Please read my article

LadyExecutive · Aug 29, 2009

I submitted my first article to the Examiner. If you could please read it and let me know your thoughts, I would sincerely appreciate it. Please post only positive critiques. By that, I mean, if you disagree with what I've written, please don't call the article stupid or nutty, or something like that. LOL.

Thanks,

Shay

http://www.examiner.com/x-21098-Orlando-Business-Strategies-Examiner

Bill Huffman · Aug 29, 2009

A very nice article, I enjoyed it. Thank you for the link.

Abner · Aug 29, 2009

LadyExecutive said: ↑

I submitted my first article to the Examiner. If you could please read it and let me know your thoughts, I would sincerely appreciate it. Please post only positive critiques. By that, I mean, if you disagree with what I've written, please don't call the article stupid or nutty, or something like that. LOL.

Thanks,

Shay

http://www.examiner.com/x-21098-Orlando-Business-Strategies-Examiner
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Excellent!!!!! You hit the nail on the head.

Good job!

Abner

Cakes · Aug 30, 2009

first and Foremost, you have 20 rave reviews so ultimate kudos on saying what your audience wanted to hear. it Is the point of most writing in my opinion.

as far as red pencilling the article it's self, i did a little bit:

A job requisition goes out and the human resource department pushes feverishly to satisfy the executive team’s request. “We need a leader, stat,”, they say, “to fill the position Tom left behind.” this should say 'the position Tom will leave behind' because, of course, since Tom is a great guy he would not have left without adequate notice.

now, this next suggestion would reframe the article somewhat but think about it>>my understanding is that the executive team is the one(s) who are supposed to be the "leader" and They hire managers to carry out their will.

Key words are placed into HR recruiting systems, hoping that those with the credentials that (<which) best exceed (note about hiring those which 'exceed' the position's needs..those workers are likely to move on at some point and leave a void like Tom did) executive’s request -- would (<will) be chosen by the system and the next talent is expertly selected to meet the organization’s goals (<here we are saying that the org has goals established but later we allocate the responsibilty of establishing goals to the new hiree). <that was a run-on sentence. The new mastermind is picked out and both HR and the executive team conceive the new chief to be a precise fit. After-all (<one word), the new member of staff has had many years of vigorous management expertise and has worked in highly coveted positions within prominent organizations, (<omit comma) in the past. The executive team is pleased, HR is happy, the new employee is ecstatic, but subordinates, not so much, and after some time, they become dissatisfied and teams become, (<omit comma) ineffective.

ok, subordinates being dissatisfied is just part of the game and to say that someone is a bad leader or manager Just on that premise is not substantial enough. so, the part about how everyone else, including execs, is happy should be omitted or better yet, the actual reason that teams are dissatisfied/ineffective should be spelled out.

How frequently does this scenario happen in organizations today? A Job board (lose capitalizing the J or else add capital B) posting asking for a Manager, when what the organization truly needs and actually wants, is a leader. There are blatant dissimilarities between the two but many managers and leaders themselves do not know where these differences lie. Those that are conscious of the antitheses (antithesIs) between the two organizational concepts, (omit comma) often relent--(replace dashes with comma) asserting that the areas disconnecting the two are so grey that clarities never matter. The fact is, the distinctions between the two do matter and recognizing this, business industry schools of thought have set out to clarify the disparities encircling each meaning.

Although the words managing and leading are more often used interchangeably, famed writer, (omit comma) Peter Drucker believes that those who are responsible for the performance of employees need to ask themselves the rhetorical question (if there truely are differences between the two then the question cannot be catagorized as rhetorical), am I managing, or am I leading? Drucker postulates that leadership is about doing the right things, while management is essentially about doing things right. In the text, (omit comma or better yet omit "the text,") The Practice of Management (1993) (the text's name is usually supposed to be encased in quotation marks or italized or underlined depending on what format the text was originally published in. same for when they are cited in "References" section. see here for examples: http://www.lib.usm.edu/help/style_guides/apa.html ) Drucker further explains by saying “… (<three dots means you interupted a sentence or are omitting a portion between two points so omit the previous three or else if it Was an interruption then the "A" should not have been capitalized) A manager sets objectives (setting objectives is the role you are allocating to the leader in this article) --A manager organizes--A manager motivates and communicates--A manager, by establishing ("establishment" of things is the role allocated to leaders in this article) yardsticks, measures--A manager develops people. (<omitted the closing quotation mark)

Leadership expert Robert Quinn, author of (remember to do titles formally and consider omitting author's first name and title altogether unless you feel they contribute in some way because business and psychological papers use only last name followed by (year) he wrote it; examples: http://leo.stcloudstate.edu/research/apaintext.html ) Building The Bridge As You Walk on it: A Guide For Leading Change; (sub a comma for semicolon) suggests that, unlike managing, which Drucker believes,(omit comma) is about setting objectives, organizing, measuring, motivating, developing and communicating, leadership concerns acquiring clarity of vision, self-empowerment, empathy and creative thinking.

my opinion: the hairs being split are needing clarification because leader is coming across as cheerleader. i.e. in my mind, empathy Does equal communicating as long as you omit miscommunicating. same as development without creative thinking is just bad development. or, how do you 'acquire clarity' without 'setting objectives'? maybe the article really wants to be about putting the cheerLeading back into manAging.
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so, ok. the rest of the article i would red pencil in the same way even If keeping the mantra 'leader Verse manager'. Personally, i think the article wants to let go of the negativity altogether if it were to be true how-to; but as a steam releaser for frustrated middle managment it seems to have hit the mark judging by the rave reviews you are getting. so, like i said, kudos because that really is the point of most writing.

Gerilyn Alfe · Sep 1, 2009

Is this your first article? It really sounds very professional and I enjoyed reading it and I hope that the examiner would definitely like it too.

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charactereducation · Sep 7, 2009

Well i have read your complete article. I am very much impressed with your writing skills. I really like your article. Thanks a lot for sharing such a nice and informative article with us.

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