Tom Peters writes about the similiaries in leadership ideas and approaches between the non-profit or public sectors and the private or for-profit sector — hitting home with the theme that leadership is leadership is leadership.  I definitely do not disagree!

I could well/may well spend more time in the future on the public and non-profit sectors, but I’d be surprised, even stunned, if my basic ideas and approaches changed much or at all.
I Disagree!

Way back in junior high school, I learned that by tutoring or mentoring others (in that case, in math), I learned more than I would have by studying on my own. Today, I’ll still take every opportunity I can to teach or mentor or tutor, for the sake of my own development at least as much as for the leadership influence.

This article details some of the ways that, as a mentor, you benefit from the relationship. It’s written for the health care professional, but every benefit applies to any leader.

Leadership in Mentoring: The Benefits of Being a Mentor

While the primary intent of your mentoring role is to challenge the protege to think in new and different ways, the protege is not the only one who gains from the arrangement. As a mentor, there are various ways you can benefit as well.

“The degree to which the opportunity to use power effectively is granted to or withheld from individuals is one operative difference between those companies which stagnate and those which innovate.” – Rosabeth Moss Kantor

In Rosabeth Moss Kantor’s 1983 classic, The Change Masters, there’s an emphasis on the ability of a change-master — someone who is able to manage change effectively — to empower members of the team. Kantor’s study made a big difference in acceptance of the concept of empowerment within organizations, moving the idea from what was often seen as a fuzzy leadership style to the forefront in effective leadership in times of change.

The book is still one of the most relevant of the business books produced in the last quarter of the 20th century. If you’re in the business of introducing innovation and change, I’d recommened retrieving Kantor’s book off the bookshelf, or finding a new copy.

Parents are — or should be — leaders in the family. But would any sane leader try to motivate an employee to change through humiliation?

Well, yes, unfortunately — both organizational leaders and parents-as-leaders sometimes get frustrated and desperate. I see it far too often. But using such tactics is about the lack of creativity and energy in the leader, not about finding a good solution.

While it may seem to work in the short run, humiliation and shame are poor motivators in the long run. Humiliating someone destroys the relationship you have with that person — child or employee. Finding ways to treat our family members and co-workers with dignity is basic to good leadership.

News article: Mom Makes Teen Stand on Street With Sign

Here’s a roundup of what I’ve found to be the best articles about Peter Drucker’s lasting effect, in the wake of his death on November 11, 2005. I especially appreciated the article in India’s The Economic Times which stressed Drucker’s moral sense in his leadership and management teachings.

Peter Drucker’s Enduring Wisdom – Tom Taulli – The Motley Fool
An Appreciation: Peter Drucker 1909-2005 – Geoffrey Colvin – Fortune Magazine
Business Guru with a Moral Sense – T T Ram Mohan – The Economic Times
Drucker Can’t Die – The Indian Express
Farewell, Peter Drucker: A Tribute to an Intellectual Giant – Knowledge@Wharton
Drucker’s Vast Legacy – John Reid Blackwell – Richmond Times Dispatch

F. John Reh, About.com’s Guide to Management, points to Fortune’s annual article on the most powerful women in the business world: Most Powerful Women In Business

The world’s lost one of the great thinkers on subjects like management and leadership and change: Peter Drucker, almost larger-than-life in his reputation, has died at 95. Ken Blanchard, another well-known management consultant, once said, “Peter Drucker has forgotten more than most people ever knew about leadership and management.” The world of leadership will be less without Peter Drucker’s active participation.

The first of Drucker’s works that I found useful and inspiring was a piece on “managing your boss” — about the responsibility and power of everyone to influence how the “boss” behaves towards you. He’s also known for such terms as “knowledge workers” and “management by objectives.”

New York Times Obituary: Peter Drucker
Thought Leader Forum: Peter F. Drucker Biography

Quote for the week on human relations — from Donald Clark’s page summarizing “Concepts of Leadership“:

"The six most important words: "I admit I made a mistake."

The five most important words: "You did a good job."

The four most important words: "What is your opinion."

The three most important words: "If you please."

The two most important words: "Thank you,"

The one most important word: "We"

The least most important word: "I"”

(From: Anonymous)

Susan Heathfield at About Management has listed a “big five” in change management. The first is “communication” — and if you look at the other four, you’ll see that communication is essential to all of those, too. For instance, “full and active executive support” needs to be clearly communicated throughout the organization, or it’s virtually useless.

“These are the big five when successful change management is achieved.”

Leadership and Management Success Tips: Change Management Success Tips – Big Five in Change

The news is out — the Aboutweblog blogs including this one will be merging with b5media blogs. That means, eventually, a new URL for the Leadership Blog, and a new design. You’ll hear more as I know more …. Weblog Network b5media LLC Announces Merger with About Weblogs