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Tools and resources to improve the quality of our leadership
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The Law of Trust

The Law of Trust | #BetterLeadership | Scoop.it
    No matter the resume of a leader, we humans take turns leading and following – it’s built into the fabric of our ultrasocial human brains. Think of the hotshot vice presid...
AlGonzalezinfo's insight:

1. Is she a good person? This one’s a little vague, so I added the next one for clarity:

 

2. Will she be loyal to me, her follower? I’m talking mama bear loyalty, Liam Neeson in “Taken” loyalty; “Psycho Dad” loyalty. Will she put it all on the line if I need her to and if I’ve earned it?

 

3. Does she know what she’s doing? There are a lot of good and loyal people out there who just don’t have the know-how to get where they’d like to go. I won’t follow them until they’ve gained those skills.

 

4. Does she have the sense to adapt as needed? Leadership is all about changing course midstream, adjusting to a changing situation and finding – or making – a new way forward. Smart isn’t enough. Wise is also required to succeed as a leader. Of the two, I’ll take wisdom every time.

 

5. Is this worthy of my time and energy? Maybe you’re thinking I should have put this one first, but here’s why I didn’t: we humans are supremely apt at talking ourselves into some bad decisions if we want something badly enough. By looking at the worthiness of an endeavor only after checking the first four rules off, you’ll be more certain to give those first four rules all the weight they deserve.


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Leadership with intent | The Select Group

Leadership with intent http://t.co/WxckVMlo...
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New Research: How Employee Engagement Hits the Bottom Line

New Research: How Employee Engagement Hits the Bottom Line | #BetterLeadership | Scoop.it

A new study shows a direct connection between how we feel at work and how we perform.

 

What would contribute most to your being both happier and more productive at work? How about feeling truly taken care of, appreciated, and trusted by your employer?

 

More than 100 studies have affirmed the connection between employee engagement and performance, but the Towers Watson 2012 Global Workforce Study — 32,000 employees across 30 countries — makes the most powerful, bottom line case yet for the connection between how we feel at work and how we perform.

 

This new study concludes that the traditional definition of engagement — the willingness to invest discretionary effort on the job — is no longer sufficient to fuel top performance in a world of relentlessly increasing demand. The problem is that "willing" doesn't guarantee "able."


Via The Learning Factor, Jean-Philippe D'HALLUIN
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Maintaining Harmony by Controlling Conflict

Maintaining Harmony by Controlling Conflict | #BetterLeadership | Scoop.it
GIVE Leadership Institute - Sharing ideas on Establishing Trust, Identifying Strengths, and Leadership Development...
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