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	<title>Navigating Politics, Leadership &#38; Innovation &#124; The Horan Group</title>
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	<description>Navigating Politics, Leadership &#38; Innovation</description>
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		<title>No Time For Politics&#8230;</title>
		<link>http://www.thehorangroup.com/2011/12/no-time-for-politics.html</link>
		<comments>http://www.thehorangroup.com/2011/12/no-time-for-politics.html#comments</comments>
		<pubDate>Thu, 15 Dec 2011 07:00:44 +0000</pubDate>
		<dc:creator>Jane Horan</dc:creator>
				<category><![CDATA[Politics]]></category>
		<category><![CDATA[influence]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[Office politics]]></category>
		<category><![CDATA[Political Savvy]]></category>
		<category><![CDATA[positive politics]]></category>
		<category><![CDATA[power]]></category>
		<category><![CDATA[power networks]]></category>
		<category><![CDATA[relationships]]></category>
		<category><![CDATA[self -promotion]]></category>
		<category><![CDATA[visibility]]></category>

		<guid isPermaLink="false">http://www.thehorangroup.com/?p=448</guid>
		<description><![CDATA[&#160; A senior human resource manager running down the hallway huffed,  &#8221;I don’t have time for politics.  If this is the way things work - I’m outta here.  Frustrated and upset, this manager had been passed over time and time again for a bigger role He watched his colleagues and counterparts&#8211;the more vocal and visible ones sail [...]]]></description>
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		<slash:comments>726</slash:comments>
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		<title>Political Savvy &#8211; not hard to master</title>
		<link>http://www.thehorangroup.com/2011/11/political-savvy-not-hard-to-master.html</link>
		<comments>http://www.thehorangroup.com/2011/11/political-savvy-not-hard-to-master.html#comments</comments>
		<pubDate>Tue, 22 Nov 2011 00:07:44 +0000</pubDate>
		<dc:creator>Jane Horan</dc:creator>
				<category><![CDATA[Politics]]></category>

		<guid isPermaLink="false">http://www.thehorangroup.com/?p=445</guid>
		<description><![CDATA[Savvy is a critical leadership skill and becoming politically savvy is not difficult.  The only requirement is a willingness to step outside your comfort zone and confront fears that may be deeply entrenched (or hidden) and no longer recognized for what they are.  Scholars understand organizations as political systems and frames.  Legitimate, factual and positive [...]]]></description>
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		<slash:comments>652</slash:comments>
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		<title>Office Politics : Reframe Your Attitude</title>
		<link>http://www.thehorangroup.com/2011/11/office-politics-reframe-your-attitude.html</link>
		<comments>http://www.thehorangroup.com/2011/11/office-politics-reframe-your-attitude.html#comments</comments>
		<pubDate>Sat, 12 Nov 2011 04:35:06 +0000</pubDate>
		<dc:creator>Jane Horan</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Careers]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Politics]]></category>
		<category><![CDATA[connections]]></category>
		<category><![CDATA[corporate politics]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[networks]]></category>
		<category><![CDATA[Office politics]]></category>
		<category><![CDATA[Political Savvy]]></category>
		<category><![CDATA[positive poltics]]></category>
		<category><![CDATA[relationships]]></category>
		<category><![CDATA[stakeholders]]></category>

		<guid isPermaLink="false">http://www.thehorangroup.com/?p=438</guid>
		<description><![CDATA[&#160; Consider this &#8211;  politics is not a dirty word.   Yet this word brings up negative feelings, emotions and sometimes fear.  Many try to ignore office politics when it happens, pretending it does not exist.  But like it or not, it’s here to stay. Politics (good and bad) is an established fact of organizational life.  Embrace what’s good about [...]]]></description>
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		<slash:comments>618</slash:comments>
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		<title>Critical Leadership Skill : Political Savvy</title>
		<link>http://www.thehorangroup.com/2011/11/critical-leadership-skill-political-savvy.html</link>
		<comments>http://www.thehorangroup.com/2011/11/critical-leadership-skill-political-savvy.html#comments</comments>
		<pubDate>Sat, 05 Nov 2011 22:38:34 +0000</pubDate>
		<dc:creator>Jane Horan</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Politics]]></category>
		<category><![CDATA[EQ]]></category>
		<category><![CDATA[leadership competency]]></category>
		<category><![CDATA[Lominger]]></category>
		<category><![CDATA[Office politics]]></category>
		<category><![CDATA[performance]]></category>
		<category><![CDATA[Political Savvy]]></category>
		<category><![CDATA[positive politics]]></category>
		<category><![CDATA[power]]></category>
		<category><![CDATA[savvy workforce]]></category>

