/#comments</comments>
		<pubDate>Thu, 17 May 2012 09:15:38 +0000</pubDate>
		<dc:creator>Blair Stevenson</dc:creator>
				<category><![CDATA[Leadership and Management]]></category>
		<category><![CDATA[Bad Bosses]]></category>

		<guid isPermaLink="false">http://www.strada7.com/blog/?p=1155</guid>
		<description><![CDATA[In this post we’ll explore the key character flaws of bad bosses. These are the personality characteristics that cause managers to burn their employees and damage the organisations for which they work]]></description>
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		<title>The Secret to Effective Coaching</title>
		<link>http://www.strada7.com/blog/2012/04/the-secret-to-effective-coaching/</link>
		<comments>http://www.strada7.com/blog/2012/04/the-secret-to-effective-coaching/#comments</comments>
		<pubDate>Wed, 25 Apr 2012 11:10:19 +0000</pubDate>
		<dc:creator>Blair Stevenson</dc:creator>
				<category><![CDATA[Coaching]]></category>

		<guid isPermaLink="false">http://www.strada7.com/blog/?p=1146</guid>
		<description><![CDATA[Why is it that I work in organisation after organisation where it is evident that what passes for coaching has no impact on employee engagement, work motivation or performance]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What Everybody Ought to Know about Multi-Tasking</title>
		<link>http://www.strada7.com/blog/2012/04/what-everybody-ought-to-know-about-multi-tasking/</link>
		<comments>http://www.strada7.com/blog/2012/04/what-everybody-ought-to-know-about-multi-tasking/#comments</comments>
		<pubDate>Thu, 05 Apr 2012 03:43:56 +0000</pubDate>
		<dc:creator>Blair Stevenson</dc:creator>
				<category><![CDATA[Time management]]></category>
		<category><![CDATA[Multi-tasking]]></category>
		<category><![CDATA[People Managers]]></category>
		<category><![CDATA[Workplace Productivity]]></category>

		<guid isPermaLink="false">http://www.strada7.com/blog/?p=1141</guid>
		<description><![CDATA[When I’ve been working with people managers to help them apply effective leadership practices to improve employee engagement and performance, I’m often astonished by how many say that they “don’t have time to do this”. They’re in paid employment as people managers, and they’re telling me that they don’t have time to manage people!]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Who Else Wants to Easily Solve Problems?</title>
		<link>http://www.strada7.com/blog/2012/03/who-else-wants-to-easily-solve-problems/</link>
		<comments>http://www.strada7.com/blog/2012/03/who-else-wants-to-easily-solve-problems/#comments</comments>
		<pubDate>Thu, 22 Mar 2012 21:07:45 +0000</pubDate>
		<dc:creator>Blair Stevenson</dc:creator>
				<category><![CDATA[Effective Leadership]]></category>
		<category><![CDATA[People Managers]]></category>
		<category><![CDATA[Problem Solving]]></category>

		<guid isPermaLink="false">http://www.strada7.com/blog/?p=1135</guid>
		<description><![CDATA[An effective leader doesn’t need to solve problems. Your job is to see to it that problems get solved. So instead of being a good problem-solver, you need to be a good facilitator of problem solving]]></description>
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		<title>The Personal Impact of Bad Bosses</title>
		<link>http://www.strada7.com/blog/2012/03/the-personal-impact-of-bad-bosses/</link>
		<comments>http://www.strada7.com/blog/2012/03/the-personal-impact-of-bad-bosses/#comments</comments>
		<pubDate>Thu, 08 Mar 2012 21:48:36 +0000</pubDate>
		<dc:creator>Blair Stevenson</dc:creator>
				<category><![CDATA[Effective Leadership]]></category>
		<category><![CDATA[Bad Bosses]]></category>
		<category><![CDATA[Heart Disease]]></category>
		<category><![CDATA[Relationship Problems]]></category>

		<guid isPermaLink="false">http://www.strada7.com/blog/?p=1129</guid>
		<description><![CDATA[A bad boss can kill you. And before doing so, can follow you home and stress out your entire family.

