Bruce - Thanks for your comment. It's healthy ...

2009-10-29T10:06:04.859Z

Bruce - Thanks for your comment. It's healthy to disagree, and I'll agree to disagree with you!

My "obsession" with change reflects the focus of this site and my website which is all about change management and change leadership.

Stephen

I disagree completely with most of your post (I li...

2009-10-29T08:47:24.736Z

I disagree completely with most of your post (I like th Kotter quote). And I don't see how your comments of being 'born not made' are of any use to anyone (so if I'm not 'born' a leader should I give up trying to learn or develop any leadership qualities).

Your 5 questions do not identity a 'Manager'. I can show you leaders who would answer positively to any of those questions. For example, the first question about 'immediate results' vs. 'mentoring others' is an apples-and-oranges comparison. Are you asking 'I care more for immediate things than future things' or are you asking 'I care more about results than about mentoring.'

You seem to be obsessed with 'change' being the end all and be all in an organisation. 'Change' can be good, but so can stability (it's useless conquering the hinterland if Rome is burning).

My own delineation(http://brucelynnblog.spaces.live.com) is that 'Leaders optimise upside potential; Manager minimise downside risk.' The two need to be balanced and blended in an organisation.

Anyone can learn to do either of these skills to varying degrees. Don't any of your readers think to themselves 'I must not be a born leader.' Your 'labelling' of 'being a leader' is not helpful. It is unproductive pigeonholing and stereotyping.

Comments on Strategies For Managing Change: Leadership Versus Management in Change Management ...

Bruce - Thanks for your comment. It's healthy ...

I disagree completely with most of your post (I li...