We’re excited to bring your our most popular leadership advice of 2017. It’s always so much fun and interesting to see which of the year’s posts and topics resonate most with our Let’s Grow Leaders community. Here’s what you liked and shared the most as measured by page views.
We want to write on topics that will be most helpful for you! If you have a topic you’d like us to address in the New Year, please drop us a note at email@example.com or leave a comment and will see what we can do to work it into our editorial calendar.
Bonus: Most Popular Leadership Advice from Let’s Grow Leaders
Of the 927 posts published to date on Let’s Grow Leaders, there are two that continue to draw in substantial traffic every day as top leadership advice and ranked in the top three for this year.
5 Secrets to Great Skip Level Meetings (April 2014)
Done well, skip level meetings can inspire, engage, motivate and inform the skipper, skipee, and even the skipped. On the other hand, poorly run skip level meetings inadvertently bring on diaper genie feedback and diminish trust. Read more
Children’s Books on Leadership: Questions to Inspire Young Thinking (November 2012)
Which children’s books are the most helpful in teaching leadership to kids? I posed this question in my online leadership communities, as well as to parents, and a children’s librarian. The suggestions came pouring in. So many of us have fond memories of reading as a child and of reading with our own children. Thank you to all who shared your stories of the stories you love and the meanings they hold. Read more
Most Popular Leadership Advice of 2017 on Let’s Grow Leaders
10. What the Best Leaders Know About Disengaged Employees (March)
In this post, I share one of my signature keynote stories and the importance of “strapping on your skates” and making a genuine connection with the human beings you’re leading.
9. How To Get Noticed as a Leader–Before You’ve Led a Team (August)
Practical ways to demonstrate your leadership, before you take on a formal role. How to Get Noticed as a Leader– Before You’ve Led a Team
8. 3 Behaviors That Will Convince Your Boss You’re a Rock Star (July)
In this post, we cover a few of the behaviors we work on in our R.E.A.L. professionalism training. 3 Behaviors That Will Convince Your Boss Think You’re a Rock Star
7. 4 Powerful Ways to Get Helpful Feedback From Your Peers (October)
Here we work with our “Channel Challengers” concept that we address in many of our programs– with specific ways to solicit helpful feedback in a way that you can hear it. 4 Powerful Ways to Get Helpful Feedback From Your Peers
6. One Awful (But Common Leadership Practice and What to Do Instead (November)
David explains the downsides of the common leadership practice “Don’t bring me a problem without a solution” and offers concrete ways to help your team think more critically One Awful (But Common) Leadership Practice and What to Do Instead
5. How to Motivate Your Team When You’re Exhausted (July)
Here we share our technique of “looking down the mountain” and gaining confidence and motivation from past successes. How to Motivate Yourself When You’re Exhausted
4. 3 Simple Secrets to Running a Remarkable Meeting (August)
In this post, we share three of our Winning Well meeting management techniques that we frequently work on in our Winning Well programs. 3 Simple Secrets to Running a Remarkable Meeting
3. One Reason Your Employees are Rolling Their Eyes (March)
It’s sad when managers work to recognize employees, and all they do is roll their eyes. Learn how to avoid some of the most common recognition mistakes.One Reason Your Employees are Rolling Their Eyes
2.Stop This Terrible Habit You Don’t Even Know You Have (January)
Here I confess one of my biggest personal leadership challenges and why it can be so destructive. Stop This Terrible Habit You Don’t Even Know You Have
Let’s Grow Leaders #1 Post of 2017
1. 8 Techniques to Help Your Middle Managers Cultivate Their Sweet Spot in Your Organization
On paper, your middle managers are in your organization’s sweet spot. They’re the conduits between your strategic vision and the teams who implement that vision. In reality, however, your middle managers are in a tough place. They’re under increasing pressure–from above to improve results and from below to cultivate deeper relationships with their teams.
Results and relationships can be complementary; in developing relationships, managers can improve their teams’ results. But in practice, too many managers fall into an either/or mindset. They either drive hard for results and railroad their people, or they focus on team building and miss the numbers. Either way, they wind up feeling isolated, frustrated and overwhelmed. They find themselves working longer hours, caught in a vicious cycle between “being nice” to their teams to prop up morale and running everyone into the ground to win at all costs.
We were also delighted to be featured in the Training Industry’s top 10 articles of 2017