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Back to Human: How Great Leaders Create Connection in the Age of Isolation
WASHINGTON POST BESTSELLER
A Financial Times Book of the Month
Back to Human explains how a more socially connected workforce creates greater fulfillment, productivity, and engagement while preventing burnout and turnover.
The next generation of leaders must create a workplace where teammates feel genuinely connected, engaged, and empowered -- without relying on technology. Based on Dan Schawbel's exclusive research studies -- featuring the perspectives of over 2,000 managers and employees across different age groups -- Back to Human reveals why virtual communication, though vital and useful, actually contributes to a stronger sense of isolation at work than ever before. How can we change this culture?
Schawbel offers a self-assessment called the "Work Connectivity Index" that measures the strength of team relationships. He also shares exercises, examples, and activities that readers can work on individually or as a team, which will help them increase personal productivity, be more collaborative, and become more fulfilled at work.
Back to Human ultimately helps you decide when and how to use technology to build better connections in your work life. It is a call to action to leaders across the world to make the workplace a better experience for all of us.
A Financial Times Book of the Month
Back to Human explains how a more socially connected workforce creates greater fulfillment, productivity, and engagement while preventing burnout and turnover.
The next generation of leaders must create a workplace where teammates feel genuinely connected, engaged, and empowered -- without relying on technology. Based on Dan Schawbel's exclusive research studies -- featuring the perspectives of over 2,000 managers and employees across different age groups -- Back to Human reveals why virtual communication, though vital and useful, actually contributes to a stronger sense of isolation at work than ever before. How can we change this culture?
Schawbel offers a self-assessment called the "Work Connectivity Index" that measures the strength of team relationships. He also shares exercises, examples, and activities that readers can work on individually or as a team, which will help them increase personal productivity, be more collaborative, and become more fulfilled at work.
Back to Human ultimately helps you decide when and how to use technology to build better connections in your work life. It is a call to action to leaders across the world to make the workplace a better experience for all of us.
288 pages, Hardcover
First published January 1, 2020
71 people are currently reading
869 people want to read
About the author
Dan Schawbel
14 books363 followersDan Schawbel is a New York Times bestselling author and the Founder of Millennial Branding. He is the bestselling author of three career books: Back to Human, Promote Yourself and Me 2.0. His new book, Back to Human: How Great Leaders Create Connection in the Age of Isolation, is a Washington Post bestseller and was selected by The Financial Times as the book of the month. Through his companies, he’s conducted dozens of research studies and worked with major brands including American Express, GE, Microsoft, Virgin, IBM, Coca Cola and Oracle. Dan has interviewed over 2,000 of the world’s most successful people, including Warren Buffett, Anthony Bourdain, Jessica Alba, will.i.am, Michael Bloomberg, Chelsea Handler, Colin Powell, Sheryl Sandberg, and Arnold Schwarzenegger. He is the host of “5 Questions with Dan Schawbel”, a podcast where he interviews a variety of world-class humans by asking them 5 questions in less than 15 minutes. In addition, he has written countless articles for Forbes, Fortune, TIME, The Economist, Quartz, The World Economic Forum, The Harvard Business Review, The Guardian, and others that have combined generated over 15 million views. Considered “one of today’s more dynamic young entrepreneurs” by Inc. Magazine, Schawbel has been profiled or quoted in over 2,000 media outlets, such as NBC’s “The Today Show” and “Nightly News”, Fox News’s “Fox & Friends”, MSNBC’s “Your Business,” The Steve Harvey Show, The Wall Street Journal, People Magazine, Wired Magazine, GQ, The Economist, and NPR. He has been recognized on several lists including Inc. Magazine’s “30 Under 30”, Forbes Magazine’s “30 Under 30”, Business Insider’s “40 Under 40”, BusinessWeek’s “20 Entrepreneurs You Should Follow,” and as one of Workforce Magazine’s “Game Changers”. Schawbel is a featured expert in the upcoming documentary “The Revolution Generation”, which is directed by Josh Tickell and narrated by actress Michelle Rodriguez.
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Displaying 1 - 27 of 27 reviews
May 8, 2019
This is not usually the type of book I would select for myself for personal reading. I selected it for study as part of a required learning program at my workplace designed to improve the skills of senior management. Three stars for an easy read, but no more than that.
The premise of this book, stated very clearly in the Introduction, is that the next generation of leaders will need to create a workplace where individuals feel valued and engaged, and will need to do with without the use of technology. Really???
