Voohy Leadership Insights

Voohy Leadership Insights provides summaries of management research from top business schools, focusing on enhancing leadership skills, team dynamics, and workplace effectiveness. Recurring themes include resilience, team collaboration, stress management, conflict resolution, humble leadership, gender diversity, and the impact of leader behaviors on team performance.

Leadership Resilience Team Dynamics Stress Management Conflict Resolution Humble Leadership Gender Diversity Leader Behavior

The hottest Substack posts of Voohy Leadership Insights

And their main takeaways

The Mental Characteristics of Resilient High Performers

79 implied HN points • 11 Aug 24
💼 Business Leadership Workplace Performance Development Psychology
  1. High performers tend to be positive and proactive. They actively look for challenges and always want to get better.
  2. Resilient people learn from tough experiences by reflecting on them. They see these moments as chances to grow.
  3. It's important to have a support system in place. High achievers feel they have good support from others, which helps them succeed.

The Cultural Characteristics of Fast-Paced, High-Performance Teams

2 HN points • 15 Sep 24
💼 Business Teamwork Leadership Innovation Management Performance
  1. Teams work best when all members collaborate to solve problems together. It's important for everyone to see problems as shared challenges.
  2. Recognizing and valuing each team member's contributions helps build trust and improves teamwork. This makes it easier to work through complex tasks.
  3. Diverse skills within a team can lead to great ideas, but can also cause confusion. Leaders should encourage collaboration and shared problem-solving to bridge these gaps.

Feedback Sandwiches: More Filling Than Effective?

0 implied HN points • 13 Jun 24
💼 Business Leadership Management Communication Feedback Team Dynamics
  1. Feedback sandwiches, which start and end with positive comments, may seem helpful but don't actually improve performance. They can confuse the main message of the criticism.
  2. Students might feel more complimented with feedback sandwiches, but just feeling good doesn't lead to better future performance.
  3. Instead of using a feedback sandwich, it's better to give clear and direct feedback that focuses on improvement and growth.

How 'Illegitimate tasks' add to work stress

0 implied HN points • 18 Jul 24
💼 Business Leadership Organizational Behavior Employee engagement Job Satisfaction
  1. Illegitimate tasks are extra work that employees feel is outside their regular duties. Doing these tasks can cause stress and make people feel unappreciated.
  2. Studies show that these tasks can lead to lower self-esteem and higher feelings of burnout over time. They can harm an employee's sense of professional identity.
  3. Leaders should be clear about job roles and the reasons for assigning tasks. Communicating well can help reduce the stress from these illegitimate tasks.

Star Players and Team Effectiveness

0 implied HN points • 27 Jun 24
💼 Business Management Team Dynamics Leadership Performance Collaboration
  1. Having some star players on a team is good for performance, but too many can actually hurt it. It's important to find a balance.
  2. When there are too many strong personalities, team members might compete with each other instead of working together. This can weaken collaboration.
  3. Building a successful team is about more than just individual talent. It's also about creating a supportive environment where everyone can work well together.
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How Do High-Performing Teams Manage Conflict?

0 implied HN points • 08 Sep 24
💼 Business Team Dynamics Leadership Organizational Behavior
  1. High-performing teams focus on the content of conversations instead of how it’s delivered. This helps them get to the heart of issues without getting hung up on different communication styles.
  2. Successful teams openly discuss why they assign tasks to each member. This clarity helps everyone understand their roles and ensures work is balanced and fair.
  3. These teams proactively manage conflicts by anticipating potential disagreements. They set clear expectations and encourage open communication to lower the chances of issues escalating.

The Quiet Power of Humble Leadership

0 implied HN points • 31 Aug 24
💼 Business Leadership Management Organizational Behavior Team Dynamics Work Culture
  1. Humble leaders are open about their mistakes and limitations. This honesty helps build trust with their team and encourages a culture of learning.
  2. They celebrate their team members' strengths and contributions, which boosts morale and fosters collaboration. Giving genuine praise is key to creating a positive atmosphere.
  3. Humble leaders listen to others and are willing to adapt based on feedback. This willingness to learn makes their teams more engaged and adaptable to change.

