Quotes from Brene Brown

When something goes wrong, individuals and teams are rushing into ineffective or unsustainable solutions rather than staying with problem identification and solving. When we fix the wrong thing for the wrong reason, the same problems continue to surface. It's costly and demoralizing.

I've never achieved a single thing in my career comfortably.

As an adult, I have to constantly work at allowing myself to be vulnerable and authentic around some of these issues.

Daring leaders must care for and be connected to the people they lead. The data made clear that care and connection are irreducible requirements for wholehearted, productive relationships between leaders and team members.

I think the most important thing she has told me about reaching out to others in crisis is this: "You do it because that's the person you want to be. You do it because that could have been me and one day it could just as easily be you.

Letting go of comparison is not a to-do list item. For most of us, it's something that requires constant awareness. It's so easy to take our eyes off our path to check out what others are doing and if they're ahead or behind us. Creativity, which is the expression of our originality, helps us stay mindful that what we bring to the world is completely original and cannot be compared. And, without comparison, concepts like ahead or behind or best or worst lose their meaning.

But these things don't matter at all, because once you are Real, you can't be ugly, except to people who don't understand.

Organizational values are gauzy and assessed in terms of aspirations rather than actual behaviors that can be taught, measured, and evaluated.

trust as "choosing to risk making something you value vulnerable to another person's actions," and he describes distrust as deciding that "what is important to me is not safe with this person in this situation (or any situation).

and living from our wild heart rather than our weary hurt.

We need common language to help us create awareness and understanding.

If you find yourself leading a team or culture in which criticism outweighs contribution, make a conscious and resolute decision to stop rewarding the former.

Daring leaders who live into their values are never silent about hard things.

Perfectionism and fear are keeping people from learning and growing.

Still today, the more I pay attention to my life and the messages from the edges, the more I'm able to choose a way of life that doesn't demand constant vigilance and preparedness. And when there are things outside my control that do demand high alert—COVID, for example—I know running away from the pain and anxiety is way more

here are five of the most common factors of resilient people: 1. They are resourceful and have good problem-solving skills. 2. They are more likely to seek help. 3. They hold the belief that they can do something that will help them to manage their feelings and to cope. 4. They have social support available to them. 5. They are connected with others, such as family or friends.2 Of course, there are more factors, depending on the researchers, but these are the big ones.

You can't get to courage without rumbling with vulnerability. Embrace the suck. At the heart of daring leadership is a deeply human truth that is rarely acknowledged, especially at work: Courage and fear are not mutually exclusive.

To begin by always thinking of love as an action rather than a feeling is one way in which anyone using the word in this manner automatically assumes accountability and responsibility. — BELL HOOKS1 While

innovation is hindered by allowing criticism from the cheap seats—from those who aren't willing to get down into the arena.

My parents were launched on the accomplishments-and-acquisitions track, and creativity gave way to that stifling combination of fitting in and being better than, also known as comparison.

If you look at the research, here are five of the most common factors of resilient people: 1. They are resourceful and have good problem-solving skills. 2. They are more likely to seek help. 3. They hold the belief that they can do something that will help them to manage their feelings and to cope. 4. They have social support available to them. 5. They are connected with others, such as family or friends.2

This hurts. This is disappointing, maybe even devastating. But success and recognition and approval are not the values that drive me. My value is courage and I was just courageous. You can move on, shame.

The dig-deep is a secret level of pushing through when we're exhausted and overwhelmed, and when there's too much to do and too little time for self-care.

I also learned that when you hold someone accountable for hurtful behaviors and they feel