While perhaps well-meaning, I am sure that the author knows that communication technologies are here to stay. Furthermore, I'm sure that Mr. Schawbel knows that communication technologies need to be understood to be utilized effectively. Undoubtedly, this jazzy title will sell books to older people who are feeling marginalized and likewise to young people who are feeling criticized by older people. Mr. Schawbel does sell a lot of books (more power to him) and indeed, uses the power of the Internet to promote his brand.
That said, I have been in a management position at a large government agency for nearly 30 years. As far as management skills, there is nothing new at all in this book. To my mind, Mr. Schawbel's contentions are standard issue and should be second nature to anyone in a management position. Among his messages: Engage to Retain (sure); Reward Through Recognition (of course); Practice Shared Learning (always). Isn't this totally obvious? And, more important, how does one's use of e-mail, Skype, Go-To-Meeting or any other communication technology preclude an understanding of these critical principles?
As a senior manager, I embrace communication technologies as they permit me to work efficiently and effectively, and they permit me to be "there" and in the moment when I otherwise physically cannot. Communication technologies do not stand in the way of my human qualities. While certain individuals do need to turn off their mobile phones and take out those blasted earbuds (enough said!!!), this is not an either-or-proposition. I would hate for anyone to think that this was the case.
The premise of this book, stated very clearly in the Introduction, is that the next generation of leaders will need to create a workplace where individuals feel valued and engaged, and will need to do with without the use of technology. Really???
While perhaps well-meaning, I am sure that the author knows that communication technologies are here to stay. Furthermore, I'm sure that Mr. Schawbel knows that communication technologies need to be understood to be utilized effectively. Undoubtedly, this jazzy title will sell books to older people who are feeling marginalized and likewise to young people who are feeling criticized by older people. Mr. Schawbel does sell a lot of books (more power to him) and indeed, uses the power of the Internet to promote his brand.
That said, I have been in a management position at a large government agency for nearly 30 years. As far as management skills, there is nothing new at all in this book. To my mind, Mr. Schawbel's contentions are standard issue and should be second nature to anyone in a management position. Among his messages: Engage to Retain (sure); Reward Through Recognition (of course); Practice Shared Learning (always). Isn't this totally obvious? And, more important, how does one's use of e-mail, Skype, Go-To-Meeting or any other communication technology preclude an understanding of these critical principles?
As a senior manager, I embrace communication technologies as they permit me to work efficiently and effectively, and they permit me to be "there" and in the moment when I otherwise physically cannot. Communication technologies do not stand in the way of my human qualities. While certain individuals do need to turn off their mobile phones and take out those blasted earbuds (enough said!!!), this is not an either-or-proposition. I would hate for anyone to think that this was the case.
January 20, 2019
Back to human is about running out of the technology to the reality of the life in the work places. I appreciate this and use some of this book ‘s advices like connecting face to face with colleagues or left the phone out of meeting room.
اين كتاب درباره بازگشت از دنياي تكنولوژي زده به دنياي واقعي است ،بازگشت به انسانيت،نكات مفيدي دارد كه برخي را در محيط كار حتما استفاده خواهم كرد ، مثل برخورد رو در رو به جاي پيام هاي ايميلي و يا نياوردن موبايل به اتاق جلسات، و البته نكته جالب اينكه هر جا سخن از انسانيت است نام هرم مازلو مي درخشد😊😊
اين كتاب درباره بازگشت از دنياي تكنولوژي زده به دنياي واقعي است ،بازگشت به انسانيت،نكات مفيدي دارد كه برخي را در محيط كار حتما استفاده خواهم كرد ، مثل برخورد رو در رو به جاي پيام هاي ايميلي و يا نياوردن موبايل به اتاق جلسات، و البته نكته جالب اينكه هر جا سخن از انسانيت است نام هرم مازلو مي درخشد😊😊
May 13, 2020
It is a good basic read about leadership and how to build, keep and grow an effective relationship with you employees. All the necessary information is well explained and filled with real life examples. For me, it doesn't matter if you are new in the leadership role or a professional as the book covers all the essentials with a focus of the fast-pacing world we are in.
September 23, 2019
This book is designed to give practical tips to leaders on how to connect to employees, and it's clear Dan Schwabel comes from a place of earnest and honest intent. As best, the book is full of good advice and well-intentioned platitudes about creating psychologically safe teams, practicing shared learning, treating others well. It's all good stuff and the author nudges gently toward recent articles and research that flesh out why these recommendations make his cut.
In places, especially Part 3 "Build organizational connection," the advice is so general as to be misleading, so leaders should really take caution. This is painfully evident in the chapter "Hire for personality" where he neither defines what he means by personality, nor gives any time or consideration to the fact that different roles within an organization will require different personality traits for success. It is really important to have "confident" employees in all roles? No evidence points to this as a universal recommendation. What came strongly across is that he hopes leaders will be able to build teams and hire employees who have high energy and a positive attitude, in short "good" people. This is far to broad a recommendation to take in any kind of seriousness.
Again, it's a fun, easy read, and hard to disagree too strongly with any points the author made. He's done a fair job collecting up the type of modern workplace wisdom served up in a variety of forums. I would certainly not base organizational decisions, such as employee selection, on the content, and
In places, especially Part 3 "Build organizational connection," the advice is so general as to be misleading, so leaders should really take caution. This is painfully evident in the chapter "Hire for personality" where he neither defines what he means by personality, nor gives any time or consideration to the fact that different roles within an organization will require different personality traits for success. It is really important to have "confident" employees in all roles? No evidence points to this as a universal recommendation. What came strongly across is that he hopes leaders will be able to build teams and hire employees who have high energy and a positive attitude, in short "good" people. This is far to broad a recommendation to take in any kind of seriousness.
Again, it's a fun, easy read, and hard to disagree too strongly with any points the author made. He's done a fair job collecting up the type of modern workplace wisdom served up in a variety of forums. I would certainly not base organizational decisions, such as employee selection, on the content, and
January 20, 2019
Hopelessly out of date and out of touch. "If there's a client crisis, someone will call you..." Really. And I thought we should disconnect from technology - surely, that means giving up phones too, and awaiting that postal pigeon with the hand-written message from afar... Seriously. To boot, the research cited and most of the advice given is US-centric, pseudo-scientific and generic. Read this at your peril and only to understand that you have to seek alternative solutions to being a great modern leader than the ones suggested.
Read
September 9, 2022To be human is to be social, to crave real and meaningful connection. And that goes for the workplace, as much as for the personal sphere. Exploring how technology is changing the world of work (not always for the better), Back to Human by Dan Schawbel, an expert in all things related to the future of the workplace, offers a blueprint for business leaders – and all of us – to create a truly fulfilling work environment.So if you’d like to understand how to lead with a human touch in an age of technology, we highly recommend checking out Back to Human, by Dan Schawbel.
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It is possible to build free societies that are also rooted in connection, if we focus on the right values.
Hutterites are members of a Christian sect, with around 500 colonies scattered across Montana, Western Canada, and the Dakotas. A Hutterite colony is intensely communal. Private property or income is forbidden and every member is looked after. When a woman becomes a mother, for example, she’s joined by a young girl from another family who provides help while, in turn, learning what it means to be a parent.
Hutterite communities are collectivist and starkly different from the individualist societies in the Western world. They are extremely tight-knit, with very low rates of loneliness.
There are downsides to traditional, collectivist societies, however. The Hutterites, for example, rely on conformity, and don’t tolerate homosexuality. But individualistic societies with loose social connections are also missing something of value.
What if there were a third way? What if we could form a society with mutual support and freedom for individuals? The case of Anaheim, a city in California, might just prove that such a third way exists.
Anaheim used to have a social-disconnection problem. People lived such private lives that they barely knew their neighbors. But then Tom Tait ran for mayor. The big idea behind his political campaign? Kindness.
Tait’s message certainly tapped into something, because he was elected by a wide margin.
As mayor, Tait began focusing on kindness by getting to know his own neighbors, slipping a note under their doors to suggest meeting so they could better look out for each other. But he wanted to go further. When tackling the opioid crisis, he asked his team to consider what a kind approach to the problem might look like. The result was a program encouraging the police to get opioid users into treatment, instead of arresting them. The message to the community became one of lending a hand, rather than letting them struggle alone. After 15 months, as many as 270 people were in treatment.
Tom Tait offers a lesson for many of us. There is a way to build a community that is both individualistic and collectivist. We just need to show that everyone benefits from being kind to one another.
---
Our modern, technological world isn’t helping our loneliness problem.
