#HR #RRHH Making love and making personal #branding #leadership

Discovering your company's "purpose" is tough. Sustaining it can be even tougher. Even if you've zeroed in on a mission that your executives love, it won't do your company much good if the rest of your team doesn't share the same sentiment.

The challenge is to make sure your entire organization is willing to buy into its stated purpose. The consulting firm Radley Yeldar, which ranks brands according to "social purpose," gives the top spot to Unilever for its sustainability efforts, among other causes beyond the company's bottom line to which it has shown commitment.

First the bad news: 85 percent of companies report an urgent need to develop their leadership pipeline. But only 40 percent believe their current pool of high-potentials can meet their future business needs.

Now the good news: With Millennials taking over as the largest working generation, it would behoove current leaders to identify who amongst them have the key leadership traits that lead to success.

The brutal truth of what to look for in your high potential leaders. This will make or break your organization.

Research shows that in leaderless groups, leaders emerge by quickly synchronizing their brain waves with followers through high quality conversations. Simply put, synchrony is a neural process where the frequency and scale of brain waves of people become in sync. Verbal communication plays a large role in synchronization, especially between leaders and followers. Synchrony between leaders and followers leads to mutual understanding, cooperation, coordinated execution of tasks, and collective creativity.

On the surface, brain synchrony seems easy to understand. It simply implies that people are literally on the same wavelength. Yet, at a deeper level, interpersonal synchrony involves much more. Dr. Daniel Siegel explains that “presence”, “wholeness”, and “resonance” are at the core of the ability to develop synchrony. Recent advances in brain science can help leaders learn to synchronize with followers on these deeper levels:

Many workplaces today are in the unprecedented position of having five generations working together, side-by-side. While the exact definition of each generation may vary slightly, any office or workplace today could include members from the traditionalists (born 1927-1945), baby boomers (1946-1964), Generation X (1965-1980), millennials/Generation Y (1981-1996) and Generation Z (those born in 1997 or later).

While most would agree that generalizations like generational buckets are helpful only to a point, multigenerational workforces challenge employers to meet a broad range of needs and expectations. Making the matter more complicated: Typical full-time and part-time positions are now being augmented with gig economy roles such as freelance, contract and temporary employment options.

So much of your job isn’t about hitting goals, but rather about being rooted in reality, constantly striving to bring perspective and empathy to whatever situations you encounter. Sometimes, finding the right words can be the biggest challenge of your day. But other times, you’re overthinking it, and it’s as simple as saying these six tiny sentences.

Make a list of the 5 leaders you most admire. They can be from business, social media, politics, technology, the sciences, any field. Now ask yourself why you admire them. The chances are high that your admiration is based on more than their accomplishments, impressive as those may be. I’ll bet that everyone on your list reaches you on an emotional level.

This ability to reach people in a way that transcends the intellectual and rational is the mark of a great leader. They all have it. They inspire us. It’s a simple as that. And when we’re inspired we tap into our best selves and deliver amazing work.

So, can this ability to touch and inspire people be learned? No and yes. The truth is that not everyone can lead, and there is no substitute for natural talent. Honestly, I’m more convinced of this now – I’m in reality about the world of work and employee engagement. But for those who fall somewhat short of being a natural born star (which is pretty much MANY of us), leadership skills can be acquired, honed and perfected. And when this happens your chances of engaging your talent increases from the time they walk into your culture.

The truth is that life can be tough, business can be hard-hitting and success comes with challenges. What separates those who can hold their own and keep going in times of adversity is a cluster of habits that center on resilience.

Resilience means developing a strong solid level of mental toughness. We aren't born with it--it's a habit you develop, a skill you learn. And it's absolutely essential.

Here are four core habits of the most resilient people:

1. They're connected to their emotions.
Resilient people understand their emotions and how to manage them. Some people say that suppressing what you feel is the best approach when you're going through tough times, but it's just the opposite--suppressing your emotions can backfire. People who are highly anxious or have a lot on their minds tend to struggle with unwanted thoughts. Resilient people are connected to their emotions and self-aware, which gives them more control.

2. They don't listen to negative voices in their heads.
Resilient people are able to get past the negativity and dig deeper to discover what's triggering it. Then instead of taking it to heart, they're able to turn it  into positive intentions. Resilient people are optimistic and believe in their own strength and ability to overcome any problems. In a crisis, a resilient person will be positive, open and willing to find the solution. They will not be dwelling on the problem but looking forward to the future solutions that should be considered.