<?xml version="1.0" encoding="UTF-8"?>
<rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:wfw="http://wellformedweb.org/CommentAPI/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
	>

<channel>
	<title>Impact People Practices</title>
	<atom:link href="http://impactpeoplepractices.com/feed/" rel="self" type="application/rss+xml" />
	<link>http://impactpeoplepractices.com</link>
	<description>To impact PEOPLE who impact RESULTS</description>
	<lastBuildDate>Thu, 09 Feb 2012 22:32:38 +0000</lastBuildDate>
	<language>en</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
	<generator>http://wordpress.org/?v=3.2.1</generator>
		<item>
		<title>Christine tries something new! Live #Spreecast 1st time!</title>
		<link>http://impactpeoplepractices.com/christine-tries-something-new-live-spreecast-1st-time/</link>
		<comments>http://impactpeoplepractices.com/christine-tries-something-new-live-spreecast-1st-time/#comments</comments>
		<pubDate>Thu, 09 Feb 2012 22:31:42 +0000</pubDate>
		<dc:creator>Christine McLeod</dc:creator>
				<category><![CDATA[HR 2.0]]></category>
		<category><![CDATA[9am]]></category>
		<category><![CDATA[Applications]]></category>
		<category><![CDATA[Attendees]]></category>
		<category><![CDATA[Audience]]></category>
		<category><![CDATA[Brain]]></category>
		<category><![CDATA[Buttons]]></category>
		<category><![CDATA[Case In Point]]></category>
		<category><![CDATA[Conferences]]></category>
		<category><![CDATA[Convo]]></category>
		<category><![CDATA[Demo]]></category>
		<category><![CDATA[Email]]></category>
		<category><![CDATA[Fb]]></category>
		<category><![CDATA[Garyvee]]></category>
		<category><![CDATA[Internet Case]]></category>
		<category><![CDATA[Linkedin]]></category>
		<category><![CDATA[Love]]></category>
		<category><![CDATA[Nbsp]]></category>
		<category><![CDATA[New Tools]]></category>
		<category><![CDATA[Tweet]]></category>
		<category><![CDATA[Tweets]]></category>
		<category><![CDATA[World Business]]></category>
		<category><![CDATA[Yesterday Afternoon]]></category>

		<guid isPermaLink="false">http://impactpeoplepractices.com/?p=3172</guid>
		<description><![CDATA[Have I mentioned how much I love the internet?  I want to illustrate an example that could be me on any given day&#8230;.. how EASY it is to learn something new, give it a try, get some support and then figure out how to use the tool in your day to day world (business or personal).  After having a quick read, I would love to hear your comments! Yesterday 9am- saw post on FB from someone in my network talking about being &#8220;LIVE&#8221; with @garyvee on Spreecast. Yesterday 9.05am- logged into Spreecast with my FB and &#8220;joined&#8221; this live conversation.. [...]]]></description>
		<wfw:commentRss>http://impactpeoplepractices.com/christine-tries-something-new-live-spreecast-1st-time/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Social Media Myths Explored Through the Movies</title>
		<link>http://impactpeoplepractices.com/social-media-myths-explored-through-the-movies/</link>
		<comments>http://impactpeoplepractices.com/social-media-myths-explored-through-the-movies/#comments</comments>
		<pubDate>Mon, 30 Jan 2012 05:02:02 +0000</pubDate>
		<dc:creator>Christine McLeod</dc:creator>
				<category><![CDATA[Guest Bloggers]]></category>
		<category><![CDATA[Social Media]]></category>
		<category><![CDATA[12 Months]]></category>
		<category><![CDATA[Bells]]></category>
		<category><![CDATA[Blogger]]></category>
		<category><![CDATA[Bs]]></category>
		<category><![CDATA[Business Toolbox]]></category>
		<category><![CDATA[Circles]]></category>
		<category><![CDATA[Famous Quotes]]></category>
		<category><![CDATA[Field Of Dreams]]></category>
		<category><![CDATA[Film Stars]]></category>
		<category><![CDATA[Followers]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[Hype]]></category>
		<category><![CDATA[Isms]]></category>
		<category><![CDATA[Jerry Maguire]]></category>
		<category><![CDATA[Kevin Costner]]></category>
		<category><![CDATA[Love]]></category>
		<category><![CDATA[Mantra]]></category>
		<category><![CDATA[Media Myths]]></category>
		<category><![CDATA[Metaphor]]></category>
		<category><![CDATA[Movies]]></category>
		<category><![CDATA[Nbsp]]></category>
		<category><![CDATA[Outset]]></category>
		<category><![CDATA[Quotes]]></category>
		<category><![CDATA[Quotes Love]]></category>
		<category><![CDATA[Renee Zellweger]]></category>
		<category><![CDATA[Stat]]></category>
		<category><![CDATA[Subs]]></category>
		<category><![CDATA[Tom Cruise]]></category>