		<guid isPermaLink="false">http://www.thehorangroup.com/?p=399</guid>
		<description><![CDATA[Although political savvy is a crucial leadership skill, too few organizations build on it.  While organizations invest heavily in leadership development and executive coaching, too little time is spent teaching politics and power.  Despite this, power and politics is deeply and broadly embedded into nearly every competency framework. Take a look at Lominger or Emotional Quotient.  [...]]]></description>
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		<slash:comments>616</slash:comments>
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		<item>
		<title>Office Politics 101 : Building Mutually Beneficial Coalitions</title>
		<link>http://www.thehorangroup.com/2011/10/office-politics-101-building-mutually-beneficial-coalitions.html</link>
		<comments>http://www.thehorangroup.com/2011/10/office-politics-101-building-mutually-beneficial-coalitions.html#comments</comments>
		<pubDate>Mon, 31 Oct 2011 23:00:57 +0000</pubDate>
		<dc:creator>Jane Horan</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Politics]]></category>
		<category><![CDATA[corporate politics]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Office politics]]></category>
		<category><![CDATA[Political Savvy]]></category>
		<category><![CDATA[politics]]></category>
		<category><![CDATA[positive politics]]></category>
		<category><![CDATA[power]]></category>
		<category><![CDATA[power networks]]></category>

		<guid isPermaLink="false">http://www.thehorangroup.com/?p=387</guid>
		<description><![CDATA[Many people consider politics—especially office politics—a scourge, a blight, something to avoid as much as possible. But return to the original Greek meaning of the term “politics” and what you find may astonish you—it has no negative connotations at all. At its essence “politics” means “building coalitions for the good of the state.” Every leader [...]]]></description>
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		<slash:comments>568</slash:comments>
		</item>
		<item>
		<title>Cost of Career Inequality</title>
		<link>http://www.thehorangroup.com/2011/06/cost-of-career-inequality.html</link>
		<comments>http://www.thehorangroup.com/2011/06/cost-of-career-inequality.html#comments</comments>
		<pubDate>Thu, 09 Jun 2011 05:02:57 +0000</pubDate>
		<dc:creator>Jane Horan</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Careers]]></category>
		<category><![CDATA[Women]]></category>

		<guid isPermaLink="false">http://www.thehorangroup.com/?p=339</guid>
		<description><![CDATA[Talented women leaving the firm &#8211; puzzling?  Not really, the fact is women or men not moving ahead will leave.  Nothing new there.  Yet, employers continue to wring their hands, hire high priced consultants to help the female brain drain. Yes the problem is complex, if we want it to be.  But there are simple [...]]]></description>
		<wfw:commentRss>http://www.thehorangroup.com/2011/06/cost-of-career-inequality.html/feed</wfw:commentRss>
		<slash:comments>713</slash:comments>
		</item>
		<item>
		<title>Boards &#8211; Here We Go Again &#8211; Too Few Creeping In..</title>
		<link>http://www.thehorangroup.com/2011/05/boards-here-we-go-again.html</link>
		<comments>http://www.thehorangroup.com/2011/05/boards-here-we-go-again.html#comments</comments>
		<pubDate>Mon, 23 May 2011 12:53:46 +0000</pubDate>
		<dc:creator>Jane Horan</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Women]]></category>
		<category><![CDATA[Boardroom]]></category>
		<category><![CDATA[diversity]]></category>
		<category><![CDATA[gender]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[women leaders]]></category>