It's easy nowadays to let human contact slip from daily life. The author, for example, was delighted when online grocery deliveries hit the scene. Just think of all the time savings!
But it turned out that trips to the store had generated a lot of connections. Random meetings with fellow parents in the baby food aisle and chats with friendly clerks may have been small interactions, but they’d kept the author and his family connected to their community.
Technology is changing fast, and it’s changing our habits with it. Take the illusion of multitasking. If you have a smartphone, you’re perhaps guilty of quickly checking the weather while also following a friend’s story about his cute baby, or looking at an email while hearing about a neighbor’s vacation.
But research shows that, even when we think we’re multitasking, we’re usually not. We’re actually switching back and forth between tasks really quickly. According to MIT neuroscientist Dr. Earl Miller, tasks involving communication are nearly impossible to focus on simultaneously. So if you steal a look at your phone during a conversation, you might hear what’s being said to you, but you won’t fully process it.
Thanks to the constant presence of technology, we’re losing some of the raw human power of being physically near other people. Only half-concentrating on what someone tells us means we’re not giving them our full attention. And this means we miss out on building understanding and empathy for one another.
The good news is that a reduction in screen time can improve our emotional intelligence . A psychology study involving two groups of 50 children proves this. In the study, one group attended an outdoor camp where technology was banned. The other stayed at school and kept using their smartphones as normal. At the end of a week, both groups were tested for their ability to interpret emotional states in photos and video. The children who’d been without their smartphones were much better at identifying emotion. The reason was clear: after just five days without phones, the campers’ empathy was on the rise, because they’d actually talked to each other.
So try to put down that phone. Technology can certainly bring us closer together, but it will do so only if we use it with care and consideration.
---
It is possible to build free societies that are also rooted in connection, if we focus on the right values.
Hutterites are members of a Christian sect, with around 500 colonies scattered across Montana, Western Canada, and the Dakotas. A Hutterite colony is intensely communal. Private property or income is forbidden and every member is looked after. When a woman becomes a mother, for example, she’s joined by a young girl from another family who provides help while, in turn, learning what it means to be a parent.
Hutterite communities are collectivist and starkly different from the individualist societies in the Western world. They are extremely tight-knit, with very low rates of loneliness.
There are downsides to traditional, collectivist societies, however. The Hutterites, for example, rely on conformity, and don’t tolerate homosexuality. But individualistic societies with loose social connections are also missing something of value.
What if there were a third way? What if we could form a society with mutual support and freedom for individuals? The case of Anaheim, a city in California, might just prove that such a third way exists.
Anaheim used to have a social-disconnection problem. People lived such private lives that they barely knew their neighbors. But then Tom Tait ran for mayor. The big idea behind his political campaign? Kindness.
Tait’s message certainly tapped into something, because he was elected by a wide margin.
As mayor, Tait began focusing on kindness by getting to know his own neighbors, slipping a note under their doors to suggest meeting so they could better look out for each other. But he wanted to go further. When tackling the opioid crisis, he asked his team to consider what a kind approach to the problem might look like. The result was a program encouraging the police to get opioid users into treatment, instead of arresting them. The message to the community became one of lending a hand, rather than letting them struggle alone. After 15 months, as many as 270 people were in treatment.
Tom Tait offers a lesson for many of us. There is a way to build a community that is both individualistic and collectivist. We just need to show that everyone benefits from being kind to one another.
---
Our modern, technological world isn’t helping our loneliness problem.
It's easy nowadays to let human contact slip from daily life. The author, for example, was delighted when online grocery deliveries hit the scene. Just think of all the time savings!
But it turned out that trips to the store had generated a lot of connections. Random meetings with fellow parents in the baby food aisle and chats with friendly clerks may have been small interactions, but they’d kept the author and his family connected to their community.
Technology is changing fast, and it’s changing our habits with it. Take the illusion of multitasking. If you have a smartphone, you’re perhaps guilty of quickly checking the weather while also following a friend’s story about his cute baby, or looking at an email while hearing about a neighbor’s vacation.
But research shows that, even when we think we’re multitasking, we’re usually not. We’re actually switching back and forth between tasks really quickly. According to MIT neuroscientist Dr. Earl Miller, tasks involving communication are nearly impossible to focus on simultaneously. So if you steal a look at your phone during a conversation, you might hear what’s being said to you, but you won’t fully process it.