		<guid isPermaLink="false">http://impactpeoplepractices.com/?p=3082</guid>
		<description><![CDATA[&#160; &#160; I love this blog post from blogger Andy Headworth and his SironaSays blog.  Thank you Andy, for permission to republish your post! ~Christine How famous film quotes highlight some social media myths The use of social media in the last 12 &#8211; 18 months has become a widespread tool in the business toolbox (although frustratingly scant in recruiting circles), and  has fostered many tru-isms and much BS. When @billboorman asked me to lead a  track on Social Recruiting at his recent TRULondon Unconference I decided to  address some of these&#8230;&#8230;&#8230;&#8230;&#8230;&#8230;. but in a different way! I have used famous [...]]]></description>
		<wfw:commentRss>http://impactpeoplepractices.com/social-media-myths-explored-through-the-movies/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Social Media Snafus  &#8211; Implications for HR</title>
		<link>http://impactpeoplepractices.com/social-media-snafus-implications-for-hr/</link>
		<comments>http://impactpeoplepractices.com/social-media-snafus-implications-for-hr/#comments</comments>
		<pubDate>Fri, 27 Jan 2012 04:53:45 +0000</pubDate>
		<dc:creator>Christine McLeod</dc:creator>
				<category><![CDATA[Guest Bloggers]]></category>
		<category><![CDATA[Social Media]]></category>
		<category><![CDATA[Ashton Kutcher]]></category>
		<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[Blogosphere]]></category>
		<category><![CDATA[Blunders]]></category>
		<category><![CDATA[Breakdowns]]></category>
		<category><![CDATA[Consequences]]></category>
		<category><![CDATA[Contract Talks]]></category>
		<category><![CDATA[Damage Control]]></category>
		<category><![CDATA[Disruptions]]></category>
		<category><![CDATA[Fleet]]></category>
		<category><![CDATA[Flight Experience]]></category>
		<category><![CDATA[Followers]]></category>
		<category><![CDATA[Hr Perspective]]></category>
		<category><![CDATA[Lagunas]]></category>
		<category><![CDATA[Media Presence]]></category>
		<category><![CDATA[Office Hr]]></category>
		<category><![CDATA[Ommunications]]></category>
		<category><![CDATA[Positive Energy]]></category>
		<category><![CDATA[Qantas]]></category>
		<category><![CDATA[Red Cross]]></category>
		<category><![CDATA[Snafus]]></category>