		<guid isPermaLink="false">http://www.thehorangroup.com/?p=326</guid>
		<description><![CDATA[On Boards : The problem is the solution and begins with changing the questions and moving away from out-dated paradigms and mental roadmaps regarding what constitutes leadership and sound business acumen.]]></description>
		<wfw:commentRss>http://www.thehorangroup.com/2011/05/boards-here-we-go-again.html/feed</wfw:commentRss>
		<slash:comments>629</slash:comments>
		</item>
		<item>
		<title>What&#8217;s In A Name / Brand?</title>
		<link>http://www.thehorangroup.com/2011/05/whats-in-a-name-brand.html</link>
		<comments>http://www.thehorangroup.com/2011/05/whats-in-a-name-brand.html#comments</comments>
		<pubDate>Fri, 20 May 2011 02:14:15 +0000</pubDate>
		<dc:creator>Jane Horan</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[brand]]></category>
		<category><![CDATA[Perception Mangement]]></category>
		<category><![CDATA[power networks]]></category>
		<category><![CDATA[self -promotion]]></category>
		<category><![CDATA[women]]></category>

		<guid isPermaLink="false">http://www.thehorangroup.com/?p=322</guid>
		<description><![CDATA[Whats your story - managing brand and perceptions wisely!]]></description>
		<wfw:commentRss>http://www.thehorangroup.com/2011/05/whats-in-a-name-brand.html/feed</wfw:commentRss>
		<slash:comments>834</slash:comments>
		</item>
		<item>
		<title>Caught in the Middle</title>
		<link>http://www.thehorangroup.com/2011/04/caught-in-the-middle.html</link>
		<comments>http://www.thehorangroup.com/2011/04/caught-in-the-middle.html#comments</comments>
		<pubDate>Sun, 24 Apr 2011 21:50:17 +0000</pubDate>
		<dc:creator>Jane Horan</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Women]]></category>
		<category><![CDATA[bias awareness]]></category>
		<category><![CDATA[Boardroom]]></category>
		<category><![CDATA[leaders]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[mid-career]]></category>
		<category><![CDATA[women]]></category>

		<guid isPermaLink="false">http://www.thehorangroup.com/?p=320</guid>
		<description><![CDATA[Caught in the Middle: The truth is most organizations struggle mightily to retain talented mid-career women.  The New York Times reports that even Norway (poster country for board diversity) faces these same challenges, too few women in line for the C suite]]></description>
		<wfw:commentRss>http://www.thehorangroup.com/2011/04/caught-in-the-middle.html/feed</wfw:commentRss>
		<slash:comments>737</slash:comments>
		</item>
		<item>
		<title>Asian Women Leaders: Engines of growth</title>
		<link>http://www.thehorangroup.com/2011/04/asian-women-leaders-engines-of-growth.html</link>
		<comments>http://www.thehorangroup.com/2011/04/asian-women-leaders-engines-of-growth.html#comments</comments>
		<pubDate>Tue, 19 Apr 2011 06:06:22 +0000</pubDate>
		<dc:creator>Jane Horan</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Women]]></category>
		<category><![CDATA[Asian Women Leaders]]></category>
		<category><![CDATA[China]]></category>
		<category><![CDATA[diversity]]></category>
		<category><![CDATA[Japan]]></category>
		<category><![CDATA[Korea]]></category>
		<category><![CDATA[Malaysia]]></category>
		<category><![CDATA[Talent Pipeline]]></category>
		<category><![CDATA[Thailand]]></category>
		<category><![CDATA[Vietnam]]></category>
		<category><![CDATA[Women Leadership]]></category>

		<guid isPermaLink="false">http://www.thehorangroup.com/?p=314</guid>
		<description><![CDATA[Asian Women Leaders - the real engines of growth, if organizations figure out how. Researchers contend that women in Asia are moving into management positions in greater numbers.  While true for some countries, others lag far behind particularly in the executive suite. ]]></description>
		<wfw:commentRss>http://www.thehorangroup.com/2011/04/asian-women-leaders-engines-of-growth.html/feed</wfw:commentRss>
		<slash:comments>747</slash:comments>
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