店 柔韧领导 数智时代的六大领导力原则 李秀娟 数智时代的领导力新范式 揭秘企业长期增长的六大领导力原则书籍

本书基于作者在垂直领域的几十年持续研究和实践，深入探讨了数智时代下的领导力新范式，提出了六大领导力原则：包容、共生、共情、赋能、利他和坚韧。本书通过场景案例故事，运用轻松且富有哲理的语言，深入分享了相关的前沿核心理念和行动指南，意在帮助读者在变化中保持韧性，有效激励团队，引*组织成功；加强在职场沟通与合作、家庭与社区管理、个人人际关系，以及自我发展等方面的提升。

*1章 数智时代下的柔性优势········································1
市场为何呼唤柔性·····················································2
1．企业中的人文关怀··········································2
2．情怀也是生产力·············································3
3．治愈万物的柔性力··········································4
柔性领导力的概念·····················································6
1．更为人性化的管理··········································7
2．重视倾听的作用·············································8
3．鼓励参与式决策·············································9
4．关注社会效益···············································10
5．创建多元性中的和谐关系································11
6．长期主义的导向············································12
7．理性与感性的结合·········································13
柔性领导力的普适性·················································14
1．当*导者为男性时·········································14
2．当*导者为女性时·········································15
3．雌雄同体的*导者·········································16
4．家庭场景中的刚与柔······································18
*2章 上善若水的领导力·············································21
水哲学与领导力的联想·············································22
中国的水哲学··························································24
1．弱之胜刚，柔之胜刚······································24
2．道法自然，大道到简······································26
3．润物无声，善行无痕······································27
4．君子如水，随方就圆······································29
水的形态——六个领导力原则·····································31
1．海洋般的包容原则·········································32
2．河流般的协作原则·········································34
3．湖水般的共情原则·········································35
4．瀑布般的赋能原则·········································36
5．雨水般的利他原则·········································37
6．水滴般的坚韧原则·········································38
第3章 海洋般的包容原则·············································40
博览天下的视野·······················································42
1．打造前瞻性思维············································43
2．全球化的站位···············································47
3．指引方向的能力············································51
海纳百川的胸怀·······················································52
1．兼容并蓄的人才管理······································53
2．打造平等包容的文化······································56
拥抱变化的格局·······················································59
1．永远不变的是变化·········································60
2．打破创新的障碍············································62
实践建议································································65
第4章 河流般的协作原则·············································69
共生思维是跃进的起航点··········································71
1．打破组织边界···············································73
2．信任是共赢的基础·········································74
3．真诚是*强的连接纽带···································78
协作造就协同效应····················································80
1．将员工凝聚在一起·········································81
2．搭建核心团队···············································84
3．招揽天下英才为己用······································86
4．善待员工，人才才会源源不断··························88
滋养组织走向共赢····················································91
1．己欲达而达人的人才理念································91
2．精神与物质的兼容并蓄···································92
3．与社会环境共融共生······································94
实践建议································································96
第5章 湖水般的共情原则···········································100
冷静是领导的*备特质···········································102
1．处变不惊的能力··········································103
2．面对困难时做正确的事·································105
做一位有共情思维的*导者·····································106
1．同理心——从员工角度看问题························107
2．换位思考——从老板视角看问题·····················108
3．共情换来相互成就·······································110
透明化沟通——反思和反馈的重要性··························113
1．像镜子一样反思自省····································113
2．打造积极的反馈文化····································117
3．真诚开放的沟通加强组织认同感·····················120
实践建议······························································122
第6章 瀑布般的赋能原则···········································126
唯有激情才能带来力量···········································128
1．激情创造成功的开始····································129
2．打造有激情和活力的企业文化························130
执勇气之剑开辟革新道路········································133
1．机会来临时要勇往直前·································133
2．在旋涡中蓄势待发·······································137
激发团队的无限潜能···············································139
1．言语激励为团队注入能量······························140
2．通过团队教练激发团队斗志···························143
3．构筑身份认同感引爆团队······························146
由动入静，放下也需要勇气·····································147
1．急流勇退也需要勇气····································147
2．危机后的反超力··········································149
实践建议······························································150
第7章 雨水般的利他原则···········································154
善意的力量···························································156
1．善待员工的HR理念····································157
2．成全与造就他人··········································159
利他的经营思维·····················································161
1．敬天爱人的价值观·······································162
2．社会责任感是种使命····································164
普惠式的仁爱之心··················································167
1．使命是行动不是口号····································167
2．感恩和回报是一种境界·································170
实践建议······························································172
第8章 水滴般的坚韧原则···········································174
成功需要一颗坚定的决心········································177
1．确定目标后就要坚定向前······························177
2．努力争取之后再论成败·································181
3．坚持走过“第三天”·······································182
减少摩擦的柔性管理哲学········································183
1．建立柔性的矛盾协调机制······························184
2．善待不合格的员工·······································186
发挥水滴石穿的坚韧精神········································188
1．用长期的确定性应对短期的不确定性···············189
2．用行者精神培养组织的韧性···························191
以柔克刚是种内力··················································193
1．示弱的力量················································194
2．坚毅的弱者················································195
实践建议······························································196
参考文献····································································200
结语··········································································201
鸣谢··········································································207

李秀娟博士是中欧国际工商学院米其林领导力与人力资源管理教席教授。研究领域包括领导力、企业文化、家族企业传承、跨文化管理。其研究著述在国内外期刊发表，曾担任《亚太管理学杂志》的副主编。国内外重要媒体如《金融时报》《华尔街日报》《福布斯》《经济观察报》等也多次报道她的研究成果。她撰写的案例曾获得“中国工商管理国际*佳案例奖”一等奖，欧洲管理发展基金会案例写作大赛“商界女性”*佳奖和上海 MBA 案例教学大赛一等奖。她也曾获得多个*秀教学奖和杰出*袖服务奖。

1.作者有影响力：中欧国际工商学院米其林领导力与人力资源管理教席教授、中欧家族传承研究中心联席主任。曾任中欧国际工商学院副教务长（研究事务）、长江商学院管理学教授和副院长、新加坡国立大学商学院副院长等，2.符合市场需求：适合新任中高层领导在数智时代从0到1提升领导力，通过场景案例故事，运用轻松且富有哲理的语言，深入分享相关的前沿核心理念和行动指南。3.中欧商学院相关课程配套图书。

1.作者有影响力：中欧国际工商学院米其林领导力与人力资源管理教席教授、中欧家族传承研究中心联席主任。曾任中欧国际工商学院副教务长（研究事务）、长江商学院管理学教授和副院长、新加坡国立大学商学院副院长等，2.符合市场需求：适合新任中高层领导在数智时代从0到1提升领导力，通过场景案例故事，运用轻松且富有哲理的语言，深入分享相关的前沿核心理念和行动指南。3.中欧商学院相关课程配套图书。

1