		<guid isPermaLink="false">http://impactpeoplepractices.com/?p=3127</guid>
		<description><![CDATA[Oops!! When well-known organisations make big social media blunders, what can it mean for HR? Blogger Kyle Lagunas has something to say about that in the following guest post. He highlights some very public blunders that occurred in 2011 involving such well-known sources as Qantas, Ashton Kutcher and even the Red Cross.  What implications do you see for HR? HR’s Take on 2011’s Top Social Media Snafus by Kyle Lagunas The blogosphere was happy to report some epic failures in large organizations’ use of social media in 2011. As I read through these lists (there were many), I thought, Wow, [...]]]></description>
		<wfw:commentRss>http://impactpeoplepractices.com/social-media-snafus-implications-for-hr/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>People Skills: Be &amp; Perform Like a Ferrari</title>
		<link>http://impactpeoplepractices.com/people-skills-kate-nasser/</link>
		<comments>http://impactpeoplepractices.com/people-skills-kate-nasser/#comments</comments>
		<pubDate>Tue, 17 Jan 2012 05:50:35 +0000</pubDate>
		<dc:creator>Christine McLeod</dc:creator>
				<category><![CDATA[HR 2.0]]></category>
		<category><![CDATA[Arrogance]]></category>
		<category><![CDATA[Brevity]]></category>
		<category><![CDATA[Creative Commons License]]></category>
		<category><![CDATA[Curves]]></category>
		<category><![CDATA[Ferrari Photo]]></category>
		<category><![CDATA[Fine Tune]]></category>
		<category><![CDATA[Honesty]]></category>
		<category><![CDATA[kate nasser]]></category>
		<category><![CDATA[Nasser]]></category>
		<category><![CDATA[New Discoveries]]></category>
		<category><![CDATA[Open Ended Questions]]></category>
		<category><![CDATA[Opposing Views]]></category>
		<category><![CDATA[Optimism]]></category>
		<category><![CDATA[Optimistic Outlook]]></category>
		<category><![CDATA[Pessimism]]></category>
		<category><![CDATA[Photo Credit]]></category>
		<category><![CDATA[Professional Experience]]></category>
		<category><![CDATA[Quality Components]]></category>
		<category><![CDATA[Road Test]]></category>
		<category><![CDATA[Skepticism]]></category>
		<category><![CDATA[Somerville Nj]]></category>
		<category><![CDATA[Tangible Success]]></category>
		<category><![CDATA[Test Practice]]></category>
		<category><![CDATA[Time And Place]]></category>
		<category><![CDATA[View 3]]></category>

		<guid isPermaLink="false">http://impactpeoplepractices.com/?p=3139</guid>
		<description><![CDATA[Photo credit &#8220;Flickr: Crystal666, Creative Commons License&#8221; &#160; In this day of fast paced connections, it’s smart to fine tune our people-skills to perform like a Ferrari. We must be quickly aware of and adapt to conditions, select the right speed of interaction, and pick the right words to communicate — all with style. Quite a challenge! So let’s fast track it with quality components (knowledge) and then road test (practice) and maintain it with continued learning.Fast Track Knowledge for People-skills Performance 1. Make brevity effective not rude. Skip the emotionally inflaming phrases and speak with simple honesty. 2. Be confident in your knowledge and deliver it [...]]]></description>
		<wfw:commentRss>http://impactpeoplepractices.com/people-skills-kate-nasser/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Aligning Corporate and Employee Branding- IKEA nails it</title>
		<link>http://impactpeoplepractices.com/aligning-corporate-and-employee-branding-ikea-nails-it/</link>
		<comments>http://impactpeoplepractices.com/aligning-corporate-and-employee-branding-ikea-nails-it/#comments</comments>
		<pubDate>Wed, 11 Jan 2012 08:15:44 +0000</pubDate>
		<dc:creator>Christine McLeod</dc:creator>
				<category><![CDATA[Guest Bloggers]]></category>
		<category><![CDATA[Social Media]]></category>
		<category><![CDATA[Administrative Processes]]></category>
		<category><![CDATA[Applying For A Job]]></category>
		<category><![CDATA[Cartoonist]]></category>
		<category><![CDATA[Colleague]]></category>
		<category><![CDATA[Corporate Branding]]></category>
		<category><![CDATA[Employee Recruitment]]></category>
		<category><![CDATA[Employer Brand]]></category>
		<category><![CDATA[Gartner Research]]></category>
		<category><![CDATA[Hat Tip]]></category>
		<category><![CDATA[Hiring Process]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[Ikea]]></category>
		<category><![CDATA[January 4]]></category>
		<category><![CDATA[Maoz]]></category>
		<category><![CDATA[Marketing]]></category>
		<category><![CDATA[Nails]]></category>
		<category><![CDATA[Nbsp]]></category>
		<category><![CDATA[Notch Service]]></category>
		<category><![CDATA[Otter]]></category>
		<category><![CDATA[Otter Research]]></category>
		<category><![CDATA[Research Vice President]]></category>
		<category><![CDATA[Top Notch]]></category>