Thanks to the constant presence of technology, we’re losing some of the raw human power of being physically near other people. Only half-concentrating on what someone tells us means we’re not giving them our full attention. And this means we miss out on building understanding and empathy for one another.
The good news is that a reduction in screen time can improve our emotional intelligence . A psychology study involving two groups of 50 children proves this. In the study, one group attended an outdoor camp where technology was banned. The other stayed at school and kept using their smartphones as normal. At the end of a week, both groups were tested for their ability to interpret emotional states in photos and video. The children who’d been without their smartphones were much better at identifying emotion. The reason was clear: after just five days without phones, the campers’ empathy was on the rise, because they’d actually talked to each other.
So try to put down that phone. Technology can certainly bring us closer together, but it will do so only if we use it with care and consideration.
Read
April 4, 2025Book Review: Back to Human: How Great Leaders Create Connection in the Age of Isolation by Dan Schawbel
In Back to Human: How Great Leaders Create Connection in the Age of Isolation, Dan Schawbel addresses a critical issue of contemporary work culture: the growing sense of isolation among employees in an increasingly digital and disconnected world. Drawing on a wealth of research, personal anecdotes, and practical advice, Schawbel advocates for the necessity of fostering genuine human connections to enhance productivity, engagement, and overall employee satisfaction.
Summary and Key Themes
The Impact of Isolation: Schawbel begins by elucidating the adverse effects of isolation on the workforce, highlighting how it contributes to burnout, decreased morale, and increased turnover. He argues that despite the technological advancements intended to enhance communication, many employees feel more disconnected than ever. This paradox sets the stage for his call to action for leaders to prioritize human connection.
Leadership and Connection: A central theme of the book is the role of leaders in cultivating a culture of connection within their organizations. Schawbel emphasizes that effective leadership goes beyond managerial tasks; it requires nurturing relationships and understanding the emotional needs of team members. He provides evidence that leaders who create an environment of trust and support can significantly improve team dynamics and productivity.
Practical Strategies for Connection: Throughout the book, Schawbel offers practical strategies for leaders to foster connection among their teams. These include promoting open communication, encouraging collaboration, and implementing regular check-ins. He also highlights the importance of vulnerability and authenticity in leadership, suggesting that leaders should share their own experiences and challenges to build rapport and trust with their employees.
The Importance of Empathy: Schawbel stresses that empathy is a cornerstone of effective leadership. By understanding and addressing the needs and feelings of others, leaders can create a more inclusive and supportive workplace. He discusses various empathetic leadership styles and illustrates how they can be applied to enhance connection and engagement.
The Future of Work: In his conclusion, Schawbel reflects on the future of work and the ongoing challenges posed by technological advancements and changing societal norms. He urges leaders to adapt by prioritizing human connection as a fundamental aspect of organizational culture. By doing so, he argues, companies can thrive in an era characterized by rapid change and uncertainty.
Critical Analysis
Back to Human is a timely and relevant exploration of the challenges facing modern organizations regarding employee engagement and connection. Schawbel’s writing is accessible yet insightful, making complex concepts easy to understand for both leaders and employees. His integration of research findings with real-world examples enhances the credibility of his arguments and provides readers with concrete illustrations of the principles discussed.
One of the book’s strengths is its practical focus. Schawbel provides numerous actionable strategies that leaders can implement immediately. By emphasizing the importance of empathy and vulnerability, he challenges traditional notions of leadership that prioritize authority over connection. This refreshing perspective is particularly valuable in an era where many employees seek workplaces that prioritize their well-being and emotional health.
However, while the book offers valuable insights, some readers may find that certain concepts could benefit from deeper exploration. For instance, a more extensive discussion on the systemic barriers to connection within large organizations might provide further context for the challenges leaders face.
Conclusion
Back to Human: How Great Leaders Create Connection in the Age of Isolation is an essential read for leaders, managers, and anyone invested in fostering a more connected and engaged workplace. Dan Schawbel’s compelling arguments and practical strategies provide a roadmap for overcoming the isolating effects of modern work culture. By prioritizing human connection, leaders can create environments where employees feel valued, empowered, and motivated to contribute their best selves. In a world increasingly defined by technological interaction, this book serves as a vital reminder of the enduring power of authentic human connection.
