Future Ready Leadership With Jacob Morgan

What’s the ROI of vulnerability at work? It’s big—personally and professionally. In today’s Leadership Spark, I explore why being a vulnerable leader pays off. We’ll break down the concept of Mismatch Theory—why the “tough boss” style of the past doesn’t cut it today and why leaders who don’t evolve may get left behind. Vulnerability—when done right—not only boosts your team’s trust and engagement but also directly contributes to business success. Yet, less than 11% of employees view vulnerability as a strength in their leaders, which leaves a lot of untapped potential.

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True leadership is not about showing strength, but embracing vulnerability.

George Oliver, Chairman and CEO of Johnson Controls, believes that being a good leader is all about being genuine and open.

It's important to treat everyone fairly and share personal stories to connect with the team.

George recalls about the times he felt unsure, especially during COVID. But he feels that being honest and admitting when you don't know something is a strength, not a weakness.

Real leadership is about being responsible, truthful, and understanding towards others.

For George, a great leader is one who listens, is honest about their feelings, and always tries to do right by their team.

George Oliver leads a company with over 100,000 employees.

He's one of the 100+ CEOs I interviewed for my new book, Leading With Vulnerability: https://www.amazon.com/Leading-Vulnerability-Superpower-Transform-Organization/dp/1119895243/

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Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email:⁠ ⁠⁠https://greatleadership.substack.com/

In today’s leadership spark, Professor Sydney Finkelstein of Tuck School at Dartmouth, delves deep into the intricacies of modern leadership. Sydney highlights the need for innovation in talent management, pointing out HR's slower evolution compared to other business functions. He describes 'Super Bosses' as leaders who actively engage with their teams, foster both collaboration and competition, and recognize the value of employee growth beyond just retention.

The conversation pivots to actionable advice, suggesting questions potential hires might ask to identify super bosses, such as inquiring about their vision, delegation habits, and relationships with former employees. Finkelstein also discusses millennials' unique workplace needs, suggesting that the super boss approach can enhance engagement by making work more meaningful for all. The goal is a workplace where employees are more fulfilled and leaders inspire greater achievements.

Sydney Finkelstein is one of the 100+ CEOs I interviewed for my new book, Leading With Vulnerability, which is coming out in October. ⁠Check it out here and pre-order your copy now⁠.

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Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email ⁠⁠https://greatleadership.substack.com/

Have you ever wondered why good employees leave, even when they’re well-paid? It’s a puzzle many leaders face. In today’s leadership spark, we’ll dive into the three key factors that drive employees away, beyond salary: lack of growth opportunities, poor relationships with their leaders, and inadequate work-life integration. It’s important to address these issues within our organizations, and leaders should provide clear paths for growth, foster positive relationships with their teams, and establish guidelines for work-life balance. At the same time, it’s also the employees’ responsibility to seek growth opportunities and set boundaries for work-life integration.

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Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

Today’s guest is Tom Peters, author of many best-selling books including In Search of Excellence, Extreme Humanism, and his newest book, Tom Peters’ Compact Guide to Excellence. Tom was also on the first list of “100 most powerful people in Silicon Valley” from 1965 to 2000 and in 2017, he received the Thinkers50 Lifetime Achievement Award. He also served in the Navy, worked at The White House, and has a Ph.D. from the Stanford School of Business. But most importantly, Tom Peters has a Ph.D in “putting people first.”

In today’s episode Tom talks about the two people who most influenced who he is and why, his thoughts on Jack Welch and Elon Musk in terms of leadership, why shareholder value is the wrong way of thinking about business, and if leaders today are giving more of themselves to their people than they did years ago.

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To help you define and build your company’s culture, I put together a totally free eight-part video training series. Sign up at helpmyculture.com to get access today.

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