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7 Must-Read Books on Self-Development, Wisdom, and Leadership

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I fervently believe in the notion that in order to be successful, you must become an avid reader and insatiably curious about how the world works. Whether fiction or non-fiction, reading provides you with wisdom to approach problems differently.

For example, a 300-page biography that takes you a few weeks to read could save you significant time if you learn to avoid the mistakes others have made (I try to read at least one biography per month). There is value and insight to be gained through this process by investing a little time and effort.

The practical real-life, on-the-job lessons that can be practiced and learned, the thinking that may spark new ideas, and the skills you will acquire will be invaluable in your career and beyond.

Colleagues often ask me if I’ve read any self-improvement, strategy, or leadership books that have impacted me in a positive way. The answer is yes, and my philosophy is simple: if a book changes or influences my way of thinking, it’s an essential. Admittedly, I have perused many books and identified hidden gems along the way.

In my experience, “millennials” either find self-development books laughable, or are voraciously trying to devour every one they can get their hands on (I am guilty of the latter). Nevertheless, guidance is often requested so I try to do my best to steer hungry contemporaries in the right direction.

If you are a veteran or just starting out, and are looking for career, social, or personal guidance, my recommendation is to start with a solid foundation. This can be accomplished with a small time investment that will reap large dividends. 

The list below will start your journey, eventually directing you to more books until you are completely down the rabbit hole – and remember, you are in charge of your own improvement!

1. The Magic of Thinking Big – David J. Schwartz

Set your goals high and think positively in order to achieve them. Never underestimate your own abilities or overestimate others. Always bring enthusiasm and optimism to everything you do. Never forget to invest in yourself and look at every setback or failure as an opportunity for personal growth. 

The greatest takeaway from this book that helped me was Schwartz’s mantra on fear: in order to cure fear, take massive, deliberate action, and invariably be confident in your decision.

“Believe it can be done. When you believe something can be done, really believe, your mind will find the ways to do it. Believing a solution paves the way to solution.” – David J. Schwartz

2How to Win Friends and Influence People – Dale Carengie

This is the first book I read in my quest for positive self-development. Published in 1937, this classic, timeless book on how to become an influential, persuasive, and likable leader is still very relevant today.

Warren Buffett credits his rise to success as a direct result of reading the book and using the advice, training, and practical applications. It’s a great book to start with on your journey towards becoming a successful and effective leader.

3. Marcus Aurelius: Meditations – Translated by Gregory Hays

The best book on stoicism I have ever read. The ultimate guide for discipline, personal responsibility, morality, self-motivation, ethics, strength, and humility. I suggest reading the book with a notebook or stack of index cards, so you can jot down all of the important maxims that Aurelius lives by. 

Think about it: in 170 AD, the most powerful man in the world sat down and wrote lessons and mantras to himself for becoming a better person. What I find most remarkable is the fact that the book has stood the ultimate test of time, and you have a plethora of wisdom at your fingertips. You should read this book now.

4. Xenophon’s Cyrus the Great: The Arts of Leadership and War – Translated by Larry Hedrick

“Still the best book on leadership” according to the father of management theory, Peter Drucker. This book follows Cyrus the Great’s multi-year military campaign in an easy-to-follow journalistic fashion. The book provides relatable examples on how to become a well-loved, benevolent leader through building friendship, loyalty, trust, and admiration. 

A common theme that kept me pondering throughout the book: when Cyrus is successful, all of those around him are successful, and always share in the glory. This is the best biography written of Cyrus the Great, also known as “the father of human rights.”

5. The 4-Hour Workweek – Tim Ferriss

This book will change your life by changing your way of thinking and your perspective on “how things should be,” in regard to what the consensus considers a normal workweek.

“What we fear doing most is usually what we most need to do.” – Tim Ferriss

6. Benjamin Franklin: An American Life – Walter Isaacson

I couldn’t help but include one of my all-time favorite biographies of Benjamin Franklin on the list. So much can be learned from this book such as the history of the birth of the United States of America and Franklin’s integral role in it is fascinating. 

The reader also gets many lessons in how Franklin practices self-development, and constantly tried to improve himself on a daily basis. For example, Franklin created a system to measure his weaknesses. He wrote down all of his weaknesses and tracked his behavior against them. At the end of each week, he would reflect on his progress and would change the order of the behaviors he still needed to work on to become a better and wiser person.

7. Outliers: The Story of Success – Malcolm Gladwell

10,000 hours. Yes, 10,000 hours is the amount of time and deliberate practice one needs to put in to be world-class in an area of expertise. Start clocking hours!

Which one of these books is your favorite and why? Share your thoughts with us below!

Brendan M. Coyne loves to read, write, and practice self-development and bettering himself. His goal is to share what he learns with others, in the hope that through that learning, they will achieve their goals and fulfill their dreams. You can connect with Brendan through his website theselfdevelopmentlife.com or on LinkedIn.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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