In Back to Human: How Great Leaders Create Connection in the Age of Isolation, Dan Schawbel addresses a critical issue of contemporary work culture: the growing sense of isolation among employees in an increasingly digital and disconnected world. Drawing on a wealth of research, personal anecdotes, and practical advice, Schawbel advocates for the necessity of fostering genuine human connections to enhance productivity, engagement, and overall employee satisfaction.
Summary and Key Themes
The Impact of Isolation: Schawbel begins by elucidating the adverse effects of isolation on the workforce, highlighting how it contributes to burnout, decreased morale, and increased turnover. He argues that despite the technological advancements intended to enhance communication, many employees feel more disconnected than ever. This paradox sets the stage for his call to action for leaders to prioritize human connection.
Leadership and Connection: A central theme of the book is the role of leaders in cultivating a culture of connection within their organizations. Schawbel emphasizes that effective leadership goes beyond managerial tasks; it requires nurturing relationships and understanding the emotional needs of team members. He provides evidence that leaders who create an environment of trust and support can significantly improve team dynamics and productivity.
Practical Strategies for Connection: Throughout the book, Schawbel offers practical strategies for leaders to foster connection among their teams. These include promoting open communication, encouraging collaboration, and implementing regular check-ins. He also highlights the importance of vulnerability and authenticity in leadership, suggesting that leaders should share their own experiences and challenges to build rapport and trust with their employees.
The Importance of Empathy: Schawbel stresses that empathy is a cornerstone of effective leadership. By understanding and addressing the needs and feelings of others, leaders can create a more inclusive and supportive workplace. He discusses various empathetic leadership styles and illustrates how they can be applied to enhance connection and engagement.
The Future of Work: In his conclusion, Schawbel reflects on the future of work and the ongoing challenges posed by technological advancements and changing societal norms. He urges leaders to adapt by prioritizing human connection as a fundamental aspect of organizational culture. By doing so, he argues, companies can thrive in an era characterized by rapid change and uncertainty.
Critical Analysis
Back to Human is a timely and relevant exploration of the challenges facing modern organizations regarding employee engagement and connection. Schawbel’s writing is accessible yet insightful, making complex concepts easy to understand for both leaders and employees. His integration of research findings with real-world examples enhances the credibility of his arguments and provides readers with concrete illustrations of the principles discussed.
One of the book’s strengths is its practical focus. Schawbel provides numerous actionable strategies that leaders can implement immediately. By emphasizing the importance of empathy and vulnerability, he challenges traditional notions of leadership that prioritize authority over connection. This refreshing perspective is particularly valuable in an era where many employees seek workplaces that prioritize their well-being and emotional health.
However, while the book offers valuable insights, some readers may find that certain concepts could benefit from deeper exploration. For instance, a more extensive discussion on the systemic barriers to connection within large organizations might provide further context for the challenges leaders face.
Conclusion
Back to Human: How Great Leaders Create Connection in the Age of Isolation is an essential read for leaders, managers, and anyone invested in fostering a more connected and engaged workplace. Dan Schawbel’s compelling arguments and practical strategies provide a roadmap for overcoming the isolating effects of modern work culture. By prioritizing human connection, leaders can create environments where employees feel valued, empowered, and motivated to contribute their best selves. In a world increasingly defined by technological interaction, this book serves as a vital reminder of the enduring power of authentic human connection.
January 31, 2019
Overall, I found this book to be relatively disappointing. The book itself kind of reads like a management 101 book. Though it covers a lot of territory, I didn't find the content to be very deep, or enlightening. This was also true of the main premise of the book to ditch technology and take a more human approach. The subject was really only addressed in the intro and conclusion. Maybe this is the reason I was so disappointed in the book as I was hoping for a deep dive into the subject, not an uninspiring list of to-dos.
Overall if you're looking for a book that delves into good management practices and building a culture and you haven't dived into these subjects before it might be a good starting point. If I were you though I'd skip this one and read books with some more focus. My culture and leadership 101 reading list would include. Start with Why by Simon Sinek, Work Rules, by Lazlo Bock, Drive by Daniel Pink, the Culture Code by Daniel Coyle, and Simply Brilliant by William C. Taylor
Overall if you're looking for a book that delves into good management practices and building a culture and you haven't dived into these subjects before it might be a good starting point. If I were you though I'd skip this one and read books with some more focus. My culture and leadership 101 reading list would include. Start with Why by Simon Sinek, Work Rules, by Lazlo Bock, Drive by Daniel Pink, the Culture Code by Daniel Coyle, and Simply Brilliant by William C. Taylor
January 20, 2019
Love this book lots.