Let’s take a look at an actual example of a bad boss, and show you the tremendous personal impact such a person can have on their employees]]></description>
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		<title>Feedback is Personal. Here’s What to Do About It.</title>
		<link>http://www.strada7.com/blog/2012/02/feedback-is-personal-here%e2%80%99s-what-to-do-about-it/</link>
		<comments>http://www.strada7.com/blog/2012/02/feedback-is-personal-here%e2%80%99s-what-to-do-about-it/#comments</comments>
		<pubDate>Thu, 23 Feb 2012 10:30:02 +0000</pubDate>
		<dc:creator>Blair Stevenson</dc:creator>
				<category><![CDATA[Effective Leadership]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Giving Feedback]]></category>
		<category><![CDATA[Corporate Leadership Council]]></category>
		<category><![CDATA[Feedback]]></category>
		<category><![CDATA[People Managers]]></category>
		<category><![CDATA[Positivity/Negativity Ratio]]></category>

		<guid isPermaLink="false">http://www.strada7.com/blog/?p=1126</guid>
		<description><![CDATA[Swift, specific and accurate feedback is essential to continued improvement. So it may come as no surprise to you that the Corporate Leadership Council’s (CLC) research has discovered that fair and accurate feedback on performance, from a knowledgeable source, is the single most effective performance management lever available to people managers. ]]></description>
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		<title>Your Guide to Goal Setting</title>
		<link>http://www.strada7.com/blog/2012/01/your-guide-to-goal-setting/</link>
		<comments>http://www.strada7.com/blog/2012/01/your-guide-to-goal-setting/#comments</comments>
		<pubDate>Mon, 30 Jan 2012 22:28:48 +0000</pubDate>
		<dc:creator>Blair Stevenson</dc:creator>
				<category><![CDATA[Effective Leadership]]></category>
		<category><![CDATA[Goal Setting]]></category>
		<category><![CDATA[Small Wins]]></category>
		<category><![CDATA[Stretch Goals]]></category>

		<guid isPermaLink="false">http://www.strada7.com/blog/?p=1117</guid>
		<description><![CDATA[When it comes to goal setting there is something irresistibly appealing to leaders about setting stretch goals. Just selecting one feels like an achievement.

And who can resist the idea that with enough energy and focus, meeting those stretch goals will transform the organisation, or turn the manager into an acknowledged leader. Yet it is better to resist this siren call]]></description>
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		<title>What’s Your Definition of Leadership?</title>
		<link>http://www.strada7.com/blog/2011/11/what%e2%80%99s-your-definition-of-leadership/</link>
		<comments>http://www.strada7.com/blog/2011/11/what%e2%80%99s-your-definition-of-leadership/#comments</comments>
		<pubDate>Tue, 29 Nov 2011 00:05:28 +0000</pubDate>
		<dc:creator>Blair Stevenson</dc:creator>
				<category><![CDATA[Leadership Skills]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leadership Definition]]></category>

		<guid isPermaLink="false">http://www.strada7.com/blog/?p=1107</guid>
		<description><![CDATA[The real measure of your leadership ability is your ability to build and maintain a high-performing team. Do you have a better definition of leadership]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Managing Generation Y</title>
		<link>http://www.strada7.com/blog/2011/09/managing-generation-y/</link>
		<comments>http://www.strada7.com/blog/2011/09/managing-generation-y/#comments</comments>
		<pubDate>Mon, 05 Sep 2011 21:16:03 +0000</pubDate>
		<dc:creator>Blair Stevenson</dc:creator>
				<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Leadership and Management]]></category>
		<category><![CDATA[Generation Y]]></category>

		<guid isPermaLink="false">http://www.strada7.com/blog/?p=1087</guid>
		<description><![CDATA[There is no doubt that Generation Y is different from previous generations. These people, born between 1978 and 1994, are impatient. Their impatience comes across as ambition, a level of delusion about their personal ability and competence, and a ‘you owe me’ attitude. And they expect higher salaries for just showing up, without considering the need to make a contribution]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Shock Discovery &#8211; Middle Managers Drive Organizational Performance</title>
		<link>http://www.strada7.com/blog/2011/06/shock-discovery-middle-managers-drive-organizational-performance/</link>
		<comments>http://www.strada7.com/blog/2011/06/shock-discovery-middle-managers-drive-organizational-performance/#comments</comments>
		<pubDate>Wed, 08 Jun 2011 00:05:36 +0000</pubDate>
		<dc:creator>Blair Stevenson</dc:creator>
				<category><![CDATA[Effective Leadership]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Employee Performance]]></category>
		<category><![CDATA[Ethan Mollick]]></category>
		<category><![CDATA[Frontline Managers]]></category>
		<category><![CDATA[Middle Managers]]></category>
		<category><![CDATA[Work and Employment Research Centre]]></category>

		<guid isPermaLink="false">http://www.strada7.com/blog/?p=1003</guid>
		<description><![CDATA[Contrary to media stories that suggest CEO’s are the key to organizational success, the impact of CEOs, CFOs and other top-level executives on large firms is extremely limited. In fact, these top positions explain less than 5% of the variation in firm performance amongst Fortune 800 companies. Of course, senior leaders set the strategic direction ]]></description>
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