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How To Be A Leader That Inspires People To Change - Darius Foroux
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Leadership is about ownership
“The most fundamental and important truth at the heart of Extreme Ownership: there are no bad teams, only bad leaders.” - Jocko Willink and Leif Babin, Extreme Ownership
You can only lead by example. There’s no other effective way to inspire people.
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How to set the right example
- Expect from others what you expect from yourself. Never ask for something you're not doing.
- When things go wrong, try to stay calm. Life is nothing but a series of solved problems.
- When you screw up, admit it. There’s no place for your ego.
- Be clear about your values and rules. People must take you seriously.
- Respect others and don’t try to change them. It’s impossible to change people. You can only change yourself.
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Authentic leadership
Is a management style in which leaders are genuine, self-aware, and transparent.
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Components of Authentic Leadership
- Self-Awareness: be aware of your trengths, weaknesses, and values and displaying them to your team.
- Relational Transparency: remain genuine, straightforward, and honest with your team. Display the behavior you hope to see in your employees.
- Balanced Processing: stick to your values when making decisions, but remain open to discussions and alternatve options.
- Doing the right thing: focus on doing the right thing for the long-term success of the business, not yours.
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It’s okay for a leader to be loyal to their employees as long as their first loyalty is to the health and success of the company. Exceptions aside, outsourcing in general costs less, allows for ...
Question The Foundation
Most businesses don’t need to own its IT infrastructure because the cost of access has plummeted to the point it is often economically irresponsible to do so. The new digital leader points to the higher level of service and lower costs achieved through external partnerships.
You should be embracing cloud infrastructure and getting out of facility management.
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About change
Organizations don’t change. People change. Many companies move to change systems and structures and create new policies and processes but fail to address the underlying mind-sets and capabilities of the people who will execute it.
A new strategy will fall short of its potential if they fail to address the mental attitude because people on the ground tend to continue to behave as they did before.
Looking both ways
Companies that only look outward in the process of organizational change, and dismiss individual learning and adaptation make two common mistakes:
- They focus solely on business outcomes and fail to appreciate that people will have to adapt to implement it.
- They focus too much on developing skills.