		<guid isPermaLink="false">http://impactpeoplepractices.com/?p=3095</guid>
		<description><![CDATA[&#160; You&#8217;ve probably seen or heard about the IKEA recruitment video on YouTube.  It&#8217;s making the rounds.  Thomas Otter, Research Vice President with Gartner Research, blogged about it recently and I liked what he had to say.  Now- what do YOU think?   ~Christine Aligning corporate and employee branding makes sense. by Thomas Otter &#124; January 4, 2012 &#124;  I stumbled on this brilliant video today (hat tip to @williamtincup).  Click on the link and then head back here. This is one of the better examples of linking corporate and employee branding for recruitment I have seen. Low cost Innovative [...]]]></description>
		<wfw:commentRss>http://impactpeoplepractices.com/aligning-corporate-and-employee-branding-ikea-nails-it/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Social Media Policy &#8211; starter tool for HR</title>
		<link>http://impactpeoplepractices.com/socialmediapolicytool/</link>
		<comments>http://impactpeoplepractices.com/socialmediapolicytool/#comments</comments>
		<pubDate>Tue, 10 Jan 2012 06:26:24 +0000</pubDate>
		<dc:creator>Christine McLeod</dc:creator>
				<category><![CDATA[HR 2.0]]></category>
		<category><![CDATA[30 Minutes]]></category>
		<category><![CDATA[Accordance With This Policy]]></category>
		<category><![CDATA[Chri]]></category>
		<category><![CDATA[E Mail]]></category>
		<category><![CDATA[Extent]]></category>
		<category><![CDATA[Final Result]]></category>
		<category><![CDATA[Flickr]]></category>
		<category><![CDATA[Including Without Limitation]]></category>
		<category><![CDATA[Internet Impact]]></category>
		<category><![CDATA[Linkedin]]></category>
		<category><![CDATA[Media Accounts]]></category>
		<category><![CDATA[Media Assistance]]></category>
		<category><![CDATA[Media Policies]]></category>
		<category><![CDATA[Nbsp]]></category>
		<category><![CDATA[Personal Blog]]></category>
		<category><![CDATA[Place Of Employment]]></category>
		<category><![CDATA[Policy Impact]]></category>
		<category><![CDATA[Policy Tool]]></category>
		<category><![CDATA[Related Companies]]></category>
		<category><![CDATA[Social Networking Sites]]></category>
		<category><![CDATA[Technology Computers]]></category>
		<category><![CDATA[Wiki]]></category>

		<guid isPermaLink="false">http://impactpeoplepractices.com/?p=3104</guid>
		<description><![CDATA[&#160; I get asked all the time about Social Media Policies &#8211; and how to create one, how detailed or broad it should be, find great examples of&#8230;. so imagine my delight when I came across this amazing tool &#8220;Policy Tool for Social Media , and found a process unlike any other i have seen to help create simple yet complete social media policies. It took me about 30 minutes total including proofing to Impact People Practices&#8217; Social Media Policy and I wanted to share the final result with you. This is a great tool, easy to use&#8230; and best of all, [...]]]></description>
		<wfw:commentRss>http://impactpeoplepractices.com/socialmediapolicytool/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>10 Principles of Employee Engagement</title>
		<link>http://impactpeoplepractices.com/ten-principles-for-more-employee-engagement/</link>
		<comments>http://impactpeoplepractices.com/ten-principles-for-more-employee-engagement/#comments</comments>
		<pubDate>Fri, 06 Jan 2012 07:45:59 +0000</pubDate>
		<dc:creator>Christine McLeod</dc:creator>
				<category><![CDATA[Culture]]></category>
		<category><![CDATA[Guest Bloggers]]></category>
		<category><![CDATA[HR 2.0]]></category>
		<category><![CDATA[Art And Science]]></category>
		<category><![CDATA[Coach]]></category>
		<category><![CDATA[Community Relationship]]></category>
		<category><![CDATA[Connection Is The Key]]></category>
		<category><![CDATA[Educator]]></category>
		<category><![CDATA[Emotions]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[Happiness]]></category>
		<category><![CDATA[High Quality]]></category>
		<category><![CDATA[Human Endeavor]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Meaningful Connections]]></category>
		<category><![CDATA[Motivation]]></category>
		<category><![CDATA[Nbsp Nbsp Nbsp Nbsp Nbsp]]></category>
		<category><![CDATA[Organizational Energy]]></category>
		<category><![CDATA[People]]></category>
		<category><![CDATA[Performance Organization]]></category>
		<category><![CDATA[Quality Interactions]]></category>
		<category><![CDATA[Relationships]]></category>
		<category><![CDATA[Spiritual Energy]]></category>
		<category><![CDATA[Zinger]]></category>

