the future is often hazy

Leaders need to be comfortable with the reality that in the face of change, the future is often hazy. Then they need others to be equally comfortable with that. As a company enters uncharted waters, it can be daunting for everyone involved. This is where the old “steady hand on the tiller” idea of leadership still has some force–not to guide an organization along a familiar course during difficult times, but to keep the ship steady as it steers in a new direction.

A big piece of that is communication. Leaders need to cut through the press-release palaver about “exciting new opportunities” and explain in concrete, practical terms how the changes underway tie into the business’s objectives: What new moves are the company making, and how come? Disruptive leaders empathize with their teams and involve them in their thinking. Chaos with a final destination is somehow a little less chaotic, even if you can’t map out in advance every move that will take you there.

Faisal Hoque

"5 Habits Of Truly Disruptive Leaders" Fast Company. November 9, 2015.

the shock of that truth

Not telling others what you can see with your own eyes is the first step towards an early grave. When the business environment shifts and the accustomed approaches stop working, the last thing any business needs is a leader who suggests everyone keep calm and carry on.

Disruptive leaders are always testing to make sure their companies’ strategies are still effective–and say so when they aren’t. The more rapidly changes take place, the more crucial it becomes for leaders to take all their employees with them on the journey. The truth sometimes hurts, but it’s often the shock of that truth that prods people into taking actions and making decisions they might not have contemplated otherwise.

Faisal Hoque

"5 Habits Of Truly Disruptive Leaders" Fast Company. November 9, 2015.

years of effort

One of the biggest New Year's resolutions clichés involves someone saying they'll start going to the gym three times a week, attacking the goal passionately at first, and then fizzling out by mid-February.

According to [Jocko] Willink's explanation, the reason why such a resolution is so easily broken is that it's isolated and flexible. The alternative is to incorporate a level of discipline into your entire life, shifting your mindset and adjusting routines as necessary.

So instead of saying that for 2018 you'll go to the gym three times each week, set aside some gym clothes tonight, wake up 30 minutes earlier than usual tomorrow, and exercise. Keep forcing yourself to do that every morning, not three out of seven, and don't worry about annual goals at first.

"Getting stronger, healthier, smarter, wealthier — getting better — none of these things happen from a mere one day of effort," Willink said. They all takes weeks, months, and years of effort for results to show."

Richard Feloni

"A retired Navy SEAL commander explains exactly why people don't stick to their New Year's resolutions — and how you can do better" Business Insider. January 2, 2018.

be curious when receiving feedback

Be curious. The best inoculation against defensiveness is curiosity. Act like a detective pursuing a mystery called “I wonder why they feel that way?” Ask questions. Request examples. Stay curious until — even if you don’t completely agree — you can see how a reasonable, rational decent person would think what they think. Later, you can decide what you agree or disagree with, but for now, your goal is simply to learn. Curiosity inhibits defensiveness because it keeps the focus off of your self worth and on the experience of others.

Joseph Grenny

"The Key to Giving and Receiving Negative Feedback" by Joseph Grenny. Harvard Business Review. August 6, 2015.

set a vision and connect the dots

It's vital that once-in-a-career leaders set a compelling, inspiring vision that focuses employees and encourages the expenditure of their discretionary energy. It should be a vision grounded in strategic objectives and the values of the company.

When you set such a vision, employees show up with conviction and are passionate about building something together that makes a difference in something that matters. In the absence of a compelling vision, employees can flounder. Think about yourself and what it's like to work in a place that has no clear, inspiring vision--you feel rudderless.

It's just as important that the vision is then consistently communicated and that the leader helps each employee understand what their unique role is in delivering the vision.

Scott Mautz

"Developing These 5 Habits Will Make You a Once-in-a-Career Leader to Employees" by Scott Mautz. Inc. Jun 19, 2018.