While we at Leaders for Good focus on the “how” of leading with experiential workshops, our work is based on empirical evidence, neuroscience and social sciences research conducted by university professors and other researchers. We’re building out this Resource Page to provide you with game-changing viewpoints that highlight the emerging future and the emerging leadership paradigm, human-centric leading (HCL). If you find good resources that we haven’t yet listed, please let us know!
Disrupt Your Leading (2016)
Leading with Emotion: The Conditions for Disruptive Innovation (2014)
Interview with Oliva Parr-Rud (2014)
Interview with Ani Davidson (2013)
HCL course introduction:
We’re in the early stages of gathering HCL case studies outside of our clients and Ambassadors. However, below are some groups of people who are succeeding with either new organizational structures or moves toward HCL within the existing LIM model. They may not use the term, human-centric leading, yet ascribe to bits and pieces of the emerging leadership model:
In the HCL model:
Moving toward HCL within the LIM model:
- Dignity Health – a California not-for-profit benefit corporation providing healthcare to all
- Zappos – a digital shoe sales platform whose leadership now teaches others how to create happiness cultures
- Google and Facebook HR teams provide coaching and educational resources to their staff, including unconscious bias training here and here
- Dell, which de-listed itself to be free from quarterly profit-centric pressure
- A growing list of companies that are benefit corporations – examples include Kiva, Patagonia, Nativa Lab, Green Mountain Power; read more about b corps here
- Bill & Melinda Gates Foundation introducing a more family-nurturing parental leave policy
Leadership and Self-Deception by the Arbinger Group – an excellent peek into how self-betrayal that triggers unhelpful behavior
Leading from the Emerging Future by Otto Scharmer and Katrin Kaufer – an insightful book that integrates thinking and sensing to solve problems and get to creative outcomes
Theory U by Otto Scharmer – an economist’s conclusion that comes close to HCL
Humans are Underrated by Geoff Colvin – a case for humans when compared to technology!
Cultural Creatives by Paul Ray and Sherry Ruth Anderson – research showing a new group of people interested in the greater good
Throwing Rocks at the Google Bus by Douglas Rushkoff – dissecting today’s digital technology economy as an extractive business model that creates unexpected downsides
Emotional Intelligence by Daniel Goleman – explaining emotional intelligence and how it’s more important than IQ to success
The Gift of Fear by Gavin de Becker – a security guard for celebrities and US presidents reminds us of the importance of intuition
The Gifts of Imperfection by Brené Brown – inviting us to move away from self-deprecation
Man, Interrupted by Phil Zimbardo – discusses troubling research findings on boys and men and what to do about it
Self-Aware Universe by Amit Goswami – explores how the Universe is as conscious as humans
The Biology of Belief by Bruce Lipton – provides research that shows that cells change their behavior according to context
The Shareholder Value Myth: How Putting Shareholders First Harms Investors, Corporations, the Public by Lynn Stout – highlighting that shareholder primacy is assumed rather than written in law
Crucial Accountability by Kerry Patterson, et al – a rare inquiry into the issues of accountability
Peak by Chip Conley – how he used the basic human needs in his company
Four Agreements by Miguel Ruiz – good rules to help stay out of self-deprecation or relationship trouble
Loving What Is by Byron Katie – a set of simple questions that help you question your thoughts
Getting to Yes by William Ury – an oldie and goodie for negotiations
Failure to Communicate by Holly Weeks – provides good insight into communicating and negotiating more effectively
I post most of my articles under my blog, yet below you’ll find interesting insight from varying perspectives regarding the need for a business/societal paradigm shift:
Fortune Magazine article by Jeffrey Pfeffer on Is your workplace killing you? Pfeffer collates compelling evidence that the LIM model in place creates results nobody wants on a health level.
Guardian article by Susie Steiner on “Top 5 Regrets of the Dying” – if work doesn’t make us happy (where most time/energy is spent), then how can we balance our lives to enjoy each day?
HBR article by John Gabarro and John Kotter on “Managing your Boss” – leadership is like a holograph that’s all around you, so it’s only natural that you’d want to/need to lead your boss.
Here are some examples of people who question the status quo and doing something new for the greater good. If you find others, feel free to share them with us!
While most people use the bad apple theory without even knowing it, search has proven that it’s the context, not the people. So, if this is true that context affects behavior — let’s wonder — would people cheat if they were socially respected as individuals with inherent value and unlimited potential? Does cheating behavior, as an example, surface because society asks people to prove their value with visible achievements? Could leaders in organizations and society eliminate the “need” to lie by accepting people in their totality and creating open and safe team environments in which people thrive? Is this possible?
The science behind collective lying: How and why employees cheat by Roxanne Bauer
Standford’s Phil Zimbardo’s TED talk on context in a violent environment — question for you — do you think that such behavior would exist if people saw people as humans with inherent value and unlimited potential or do they HAVE to see people within a hierarchy and judgement of good/bad to treat others with such inhumanity? Which basic human needs do you think the abusers are trying to fill with such behavior?
Dishonesty as a slippery slope by Dan Ariely — question for you — if people were treated with respect and dignity at work, would they cheat and wait until 9:01pm to order food and leave the office or is that behavior a reaction to the way they’re treated; so, they rationalize taking things from the company while still staying within the “rules.” On another point in the video with the woman with cancer, what is she assuming (about herself, her children, honesty, their emotions, her emotions, etc) when she wonders if she should tell her children at once or slowly? If she assumed that honesty was more important and that, as a family, they could handle the news, what might she conclude?
An article named, “A Little Guide on Emotions”
UC Berkeley’s Dacher Keltner’s research highlights an HCL form of power – earning it from others who willingly give it to you; becoming a leader people want to follow. It also invites a new definition of success that creates more upside than downside. Contrast this to the second perspective below by Stanford’s Jeffrey Pfeffer:
Stanford’s Jeffrey Pfeffer reminds us how to succeed in today’s outgoing LIM model. While his advice comes from a caring heart and advice that’s useful useful in today’s organizational world, it reinforces the existing system that brings more downside than upside:
Burnout is a new topic that’s surfaced within today’s organizational context and the goal of “having it all.” Researchers have started to study it as a serious health issue and have come up with some interesting delineations. Here are a couple of videos that can help you learn about burnout and how to come back to balance from it: