… the best leaders and the best organizations have strong opinions that are weakly held. Strong opinions reflect and instill confidence, and also provide clear guidance about the direction that people should try to go right now. But, since those opinions are weakly held, they don’t stand as barriers to change when better information comes along.
We lose respect for a leader when he or she fails to acknowledge a mistake. What we want to see in our leaders is a sense of self-awareness and honesty.
Daniel Pink on the surprising science of motivation (via @dalesimpson)
I really identified with this article. Currently I find myself working on the ‘manager’s schedule’ during the week, and the ‘maker’s schedule’ on weekends (the only time when I can work uninterupted for blocks of time). I seem unable to integrate my ‘making’ into my standard working hours as they are currently scheduled. Will need to think about what changes I can make to devote specific blocks of time to each ‘schedule’ and reduce the conflict between the two.
The most valuable gift you can give your employees is permission to fail.
Suggestion box not working? A novel way of getting employees involved in generating new product ideas…