How would you answer this question, and why?
Only 20% of senior leaders let those who work for them know about their efforts to manage stress. Why don’t more leaders share their stress management strategies?
Read on and let me know what you think.
Here’s a great article from Travis Bradberry, co-author of Emotional Intelligence 2.0 and president at TalentSmart:
I would encourage saving it to refer to when needed, (and we all will need it sometime!)
Here’s a very interesting article from Andy Molinsky at HBR about adapting to a new organizational culture. It relates well to both the bigger cultural issues, like differences in global, ethnic and generational cultures, and also, to those more subtle and often unspoken facets of “who we are” and “how we do things” at any given workplace.
This is very applicable to anyone who is new to an organization, or, a location.
Most importantly, I recommend to anyone new to a culture that they become a careful and astute observer, and to use what you learn thoughtfully and with integrity.
The numbers are rolling in, and it’s more an more clear that the positive effects of employee engagement are enormous, yet only 25% of CEOs report having an employee engagement plan in place.
Here’s a very />interesting article from from Harvard Business Review on the effect of love in corporate culture. I’ve certainly experienced this, and hope you have too.
Here’s a really nice synopsis by Daniel Goleman (the best known expert on emotional intelligence.) Take the quiz and figure out where you could put a little attention to ramp up your “EQ.”
Here’s the best guide I’ve ever seen about getting the best out of napping. It incorporates all the knowledge the sleep scientists have recently learned about how our brains work during sleep and how and when sleep is most restorative.
I always say, “Naps are wasted on the young.” Go ahead, indulge. Science says it’s good for your health and your productivity.
What do top executives want from their leaders? IBM recently asked this question of 1,700 CEOs in 64 countries. The three leadership traits that most mattered were the ability to focus intensely on customer needs, the ability to collaborate with colleagues — and the ability to inspire.