Comments on: What Leaders Must Do, Know & “Be”

By: Margaret

Margaret — Tue, 01 May 2007 23:53:27 +0000

Kathryn, Senia and Doug - I’m so glad you found the DO/KNOW/BE model a succint way to talk about leadership. Imagine engaging a group of managers by asking them to fill in the model themselves or with a peer and then go around the room and share the different perspectives?

Senia, I’m going to check out the multitasking site — I now start every workshop I facilitate by asking people if they have heard about “absent presence” — then I mimic the flight attendant who asks that during take off & landing we turn off all electronic devices. Thanks again for your positive feedback! Margaret

By: Doug Turner

Doug Turner — Mon, 16 Apr 2007 00:38:24 +0000

Margaret: I want you to be my coach! I look forward to the 14th of each month to get your latest contribution. I find the “do-know-be” model has other applications in addition to leadership. For example, at work we use it when designing training of any kind. At home, I think about what my kid need to do-know-be to be happy well-adjusted adults. Thanks for sharing your thoughts and enthusiasm. All the best, Doug

By: Senia

Senia — Sun, 15 Apr 2007 20:11:05 +0000

Margaret!

I love this article. It captures so succinctly by example that most important idea of focus. It’s also great to read this having seen you do the Be-Do-Know brainstorming session.

And, most importantly, I really like your six points. I’ve very much bought in to optimism and authenticity. I completely support what you describe leaders need to do, and the strengths “know” point. And I’m most intriqued - because it’s not the first thing I’ve found my coaching clients thinking about in management situations - by your “know” point of leaders at all levels.

Thank you!
S.

p.s. On the importance of focus … I find it so interesting that on www.psychologymatters.org, one of the main psychology findings of the past fifty years is that FOCUS is critical, especially when you look at the costs of multi-tasking (http://www.psychologymatters.org/multitask0306.html).

By: Kathryn Britton

Kathryn Britton — Sun, 15 Apr 2007 19:14:40 +0000

Margaret,

As I read your article, I started thinking about people in my world who will find your summary useful — people who have learned that they cannot succeed by themselves, they need others to be successful, people who find the word “Leader” daunting and out of reach, people who are labeled leaders but may be confused about what that entails, people who don’t know that their jobs as leaders means that they need to create a positive image of the future (in Jane Dutton’s words). Thanks for putting it into words so succinctly.

Kathryn

By: Margaret

Margaret — Sun, 15 Apr 2007 12:28:50 +0000

David, thank you for your positive feedback! Your gift of storytelling has the same effect - powerful & memorable. “Plainspoken” came up in my Gallup report - I’m guessing it showed up in yours, too. I often think of my role as a translator between 2 worlds - in this case academia & business. Thanks again for writing, Margaret

By: David J. Pollay

David J. Pollay — Sun, 15 Apr 2007 05:12:51 +0000

Hi Margaret,

You demonstrate again what a great coach you are. You make the path to leadership a clear one. Like Buckingham, you don’t confuse people in complex models; you bring it home for us in a powerful and memorable way.

Thanks as always Margaret!

David

p.s. Congrats on the recent publication of your research with Dana Arakawa. Good work!