		<guid isPermaLink="false">http://impactpeoplepractices.com/?p=3042</guid>
		<description><![CDATA[David Zinger is a sought after author, educator, coach, and consultant focused intently on employee engagement. We are delighted to have him share his &#8220;10 Principles of Employee Engagement&#8221; on the Impact People Practices blog.  Engagement is specific.  We cannot sustain engagement all the time and everywhere. When we talk about engagement we need to ask: Who is engaged, with what,  for how long, and for what purpose? &#160; Employee engagement is connection.  Connection is the key.  When we disconnect we disengage. Employee engagement is the art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, [...]]]></description>
		<wfw:commentRss>http://impactpeoplepractices.com/ten-principles-for-more-employee-engagement/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Four Critical Conversations that Maximize Employee Engagement &amp; Performance</title>
		<link>http://impactpeoplepractices.com/conversations-to-maximize-engagement/</link>
		<comments>http://impactpeoplepractices.com/conversations-to-maximize-engagement/#comments</comments>
		<pubDate>Thu, 05 Jan 2012 04:48:57 +0000</pubDate>
		<dc:creator>Christine McLeod</dc:creator>
				<category><![CDATA[Guest Bloggers]]></category>
		<category><![CDATA[HR 2.0]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Social Media]]></category>
		<category><![CDATA[Conversations]]></category>
		<category><![CDATA[Development Interests]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[Employee Performance]]></category>
		<category><![CDATA[Engagement Conversation]]></category>
		<category><![CDATA[Growth And Development]]></category>
		<category><![CDATA[guest blog]]></category>
		<category><![CDATA[Insight]]></category>
		<category><![CDATA[Job]]></category>
		<category><![CDATA[Ken Milloy]]></category>
		<category><![CDATA[Key Performance]]></category>
		<category><![CDATA[Leads]]></category>
		<category><![CDATA[Leverage]]></category>
		<category><![CDATA[Performance Goals]]></category>
		<category><![CDATA[Private Public]]></category>
		<category><![CDATA[Substantial Impact]]></category>
		<category><![CDATA[Team Member]]></category>
		<category><![CDATA[Team Members]]></category>
		<category><![CDATA[Term Impact]]></category>
		<category><![CDATA[Verbal Praise]]></category>
		<category><![CDATA[Work Environment]]></category>

		<guid isPermaLink="false">http://impactpeoplepractices.com/?p=3028</guid>
		<description><![CDATA[The role of managers and supervisors in the employee engagement process is vital. This is something we all know. Recently, a client asked me to outline some of the key conversations that need to occur between managers and supervisors and their teams. The initial list was huge but I was able to combine some ideas and eliminate others to come up with the four critical conversations I believe need to take place. Conversation One: What do you care about? Managers and supervisors must develop an understanding of what the employee really cares about in terms of their job, work environment [...]]]></description>
		<wfw:commentRss>http://impactpeoplepractices.com/conversations-to-maximize-engagement/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>How do Your Beliefs and Views Influence Your Leadership Style?</title>
		<link>http://impactpeoplepractices.com/how-do-your-beliefs-and-views-influence-your-leadership-style/</link>
		<comments>http://impactpeoplepractices.com/how-do-your-beliefs-and-views-influence-your-leadership-style/#comments</comments>
		<pubDate>Mon, 02 Jan 2012 04:20:45 +0000</pubDate>
		<dc:creator>Christine McLeod</dc:creator>
				<category><![CDATA[HR 2.0]]></category>
		<category><![CDATA[Do The Right Thing]]></category>
		<category><![CDATA[False Conclusions]]></category>
		<category><![CDATA[Internal Sources]]></category>
		<category><![CDATA[Leadership Style]]></category>
		<category><![CDATA[New Year]]></category>
		<category><![CDATA[People]]></category>
		<category><![CDATA[Personal Beliefs]]></category>
		<category><![CDATA[Relationships]]></category>
		<category><![CDATA[Sense Of The World]]></category>
		<category><![CDATA[Shape]]></category>
		<category><![CDATA[Shawn Murphy]]></category>
		<category><![CDATA[Socrates]]></category>
		<category><![CDATA[Talents]]></category>
		<category><![CDATA[Unexamined Life Is Not Worth Living]]></category>
		<category><![CDATA[Weed]]></category>

