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The real damper on employee engagement is the soggy, cold blanket of centralized authority. In most companies, power cascades downwards from the CEO. Not only are employees disenfranchised from most policy decisions, they lack even the power to rebel against egocentric and tyrannical supervisors.

If a leader doesn't convey passion and intensity then there will be no passion and intensity within the organization and they'll start to fall down and get depressed.

Employees can make happiness when they maximize their brainwork voluntarily and enthusiastically. Management should focus on setting up an atmosphere.

Deep engagement is much more powerful and valuable than fleeting mass market engagement.

I don't know how you can justify leaving any engagement behind in the social Web of 2011.

Leadership offers an opportunity to make a difference in someone's life, no matter what the project.

There is a deep-felt desire among the people to stand firmly together in dealing with the challenges of the future.

So I think that is from the European perspective, for the European future, this engagement can be one of the most important and effective decisions in the last 50 years maybe.

Our emerging workforce is not interested in command-and-control leadership. They don't want to do things because I said so; they want to do things because they want to do them.