Thinking a lot about courage these days and how crucial it is, especially now. This infographic describes 6 types of courage: physical, social, moral, emotional, intellectual, and spiritual. Which of these do you consider most important (at work or beyond), and why? And which are areas of strength for you, or which would you like to further develop?

Infographic: The EmpathyWorks Project, EmpathyWorks Psychological Wellness

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Have a good (and courageous) day! Dr. Nora Gold

In his 2007 book, The Future of Management, Gary Hamel makes a crucial observation. As he argues, most management practices today focus on those human capabilities that contribute least to value creation.

To support this argument, he uses the following typology of human capabilities, with an estimated ballpark percentage of how much they add to value creation:

Obedience (0 %) – “Do as told”
Our ability to take direction and follow rules and instructions

Diligence (5 %) – “Work harder”
Our ability to work conscientiously and be held accountable

Intelligence (15 %) – “Work smarter”
Our ability to think, learn and improve the way we work

Initiative (20 %) – “Be proactive”
Our ability to take initiative and spot and seize opportunities

Creativity (25 %) – “Think different”
Our ability to use our imagination and challenge the status quo

Passion (35 %) – “Follow your heart”
Our ability to get excited and motivated to accomplish something

The bad news is that, according to Hamel, it is the first three of these that still get most attention in the large majority of management practices: obedience, diligence and intelligence.

The good news is that the other three, initiative, creativity and passion, can be managed for as well and that these human capabilities lie in all of us. We all have the ability to take initiative, use our creativity and follow our passions.

Of course, the exact percentages don’t matter and are merely used as illustration to make a point. But that point is striking and critical: that a large share of organizations today focuses on those human capabilities that mean least for value creation.

Interestingly, it is also these non-value-adding capabilities that lend themselves best for automation. Virtually everything we can do as human beings from our ability to be obedient, diligent and intelligent can be replaced by technology—robots, computers, AI, etc.

Initiative, creativity and passion, on the other hand, is what makes humans truly human. For the time being, these cannot be replaced by technology.

So, let technology focus on everything for which obedience, diligence and intelligence is needed, and let management and leadership focus on liberating and leveraging our abilities to take initiative, use our creativity and follow our passions.

How and when will your organization make this transformation?

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𝗪𝗵𝗮𝘁 𝗧𝘆𝗽𝗲 𝗼𝗳 𝗟𝗲𝗮𝗱𝗲𝗿 𝗗𝗼 𝗬𝗼𝘂 𝗪𝗮𝗻𝘁 𝘁𝗼 𝗕𝗲

A well-known fact:

“The success of organizations is deeply tied to the quality of their leaders.”

Without exceptional leadership, a company and its workforce fall short of reaching their full potential.

So, what defines exceptional leadership?

True greatness in leadership originates from a single fundamental quality:

Being a servant!

As a servant leader, your primary focus is on assisting your team before considering your own needs.

In practice, this involves providing your team with:

 A clear sense of direction.

It’s crucial for your team to understand their goals and what success looks like.

This might seem like a common aspect of leadership.

However, the servant leader goes a step further.

Once you’ve established goals for your team,

 You must support your team in achieving these goals.

You serve your staff by offering feedback and opportunities for training.

Additionally, you take the initiative to listen and address their support requirements.

By offering both overarching guidance and hands-on assistance, you’ll attain exceptional outcomes and nurture strong working relationships within your team members.

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