Define excellence vividly, quantitatively. Paint a picture for your most talented employees of what excellence looks like. Keep everyone pushing and pushing toward the right-hand edge of the bell curve.

If the manager really is the problem, try to get reassigned elsewhere in the organization or start looking for one in which you can play to your strengths.

Clarity is the answer to anxiety. Effective leaders are clear.

The best strategy for building a competitive organization is to help individuals become more of who they are.

You can find energizing moments in each aspect of your life, but to do so you must learn how to catch them, hold on to them, to feel the pull of their weight and allow yourself to follow where they lead.

I need to reach out to people who work for small to mid-sized companies, and help them identify and apply their strengths at work.

There are "four keys" to becoming an excellent manager: finding the right fit for employees, focusing on strengths of employees, defining the right results, and hiring for talent - not just knowledge and skills.