Emotional and Social Competencies for New Managers

0 implied HN points • 17 Aug 24
💼 Business Management Leadership Soft skills Employee Development Organizational Behavior
  1. New managers need to build emotional and social skills since they shift from technical tasks to managing people. It’s important to understand that their success depends on how they relate to their team.
  2. Many new managers initially feel unsure and frustrated as they learn their new roles. Over time, they realize that managing emotions and supporting their team is a key part of being effective.
  3. Organizations should help identify potential managers early and provide leadership training to all employees. Mentorship can also play a big role in helping new managers grow their skills.

High Self-Awareness is Related to Better Leadership

0 implied HN points • 01 Aug 24
💼 Business Leadership Management Emotional Intelligence Self-awareness Productivity
  1. Self-awareness helps leaders be more effective. When leaders understand their emotions and impact, they can motivate and satisfy their teams better.
  2. Practicing self-reflection is important for leaders. Regularly journaling or seeking feedback can help leaders understand their strengths and weaknesses.
  3. The research on self-awareness and leadership is growing, but more studies are needed. Investing time in developing self-awareness can benefit leaders and their teams.

The Surprising Ways Employees React to Advice

0 implied HN points • 25 Jul 24
💼 Business Management Human Resources Organizational Behavior Employee engagement Workplace culture
  1. Unsolicited advice is often seen negatively because people might think the giver is showing off. It's better to wait for someone to ask before sharing your thoughts.
  2. When people ask for advice, they view it more positively. They believe the advisor really wants to help, which makes them more likely to use the advice effectively.
  3. Creating a trusting environment where it's okay to ask for help is important. Managers should encourage open communication to ensure people feel safe seeking advice.

Join my new subscriber chat

0 implied HN points • 13 Jul 24
🕹 Technology Apps Social media Communication Online Platforms User engagement
  1. There is a new chat space for subscribers to engage and discuss topics related to leadership. This chat allows for more direct interaction and conversation among members.
  2. To participate, subscribers need to download the Substack app and enable push notifications for live updates. This way, they won't miss out on any discussions.
  3. Joining the chat is easy; after downloading the app, subscribers can find the chat and jump in to say hello and participate in the discussions.

What Can We Learn From Brazil's Infamous 7-1 World Cup Loss?

0 implied HN points • 11 Jul 24
🎾 Sports Team Dynamics Leadership Psychology Performance Crisis Management
  1. Key players missing can really affect a team's performance. When Brazil lost Neymar and Thiago Silva, it became clear that leadership was lacking on the field.
  2. Understanding everyone's roles in a team is super important. Without role clarity, the players didn't know how to support each other effectively during the game.
  3. In high-pressure situations, the mental game matters a lot. Teams need to build confidence and keep morale high, especially after setbacks, to bounce back stronger.

Ever feel like a team's mood is contagious? You're not imagining it.

0 implied HN points • 04 Jul 24
💼 Business Leadership Team Dynamics Emotional Intelligence Workplace culture Employee performance
  1. Emotions can spread in a team, just like a cold. If one person is happy or upset, it can affect how everyone else feels.
  2. Positive moods help teams work better together. When everyone is feeling good, there are fewer fights and more teamwork.
  3. Leaders should pay attention to their own emotions. How they feel can set the tone for the whole team, so being calm and positive can help everyone stay focused.

Boosting Gender Diversity: What Really Works?

0 implied HN points • 06 Jun 24
💼 Business Diversity Leadership Organizational Culture Equity
  1. Organizations really need to check if their diversity practices are effective. Just doing lots of activities isn't enough; they need to lead to real change in gender representation.
  2. Flexible work options alone don’t guarantee more women in leadership roles. It's important to tackle underlying cultural biases that can affect women's career advancement.
  3. Sometimes, the most impactful diversity practices are less visible, like using diverse interview panels. Focusing on hidden processes can make a big difference in promoting gender equality.

How Leader Humor Drives Employee Innovation

0 implied HN points • 24 Aug 24
💼 Business Leadership Innovation Employee engagement Organizational Culture
  1. Leaders who use humor can boost their team's creativity. When bosses make jokes, it helps employees feel more engaged at work.
  2. A supervisor's reputation matters a lot. If employees think their boss represents the company's values well, they are more likely to be inspired by the leader's humor.
  3. Leaders should be careful with their humor. Making fun of the company or its people can hurt morale, but finding joy in mistakes can encourage a positive atmosphere and lead to more innovation.