When your people have determined that you understand their lies in their hearts and are dedicated to their functional wellbeing, they will compensate for your weaknesses and shore up your strengths.

True buoyant leaders can never communicate in percentage points, or charts and figures. First and foremost, they must be storytellers, communicating with their hearts, not heads.

First, define your credo- the belief system of the organization. Secondly, define your real ambition, or where do you want to go as a collective community.

The phrases and language used everyday in an organization can in fact affect the way your team makes decisions and conducts themselves.

Change management is kind of a weird concept to me. We can' t control events any more than we can control the weather. But we control how we deal with it and we can control the opportunities that these moments of change create.

My grandfather used to say to me when I was a boy, "Getting knocked down is no big prize - it's getting up that's the real trick." I couldn't agree more.

As buoyancy is not contrary to other characteristics of leadership, including decisiveness, accountability and performance standards, I don't ever think it can be self-defeating.