# One takeaway for every leader

- **Episode:** [162](https://agents.truthliesandwork.com/episodes/162.md) (2025-01-14)
- **Type:** interview
- **Tags:** leadership, takeaway, advice
- **Time:** 22:47–24:36 (start 1367s)
- **Listen:** [https://truthliesandwork.com/162?t=1367](https://truthliesandwork.com/162?t=1367)

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[22:47] Al Elliott: In terms of work and leadership, is there any kind of one takeaway that you just wish all leaders could take from Fortitude?
[22:56] Bruce Daisley: Yeah, I think for me, especially the moment of work we're in right now, we've got this interesting conundrum where you need to believe 2 things at once. You need to recognize that 90% of people believe that flexible working is a good thing and they don't want to go back to the way they were working before, and that 2/3 of chief execs believe that we should be back in the office, right? Okay, 2 things at once. So you've got these bosses wanting people together, and I guess to some extent, part of the finding of the book is that resilience and strength is collective. And so, from that, you might say, well, okay, yeah, that's it. That's the mandate to get back to the office. But I think, you know, you need to bear in mind that desire to preserve the benefits of now. So, I think the lesson from leaders is thinking, how do I create a sense of cohesion, a sense of strength that will be the basis of our team resilience? How do I create that in a different way? And so, you know, I've seen really lovely things from people saying the job of leaders right now is to be entrepreneurial about building connection, about trying to make a way for teams to feel connected to each other. And that's the job of a leader right now. And I think it's a really interesting challenge. And I think really at the heart of it, even though the book's about resilience, really it speaks to team dynamics and groups and making us all feel more connected
[24:20] Al Elliott: I enjoyed in the book how you uncovered lots of different myths, which we enjoy at Truth and Lies. What do we know from the evidence, from the science, from your experience? What can leaders do to foster those types of relationships that will support more positive wellbeing?