With all the great posts hitting the Blogosphere this past week on the topics of leadership development, talent management, and human resource management, I would like to point you to five blog posts that I consider to be the best of the best for the week of July 6th through July 12th.
Joe and Wanda on Management: High Performance Virtual Teams - Fostering a high performance team can be a real challenge. Throw in remote workers, telecommuters, and satellite locations and this task can become a lot for a manager to wrap his or her arms around.
The folks at Joe and Wanda on Management have a nice podcast interview with Anil Saxena where they discuss the "Virtual Six" for creating high performance virtual teams.
Michelle Malay Carter, Mission Minded Management: If you Want Accountability, You Must Grant Authority - Accountability can become a laughable cliche if it isn't approached properly. Michelle Carter takes a look at this important element of a high performing organizations through the lens of a Requisite Organization framework and reminds us that if we want to foster accountability (and engagement) that we must grant the proper authority to our managers to accomplish the goals they are accountable for.
Tom Foster, Management Skills Blog: Whose Role is it? - Tom has yet another great series of insightful posts on his blog this week. This time he shares a story of how to balance seemingly opposing goals between a manager who creates the system and the supervisor who "drives" the system by combining goals and ideas.
Alex Kjerulf, Chief Happiness Officer: Happiness at Work at Zappos- Zappos has a stellar reputation as a great organization to work for. Chief Happiness Officer Alex shares an ABC video exploring the culture of the organization and shares his assessment of why Zappos is such a great place to work.
Kris Dunn, HR Capitalist: My SHRM09 Wrap-Up - Kris Dunn spent a few days at the Society for Human Resource Management annual convention in New Orleans last week and shares his parting thoughts on the conference and ponders how SHRM can reach out to the many niche segments within its 250,000 strong membership base.