It doesn't only give u meaningful and truthful experiment results and statistics, but interpret them in a way to help leaders to make their workplace better.
And the author didn't stop there.
He also offered lots of easy to adopt action items which we can use straight away.
For example, to recognise more personally, simply change the small monetary reward to a gift card at the employees fav local restaurant.
Brilliant!
Yes technology gets in the way in the workforce while it gives us more flexibility, but we, humans, can always fight back with meaningful & mindful interactions.
Ask more about feelings not just the kpi/result. Cultivate open discussion and diversity, help employees find their best friends at work, make them feel supported, etc.
Being leaders is not easy and this book is here to help us.
It doesn't only give u meaningful and truthful experiment results and statistics, but interpret them in a way to help leaders to make their workplace better.
And the author didn't stop there.
He also offered lots of easy to adopt action items which we can use straight away.
For example, to recognise more personally, simply change the small monetary reward to a gift card at the employees fav local restaurant.
Brilliant!
Yes technology gets in the way in the workforce while it gives us more flexibility, but we, humans, can always fight back with meaningful & mindful interactions.
Ask more about feelings not just the kpi/result. Cultivate open discussion and diversity, help employees find their best friends at work, make them feel supported, etc.
Being leaders is not easy and this book is here to help us.
September 29, 2020
One of those books that you would call common sense, yet common sense tends not to be common practice. 3 stars because although the author tires to cover a lot of ground then I did not find almost anything novel or new from this book. Also in some areas it's a bit conservative towards "modern" communication channels and also remote work (it was written well before COVID but the author states that pure remote work is unsustainable in general and only hybrid options should be considered at maximum.
I did like the framing for how "work-life balance" is a failed concept and we should talk about work-life integration instead (nobody can completely isolate these two during the Information Age).
I did like the framing for how "work-life balance" is a failed concept and we should talk about work-life integration instead (nobody can completely isolate these two during the Information Age).
November 13, 2018
Couldn't be more timely!
Back to Human is Dan's best book yet as he dives into how leaders can counteract the negative impact of technology by cultivating a lasting connection amongst their teams.
His book is well researched, easy to read and filled with examples from leading organizations to support his arguments with tangible evidence.
You finish the book with a clearer sense of the downsides of technology in the workplace and an actionable framework for building meaningful relationships with your team.
This is the perfect guide if you're looking to become a better leader and advance in your career for all the right reasons.
Back to Human is Dan's best book yet as he dives into how leaders can counteract the negative impact of technology by cultivating a lasting connection amongst their teams.
His book is well researched, easy to read and filled with examples from leading organizations to support his arguments with tangible evidence.
You finish the book with a clearer sense of the downsides of technology in the workplace and an actionable framework for building meaningful relationships with your team.
This is the perfect guide if you're looking to become a better leader and advance in your career for all the right reasons.
August 7, 2020
We can say that this book predicted very precisely what would happen when the pandemic arrived ... The author speaks with great propriety about the isolation of people ... even being among them. During the pandemic we had no choice but to isolate ourselves ... or that was it ... or the possible contamination and death. The author shows us how great leaders can help us to be close even though we are far away. Probably many people liked to work via home office and will probably want to continue, others do not. We cannot forget what makes us human, the connections that make us human, especially in the age of remote work.
January 21, 2019
Key message -
Too many leaders are reliant on technology, hiding behind it instead of having real conversations with people and ignoring the extent to which it prevents meaningful collaboration. In a world dominated by technology, leaders now have to work hard to help build the human connections and relationships that all of us, deep down, crave. Those who succeed in doing so will reap the rewards of more satisfied, loyal, productive and creative employees.
Actionable advice -
Ask your team for feedback about their workspace, and act upon it.
Too many leaders are reliant on technology, hiding behind it instead of having real conversations with people and ignoring the extent to which it prevents meaningful collaboration. In a world dominated by technology, leaders now have to work hard to help build the human connections and relationships that all of us, deep down, crave. Those who succeed in doing so will reap the rewards of more satisfied, loyal, productive and creative employees.
Actionable advice -
Ask your team for feedback about their workspace, and act upon it.
July 1, 2020
This book provides good leadership skills directed at managers for how they can better manage a team in the digital age. The information within was good, but nothing was truly captivating or “new” in a sense that I felt it was groundbreaking information.
