本書基于作者在垂直領域的幾十年持續研究和實踐，深入探討了數智時代下的領導力新范式，提出了六大領導力原則：包容、共生、共情、賦能、利他和堅韌。本書通過場景案例故事，運用輕松且富有哲理的語言，深入分享了相關的前沿核心理念和行動指南，意在幫助讀者在變化中保持韌性，有效激勵團隊，引領組織成功；加強在職場溝通與合作、家庭與社區管理、個人人際關系，以及自我發展等方面的提升。
李秀娟博士是中歐國際工商學院米其林領導力與人力資源管理教席教授。研究領域包括領導力、企業文化、家族企業傳承、跨文化管理。其研究著述在國內外期刊發表，曾擔任《亞太管理學雜志》的副主編。國內外重要媒體如《金融時報》《華爾街日報》《福布斯》《經濟觀察報》等也多次報道她的研究成果。她撰寫的案例曾獲得“中國工商管理國際最佳案例獎”一等獎，歐洲管理發展基金會案例寫作大賽“商界女性”最佳獎和上海 MBA 案例教學大賽一等獎。她也曾獲得多個優秀教學獎和杰出領袖服務獎。
第1章 數智時代下的柔性優勢········································1
市場為何呼喚柔性·····················································2
1．企業中的人文關懷··········································2
2．情懷也是生產力·············································3
3．治愈萬物的柔性力··········································4
柔性領導力的概念·····················································6
1．更為人性化的管理··········································7
2．重視傾聽的作用·············································8
3．鼓勵參與式決策·············································9
4．關注社會效益···············································10
5．創建多元性中的和諧關系································11
6．長期主義的導向············································12
7．理性與感性的結合·········································13
柔性領導力的普適性·················································14
1．當領導者為男性時·········································14
2．當領導者為女性時·········································15
3．雌雄同體的領導者·········································16
4．家庭場景中的剛與柔······································18
第2章 上善若水的領導力·············································21
水哲學與領導力的聯想·············································22
中國的水哲學··························································24
1．弱之勝剛，柔之勝剛······································24
2．道法自然，大道至簡······································26
3．潤物無聲，善行無痕······································27
4．君子如水，隨方就圓······································29
水的形態——六個領導力原則·····································31
1．海洋般的包容原則·········································32
2．河流般的協作原則·········································34
3．湖水般的共情原則·········································35
4．瀑布般的賦能原則·········································36
5．雨水般的利他原則·········································37
6．水滴般的堅韌原則·········································38
第3章 海洋般的包容原則·············································40
博覽天下的視野·······················································42
1．打造前瞻性思維············································43
2．全球化的站位···············································47
3．指引方向的能力············································51
海納百川的胸懷·······················································52
1．兼容并蓄的人才管理······································53
2．打造平等包容的文化······································56
擁抱變化的格局·······················································59
1．永遠不變的是變化·········································60
2．打破創新的障礙············································62
實踐建議································································65
第4章 河流般的協作原則·············································69
共生思維是躍進的起航點··········································71
1．打破組織邊界···············································73
2．信任是共贏的基礎·········································74
3．真誠是最強的連接紐帶···································78
協作造就協同效應····················································80
1．將員工凝聚在一起·········································81
2．搭建核心團隊···············································84
3．招攬天下英才為己用······································86
4．善待員工，人才才會源源不斷··························88
滋養組織走向共贏····················································91
1．己欲達而達人的人才理念································91
2．精神與物質的兼容并蓄···································92
3．與社會環境共融共生······································94
實踐建議································································96
第5章 湖水般的共情原則···········································100
冷靜是領導的必備特質···········································102
1．處變不驚的能力··········································103
2．面對困難時做正確的事·································105
做一位有共情思維的領導者·····································106
1．同理心——從員工角度看問題························107
2．換位思考——從老板視角看問題·····················108
3．共情換來相互成就·······································110
透明化溝通——反思和反饋的重要性··························113
1．像鏡子一樣反思自省····································113
2．打造積極的反饋文化····································117
3．真誠開放的溝通加強組織認同感·····················120
實踐建議······························································122
第6章 瀑布般的賦能原則···········································126
唯有激情才能帶來力量···········································128
1．激情創造成功的開始····································129
2．打造有激情和活力的企業文化························130
執勇氣之劍開辟革新道路········································133
1．機會來臨時要勇往直前·································133
2．在旋渦中蓄勢待發·······································137
激發團隊的無限潛能···············································139
1．言語激勵為團隊注入能量······························140
2．通過團隊教練激發團隊斗志···························143
3．構筑身份認同感引爆團隊······························146
由動入靜，放下也需要勇氣·····································147
1．急流勇退也需要勇氣····································147
2．危機后的反超力··········································149
實踐建議······························································150
第7章 雨水般的利他原則···········································154
善意的力量···························································156
1．善待員工的HR理念····································157
2．成全與造就他人··········································159
利他的經營思維·····················································161
1．敬天愛人的價值觀·······································162
2．社會責任感是種使命····································164
普惠式的仁愛之心··················································167
1．使命是行動不是口號····································167
2．感恩和回報是一種境界·································170
實踐建議······························································172
第8章 水滴般的堅韌原則···········································174
成功需要一顆堅定的決心········································177
1．確定目標后就要堅定向前······························177
2．努力爭取之后再論成敗·································181
3．堅持走過“第三天”·······································182
減少摩擦的柔性管理哲學········································183
1．建立柔性的矛盾協調機制······························184
2．善待不合格的員工·······································186
發揮水滴石穿的堅韌精神········································188
1．用長期的確定性應對短期的不確定性···············189
2．用行者精神培養組織的韌性···························191
以柔克剛是種內力··················································193
1．示弱的力量················································194
2．堅毅的弱者················································195
實踐建議······························································196
參考文獻····································································200
結語··········································································201
鳴謝··········································································207
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