Today I board a Southwest Airlines flight knowing that there’s a hole in the center of the heart-shaped corporate icon. Cofounder of Southwest Airlines, Herb Kelleher, just passed away at the age of 87.
He was a legend not only in the airline business, but in any type of business. He was a unique mix of innovation, motivation, and vision.
Here are a few of his quotes on strategy, customer service, culture, and leadership. So many of these quotes I have used whether on stage in a presentation or in a boardroom.
Rest in peace, Mr. Kelleher.
Kelleher Quotes to Inspire Your Strategy
“We have a strategic plan. It’s called doing things.” -Herb Kelleher
Our stories are very different, and yet there are some striking common themes: Both of us started in restaurants as dishwashers and became CEOs. Both of us mapped out our goals early in life. Both of us believe in people as the way to transform company culture.
Perhaps that is why I was immediately drawn into the pages of Cameron Mitchell’s compelling book.
More likely the answer to my intrigue is the fact that I find myself in one of his restaurants every week. You can always count on superb service, delicious food, and an inviting atmosphere.
Though we live in an ever-connected, always-on world, we somehow seem less connected to actual, real people than ever before. Is it possible that the very technology that connects us is contributing to a sense of loneliness and isolation?
Tell us more about your research into workplace loneliness and its connection to technology.
There is a loneliness epidemic spreading across the entire world. An Aetna study shows that almost half of Americans are lonely. In the UK, nine million people are lonely and over 200,000 haven’t spoken to a close friend or relative in the past month. In Japan, 30,000 people die from loneliness each year. I’ve read about the impact of loneliness and have felt lonely myself as an only child and someone who lives alone in New York City. For my book Back to Human, I conducted a global study with Virgin Pulse of over 2,000 managers and employees from ten different countries. Overall, I found that 39 percent say they at least sometimes feel lonely at work. I spoke to the former U.S. Surgeon General, and he said that loneliness has the same health risk and reduction of life as smoking fifteen cigarettes each day. In the workplace, technology has created the illusion that we are all hyper connected, yet in reality we feel disconnected, isolated and lonely over the overuse and misuse of it.
“It is not the manager’s job to prevent risks. It is the manager’s job to make it safe to take them.” -Ed Catmull
Share a little about personal fulfillment and how we can enhance it on the job.
In Maslow’s hierarchy of needs, after we meet our physiological and safety needs, we need to focus on belongingness and love if we want to be self-actualized, reaching our full potential at work. We spend one-third of our lives working, so if we have weak relationships with our teammates, we feel unfulfilled. We are less productive, happy and committed to the team and organization’s long-term success as a result of not having close ties. In order to best serve the needs of our teammates, we have to first focus on our own fulfillment. Ask yourself what you enjoy doing the most, what do your past accomplishments say about your strengths, what your core values are, what brings out your positive emotions and where you envision yourself in the future. Once you’re fulfilled, it’s important to get to know your teammates on a personal level, understand their needs and then service those needs. You can do this through on-the-job training, coaching, mentoring and regular meetings where you show you’re committed to their success.
“Given how much time you’ll be spending in your life making a living, loving your work is a big part of loving your life.” -Michael Bloomberg
The professional landscape is transforming, and the only way to maintain competitive advantage is to maximize the unique skills of your workforce. In Humanity Works: Merging Technologies and People for the Workforce of the Future, consultant and futurist Alexandra Levit provides a guide to making the most of the human traits of creativity, judgment, problem solving and interpersonal sensitivity.
If you’ve ever wondered what the ‘robot takeover’ will look like, how talent and machines can work side by side and how you can make organizational structures more agile and innovation focused, you will be interested in Alexandra’s work. I recently spoke with her about her research and observations.
“Enlightened 21st-century leaders will abandon command-and-control to diplomatically govern their organizations.” -Alexandra Levit
You cover some sweeping trends. Would you share a few of the macro themes that are the backdrop of your work?
The book addresses a few essential questions: In a world where robots can do more and more, where does that leave us as humans? How will leaders build integrated human teams that can compete in a business world with constant evolutions and disruptions while remaining productive, marketable and sane? We explore the demographics, technological advances, work structures, organizational priorities, leadership models, individual career paths and human roles coming to fruition in the immediate years to come.
“The speed with which information populates the online world means with one wrong move, your organization’s reputation could be in jeopardy.” -Alexandra Levit
In her latest book, Leading with Dignity, author Donna Hicks shared ten elements of dignity that caught my attention. With permission, I would like to share the ten elements which she derived from her research and interviews.
Her book is well-worth the read for anyone interested in leadership. Here are the ten elements from the book answering the question:
What does it look like to treat people with dignity?
Approach people as being neither inferior nor superior to you; give others the freedom to express their authentic selves without fear of being negatively judged; interact without prejudice or bias, accepting that characteristics such as race, religion, gender, class, sexual orientation, age, and disability are at the core of their identities.
Validate others for their talents, hard work, thoughtfulness, and help; be generous with praise; give credit to others for their contributions, ideas, and experience.
“Praise, like sunlight, helps all things to grow.” -Croft Pentz