One of the nice surprises that I experienced during the interviews I conducted for my book came when the leaders I was talking with used the term ‘honor’ as a way of describing how it felt to be a leader. What was surprising was the way they were using that term – not to describe an external experience of honor, or an award, they had received because of the position they held, but to describe how they felt personally, internally, about their work. It is a profound distinction in orientation that I believe is at the heart of what makes a trustworthy leader so effective in his/her role.
A recent survey by the College for America, “The 2014 Workplace Strategies Survey,” conducted by Greenberg Quinlan Rosner Research, reveals that employers prefer developing employees to hiring new ones by a 2:1 margin. A smart and cost-effective talent management strategy to be sure.