Being a humble leader pays off in the performance category, but what’s most remarkable is the vast majority of humble leaders have every reason, because of their accomplishments to reject humility, but instead they embrace it.

Now before you act as you have never micromanaged, stop right there. You have been guilty of it, and I have as well. To closely observe, control, or remind others what they should be doing or how they should be doing is an easy thing to do when you are ultimately responsible for their choices. But just because it’s easy doesn’t mean it correct.

Managers meet their team’s basic needs, leaders meet their team’s advanced needs.

Great leaders don’t lose sight of the power of their words, even long after they have said them. This is why they use simple and positive phrases to communicate to their team.

A courageous leader is precisely the kind of leader required in today’s hyper-changing marketplace.

When you look at employee engagement through the lens of an opportunity instead of a problem, clarity emerges.

Most leaders think of motivation as something people should have all the time. In reality, motivation is someone’s willingness to do something that fluctuates over time.

The culture of accepting excuses as reality is here. In previous generations, people were held accountable for making excuses for their behavior or decisions. Today’s workplace is different. Not only are we ok with rationalization, we almost encourage it.

If someone tells you they were born a leader, don’t believe them. No one is born a leader, but people do develop into one.

Research for the SkillsLoft assessment has shown accountability is one of the top 4 weakest leadership competencies in managers, only behind listening, empathy and communication.