I would recommend this book to any individuals new in management at their job or looking for better ways to create connections with Co-workers. Great examples in the first few chapters for not letting technology control us, but again, nothing you probably haven’t heard before!
I would recommend this book to any individuals new in management at their job or looking for better ways to create connections with Co-workers. Great examples in the first few chapters for not letting technology control us, but again, nothing you probably haven’t heard before!
January 22, 2019
A reflection of this new era. Technology is weakening relationships (or replacing them), so leaders should focus on ensuring true fulfillment for themselves and others. They should try to focus on prioritization, not multitasking, and seek diversity in order to have fresh ideas. Another important factor is genuine recognition for workforce motivation and to have more productive and creative employees.
January 25, 2019
Let go of instant messaging and email in favor of face-to-face conversations. Listen to your employees about their likes and dislikes and their need to feel fulfilled at work. Embrace more personal ways of showing gratitude.
June 24, 2019
Dan has his pulse on the future of work. After writing about the importance of personal branding and promoting yourself this book was a roadmap for the way to go back to a human centered way of doing business that is not overly reliant on technology.
January 20, 2019
Blinkist Summary
January 20, 2019
Read the Blinkist version.
And i absolutely loved the book. I found the advice there really valuable and actually kinda eye opening. Will definitely check the whole version for more depth.
And i absolutely loved the book. I found the advice there really valuable and actually kinda eye opening. Will definitely check the whole version for more depth.
March 30, 2019
A challenge to telecommuting and the value of social interaction in the workplace.
April 15, 2019
Meh.. don't know that there is a lot new here. I did like the author's writing style and will probably pick up his other books down the line.
December 24, 2019
Good over all book. Seemed to ramble on in some parts. Could have been half as long and still as as effective.
February 26, 2022
Not that special. To be honest I have been fooled by the title: sure I read the summary on the back of the book, but I thought it was more pertinent to the pandemic years than not.
July 10, 2019
Kinda empty and fluffy manager-speak. Giving a lot of captain obvious advice about being empathic and needed face-to-face time in a highly connected workplace. Listen to your employees about their likes and dislikes and their need to feel fulfilled at work. Embrace more personal ways of showing gratitude.
And then on the other hand giving such controversial and I would say counter-productive advice like no telecommuting, working only on site and stop using any telecommunication technologies. To add more bang for the buck, the author also quotes known industry leaders which would be fine if they would add significant quality to the work. Instead they feel like a promo-sentance here and a book-selling punchline there. There are several better books about getting things done and leadership advice. Probably it would be more effective to read David Allen, Stephen R. Covey, Seth Godin, Carol S. Dweck, Laszlo Bock, etc. Really there are so many better books on this topic.
And to end I'd like to quote the review by june3 which has some great points about this book.
And then on the other hand giving such controversial and I would say counter-productive advice like no telecommuting, working only on site and stop using any telecommunication technologies. To add more bang for the buck, the author also quotes known industry leaders which would be fine if they would add significant quality to the work. Instead they feel like a promo-sentance here and a book-selling punchline there. There are several better books about getting things done and leadership advice. Probably it would be more effective to read David Allen, Stephen R. Covey, Seth Godin, Carol S. Dweck, Laszlo Bock, etc. Really there are so many better books on this topic.
And to end I'd like to quote the review by june3 which has some great points about this book.
while perhaps well-meaning, I am sure that the author knows that communication technologies are here to stay. Furthermore, I'm sure that Mr. Schawbel knows that communication technologies need to be understood to be utilized effectively. Undoubtedly, this jazzy title will sell books to older people who are feeling marginalized and likewise to young people who are feeling criticized by older people. Mr. Schawbel does sell a lot of books (more power to him) and indeed, uses the power of the Internet to promote his brand.
That said, I have been in a management position at a large government agency for nearly 30 years. As far as management skills, there is nothing new at all in this book. To my mind, Mr. Schawbel's contentions are standard issue and should be second nature to anyone in a management position.
September 21, 2024
I had to read this as a textbook for one of my classes. I think it’s very insightful and down to earth. A truly immersive read.
Update with the perspective of time : No the hell it’s not. Don’t waste your time.
Update with the perspective of time : No the hell it’s not. Don’t waste your time.
November 30, 2024
read this for my business class and i truly learned how nonfiction books repeat themselves over and over and over again.
Want to read
November 20, 2018recommended by Cal Newport
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