If you want to grow personally, if you want your company to grow, you must let go of the old to make way for the new. This is hard when it means confronting our egos and our strongly held beliefs.
All companies should aspire to be trusted. All people should aspire to be trusted, because great teams are built on trust. But, in order to be trusted, you must be trustworthy.
Beware of pointing out other’s wrong behavior as a justification for your own. You’re pointing to the splinter in the other person’s eye when you’ve got a wooden beam in your own.
Companies that fail because their leaders fail make the headlines. Ethical leaders who run profitable companies are not newsworthy, but they exist.
Is your future a function of what you do now, or is what you do now a function of how you view your future? It is a little of both, so how do we enter this “chicken and egg” causality dilemma to affect change if we are dissatisfied?
Great leaders know that no one has all the information, can see a situation from all perspectives, nor has all the answers. Acknowledging this is not a sign of weakness. It is a sign of strength.
In our capitalistic society, it is great to witness companies that have found the way to true and lasting success by benefiting their people and the greater good of society.
A manager has the authority to direct the work of those who directly report to him or her. A leader, on the other hand, is one who influences others to achieve great things, regardless of title.
Feedback is as much of a gift when it is given as when it is received. Yet many organizations suffer from a lack of accountability because people aren’t comfortable giving and receiving feedback. Effective feedback is truth wrapped in mercy.
A great brand image communicates what it promises. A great company culture delivers on the promise the brand communicates. When this happens, both employees and customers engage with the brand.