Each week I collect the resources related to leadership I shared on social media the prior week, with the accompanying quotations.
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Daniel Goleman:
“Connecting Emotional Intelligence and Mindfulness” (7-7-23).
“[L]eaders who deploy this kind of empathic caring drive upward the loyalty and engagement of those led. When you feel your boss has your back, you can relax more, and be more loyal in return.”
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Jim Harter, Gallup:
“Leaders: Ignore Employee Wellbeing At Your Own Risk” (7-6-23).
“Why would anyone put in extra effort if they feel like you don’t care about them?
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Gallup has also found that teams most likely to feel like their organization cares about their wellbeing have higher customer engagement, profitability and productivity; lower turnover; and fewer safety incidents.”
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Ken Blanchard:
“How to Recharge Through Rest and Reflection” (7-26-23).
“No matter where you live or what resources you have, it’s important to find a place where you can recharge and reflect. …. Once you find that special place, prioritize spending time there. Not just because it will make you more productive, but also because you deserve the quiet joy of being in nature and spending time with the people you love.”
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Steve Taylor:
“How classic psychology warped our view of human nature as cruel and selfish – but new research is more hopeful” (7-19-23).
“Now, research from a variety of areas points to a more positive view of humanity. Along with the study of heroism, the field of positive psychology … studies human wellbeing and researches traits such as wisdom, courage, gratitude and resilience.”
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Bill Schaninger, Bryan Hancock, and Emily Field, coauthors of Power to the Middle: Why Managers Hold the Keys to the Future of Work:
“The Success Of Middle Managers Starts With Senior Leaders” (7-25-23).
“It’s time that more senior leaders recognize that people are an organization’s most important asset. And therefore the employees who recruit, hire, train, develop, and retain people—the middle managers—are the most important asset of all.”
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Nestor:
“Non-linear Career Paths: The Future of Work” (7-24-23).
“Whether we’re talking about linear or non-linear progression, there’s no such thing as a one-size-fits-all. And this is why managers and HR professionals should have regular 1:1 career conversations aimed at helping people design career paths and development plans that meet their aspirations and align with business priorities.”
