Each week, I collect the resources related to leadership, personal growth, and professional development I shared on social media the prior week, with the accompanying quotations.
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John Spence:
“Making Space for Joy in Leadership” (6-9-25).
“You have to know what brings you calm or connection and then protect that time. …. It’s your responsibility to show up for yourself so you can show up fully for others.”
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Megan Reitz and John Higgins:
“Make Space to Be a Wiser Leader” (6-15-25).
“‘In the children’s literature classic Winnie-the-Pooh, A.A. Milne so wonderfully summarized the problem of having no time to reflect and how it keeps us locked into a particular way of knowing: ‘Here is Edward Bear, coming downstairs now, bump, bump, bump, on the back of his head, behind Christopher Robin. It is, as far as he knows, the only way of coming downstairs, but sometimes he feels that there really is another way, if only he could stop bumping for a moment and think of it.'”
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Vanessa Burke, McKinsey, speaks with Jan-Emmanuel De Neve, co-author of Why Workplace Wellbeing Matters: The Science Behind Employee Happiness and Organizational Performance:
“Author Talks: Are your employees happy at work?” (5-29-25).
“What we’ve found is that when you break down that sense of belonging, it’s essentially people feeling like they belong and are treated as human beings in their organization; that they have friends at work; that they feel like they know what the impact of their role is within the organization; and how they impact others within the organization.”
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Seth Willis, Great Place to Work:
“Measuring the Impact of Pulse Surveys: How Top Companies Translate Feedback into Business Results” (5-30-25).
“Your people want to see that leaders are competent, communicative and honest. Summarize leadership’s key takeaways and commitments to action. Then, clearly communicate with employees the results from new initiatives and programs created because of the survey.”
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Jono Hey:
“Better leadership in 3 ‘Sketchplanations‘” (3-10-25).
“Do [employees or teams] have sufficient autonomy in their work?
Are they developing skills toward mastery in their field?
And do they have a clear purpose to work towards?”
