Deepstash brings you key ideas from the most inspiring articles like this one:
Read more efficiently
Save what inspires you
Save all ideas
In today's social economy, servant leaders will cast a company vision and enroll their followers to express their voice as co-creators and co-contributors to the vision.
And their first priority is creating psychological safety among their tribes: They pump the fear out of the room and liberate their people to freely collaborate, innovate, and engage.
Good leaders practice positive thinking, even when things go bad.
They view stressful situations from a more positive perspective, which takes emotional intelligence. Rather than getting stressed out about a work situation or a recent failure, they look at it as an opportunity to pause, regroup, learn, grow, and bounce back with renewed energy and focus.
Good leaders put strict boundaries on themselves.
They say no to opportunities and things that don't excite them, speak to their values or further their mission in life. They say no to spending time with uninspiring, negative people who drag them down. They say no to overworking and neglecting self-care and family.
Love in the leadership-at-work sense is not a feeling; it's expressed as an "action verb."
It's love that shows up in meeting the needs of others to get results, clearing obstacles from people's paths, and empowering others to succeed and grow as workers and human beings. It has intrinsic value for both leader and employee.
SIMILAR ARTICLES & IDEAS:
“Good business leaders create a vision, articulate the vision, passionately own the vision, and relentlessly drive..."
Great leaders have a clear, exciting idea of where they are going. They are excellent at strategic planning.
While a manager gets the job done, great leaders tap into the emotions of their employees.
“Courage is rightly considered the foremost of the virtues, for upon it, all others depend.”
“The biggest risk is not taking any risk. In a world that is changing really quickly, the only strategy that is gu..."
Millennials expect to be developed via opportunities, mentoring, and stretch assignments. However that is hard to come by in top-heavy companies.
Most millennials think their roles provide little development while most companies report they have excellent or adequate programs for Millennials.