The Coach-Centric leader embraces it, but it’s still far from the norm. 
Is this the most valuable attribute we are not teaching our leaders?
Archive for Positive Organizational Scholarship – Page 6
Here are some very practical action steps that any leader can implement today, or, work on doing more of. Let me know your
ideas.
How Leaders can create a culture of motivating communication | Leadership Cafe.
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.
Napping Tips: 7 Expert Strategies For Maximizing Your Naptime.
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.![s_91[1]](https://theleadershipfocus.com/wp-content/uploads/2012/12/s_911.jpg)
What Inspiring Leaders Do – Jack Zenger and Joseph Folkman – Harvard Business Review.
Does your mood match that task at hand? | LinkedIn.
Here’s a recent Danial Goleman article I think you will like.
Teaching Empathy: The Ancient Way Is Now Cutting-Edge – Forbes.
Here’s a short, but excellent article with some simple steps we can use daily to model, teach and reinforce empathy, as well as links to addtional resources.
Here is a timely article from Tony Schwartz, someone I have been of fan of for many years and leader/founder of “The Energy Project.”
Read on and let me know what YOU think.
Want Productive Employees? Treat Them Like Adults – Tony Schwartz – Harvard Business Review.
Secrets Of America's Happiest Companies | Fast Company.
I’m always interested in this. What can you learn from this research that can make a difference in your workplace?
Also, if you are interested in more, here is the link to a New York Times book review of Anne Kreamer’s book, “It’s Always Personal.”
It’s easy to think of vacation and time off as the best way to increase employee well-being, but, in fact, in the long run, engagement is much more important to an employee’s well-being than the amount of time they have off of work.
The employee that is highly engaged at work, frequently enjoys a blurring of the distinction between work and play, and often finds themselves energized by things that occur at work rather than de-energized or depleted.
In addition, numerous serious research studies have shown that the more often people find themselves in the state of “flow”, (where they are so entirely consumed in what is happening in the moment that they lose all sense of time and of the other activities going on around them), the happier they are.
For Employee Wellbeing, Engagement Trumps Time Off.
Coaching Tip:
Forget about long vacations, and consider what changes you can make to move more in the direction of “I love my work” and “I get a chance to do my best work every day.”
Go for more “flow.”
Managers will tell you that employees quit because of the compensation, but the truth is it’s not really all about the money.
In a study involving 19,000 employee exit interviews reported here, compensation was actually third down the list of the top reasons people leave a job. Take a look at the top 10 reasons people leave, and think about what you could be doing to better ensure that your organization hangs on to its best and brightest talent:
Exit interviews show top 10 reasons why employees quit « Blanchard LeaderChat.