tag:blogger.com,1999:blog-7402627963698573089.post4051071671566344638..comments2008-09-01T23:27:04.371+11:00Dylanhttp://www.blogger.com/profile/11161283540125462641noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-7402627963698573089.post-44434769812317347682008-09-01T23:27:00.000+11:002008-09-01T23:27:00.000+11:00Hi Ian<BR/><BR/>There are 5 postings or more on the Leader/Manager Model. Just scroll down to get them. Number 4 covers a lot of ground. If you would like to check Peter Farey's orginal article you will find it at www.360facilitated.com/articles.html<BR/><BR/>As regards your other comment, yes, you can certainly use the Leader/Manager Model as a way of monitoring how you relate in your one-to-one sessions, whether you are placing emphasis on what's happening now, and improvement, or on what could/should happen in the future (and on how both these things are important). And, of course, you may be talking People or talking Task. Great model!<BR/>Good luck.Dr Ronhttp://www.blogger.com/profile/09486050608166357112noreply@blogger.comtag:blogger.com,1999:blog-7402627963698573089.post-11065841700443080912008-09-01T16:22:00.000+11:002008-09-01T16:22:00.000+11:00Hey, I have read enough to know I am keen to learn more about the concept of measuring leadership. I currently do this a number of ways but would love to read more on the Leadership/Manager way of measurement. Where can I read more? I note your reference to July 25 - where is that? <BR/><BR/>Looks really interestingIan Pratthttp://www.whatmakesagoodleader.com/change-management.htmlnoreply@blogger.comtag:blogger.com,1999:blog-7402627963698573089.post-448801904559494442008-08-30T08:34:00.000+11:002008-08-30T08:34:00.000+11:00Dear Ben<BR/><BR/>Given that you have completely missed the point of the L/M Model, it might be worth your looking back and seeing what it's all about. Check for example 25 June.<BR/><BR/>As to being angry, many people are unaware of their own feelings (especially men). Other people, however, pick them up and react to them.<BR/><BR/>I don't think I have anything further to say. My time is valuable, so is yours.<BR/><BR/>Best wishesDr Ronhttp://www.blogger.com/profile/09486050608166357112noreply@blogger.comtag:blogger.com,1999:blog-7402627963698573089.post-25465850335647479242008-08-30T02:28:00.000+11:002008-08-30T02:28:00.000+11:00Ron,<BR/><BR/>You wrote "Having received a rather angry comment from Ben Simonton (see 27 Aug), I thought it worth a further reply."<BR/><BR/>Not sure how you concluded that I was angry because I was not angry in any way. I was only trying to correct what I saw as a misrepresentation of reality.<BR/><BR/>I did state that I thought, based on my 30+ years of managing people, that you were doing a disservice to both leaders and managers. I said this because you indicated that making things more efficient and such would not be done by a leader and that caring about people would not be done by a manager. Doing both is exactly what good managers and executives do. The clearest latest example would be Google.<BR/><BR/>Best regards, Ben<BR/>Author "Leading People to be Highly Motivated and Committed.Ben Simontonhttp://www.bensimonton.comnoreply@blogger.com