		<guid isPermaLink="false">http://impactpeoplepractices.com/?p=2999</guid>
		<description><![CDATA[How often do you examine your personal beliefs and views, and the impact they have on your leadership style? I invite you to begin 2012 by reading the following thoughtful &#8217;12 Most&#8217; blog post by Shawn Murphy and considering how these twelve sources of leadership style influence you. ~Christine 12 Most Unexamined Sources That Influence Your Leadership Posted  by Shawn Murphy on Dec 1, 2011 Leadership is intangible. You can’t physically touch it. You feel it when you experience good or bad leadership. You see actions stemming from a leader’s beliefs and activities. Your leadership is shaped by the external world. [...]]]></description>
		<wfw:commentRss>http://impactpeoplepractices.com/how-do-your-beliefs-and-views-influence-your-leadership-style/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>In the spirit of the season – Leadership lessons from Charlie Brown</title>
		<link>http://impactpeoplepractices.com/leadership-insights-via-charlie-brown/</link>
		<comments>http://impactpeoplepractices.com/leadership-insights-via-charlie-brown/#comments</comments>
		<pubDate>Fri, 23 Dec 2011 18:15:25 +0000</pubDate>
		<dc:creator>Christine McLeod</dc:creator>
				<category><![CDATA[HR 2.0]]></category>
		<category><![CDATA[12 Days Of Christmas]]></category>
		<category><![CDATA[Animated Classics]]></category>
		<category><![CDATA[Black Friday Sales]]></category>
		<category><![CDATA[Charlie Brown Christmas]]></category>
		<category><![CDATA[Christmas Dance]]></category>
		<category><![CDATA[Christmas Shopping]]></category>
		<category><![CDATA[Commercialism]]></category>
		<category><![CDATA[Dark And Stormy Night]]></category>
		<category><![CDATA[Days Of Christmas]]></category>
		<category><![CDATA[Draft 3]]></category>
		<category><![CDATA[Exultation]]></category>
		<category><![CDATA[Eyes Of A Child]]></category>
		<category><![CDATA[First Draft]]></category>
		<category><![CDATA[Frosty The Snowman]]></category>
		<category><![CDATA[Joyful Atmosphere]]></category>
		<category><![CDATA[Leadership Lessons]]></category>
		<category><![CDATA[Peanuts Gang]]></category>
		<category><![CDATA[Rudolph Reindeer]]></category>
		<category><![CDATA[Rudolph The Reindeer]]></category>
		<category><![CDATA[Susan Silver]]></category>

		<guid isPermaLink="false">http://impactpeoplepractices.com/?p=2978</guid>
		<description><![CDATA[&#160; We know about the 12 days of Christmas, but how about 12 leadership lessons from Charlie Brown&#8217;s Christmas?  I&#8217;ve been exploring the 12 Most blog and want to share with you just a taste of one that fits the season so well.  Here it is, enjoy! ~Christine &#160; 12 Most Memorable Leadership Lessons From Charlie Brown Posted by Susan Silver on Nov 18, 2011 November, to me, always seems to be the start of the holiday season. Before the turkey even hits the table consumers are already doing their Christmas shopping. Many are already thnking about the Black Friday [...]]]></description>
		<wfw:commentRss>http://impactpeoplepractices.com/leadership-insights-via-charlie-brown/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
	</channel>
</rss>

<!-- Performance optimized by W3 Total Cache. Learn more: http://www.w3-edge.com/wordpress-plugins/

Minified using disk: basic
Page Caching using disk: enhanced

Served from: impactpeoplepractices.com @ 2012-02-22 19:56:46 -->
