Good Authority

1. Embrace vulnerability to become a Good Authority

"The deepest purpose of a business is to change the lives of the people who work there."

Redefine leadership purpose. Good Authority is about becoming a true mentor to your team members. It requires admitting that you don't have all the answers and opening yourself up to vulnerability. This shift in mindset allows leaders to see their role as facilitators of personal and professional growth, rather than just problem-solvers or decision-makers.

Create a new agreement. To truly change company culture, leaders must initiate a new agreement with their team:

• The CEO must openly acknowledge their limitations and desire for change
• Employees must take 100% responsibility for their actions
• Both parties must recognize that personal and professional growth are inseparable

By embracing this vulnerability and new agreement, leaders can create an environment where everyone is invested in each other's growth and the overall success of the organization.

2. Shift from strength-based to growth-oriented leadership

"Sometimes our greatest strength is also our greatest weakness."

Challenge conventional wisdom. Traditional leadership focuses on leveraging strengths, but Good Authority suggests that overreliance on strengths can become a liability. Instead, leaders should help team members identify and work through their limitations, fostering personal growth that translates into professional success.

Encourage productive tension. Growth requires discomfort and challenge. As a leader, your role is to:

• Create opportunities for team members to confront their weaknesses
• Provide support and guidance through the growth process
• Celebrate small wins and progress along the way

By shifting focus from strengths to growth, leaders can unlock hidden potential in their teams and create a more dynamic, adaptable organization.

3. Address micro-behaviors to foster accountability

"Sweat the small stuff."

Focus on daily actions. Micro-behaviors are the small, often overlooked actions that significantly impact team dynamics and overall culture. By addressing these behaviors, leaders can create a foundation for accountability and growth.

Key areas to observe and address:

• Time management and punctuality
• Communication habits and follow-through
• Willingness to take risks and speak up
• Ability to embrace mistakes and learn from them
• Ownership of tasks and responsibilities

By consistently addressing micro-behaviors, leaders can help team members develop self-awareness and take responsibility for their actions, leading to improved performance and a more positive work environment.

4. Implement the Accountability Dial for effective mentoring

"Accountability is a skill."

Master the art of accountability. The Accountability Dial is a structured approach to mentoring that helps leaders address issues progressively and effectively. It consists of five stages:

1. The Mention: Casual observation of a behavior
2. The Invitation: More formal discussion of the issue
3. The Conversation: In-depth exploration of the problem and its impact
4. The Boundary: Setting clear expectations for change
5. The Limit: Final opportunity for improvement before consequences

Customize your approach. The key to successful implementation is:

• Adapting the process to each individual and situation
• Maintaining a supportive and growth-oriented mindset throughout
• Following through consistently to build trust and credibility

By mastering the Accountability Dial, leaders can create a culture of continuous improvement and personal responsibility.

5. Cultivate cultural listening to uncover hidden dynamics

"Listening is being able to be changed by the other person."

Develop deep awareness. Cultural listening involves looking beyond surface-level issues to understand the underlying dynamics that shape team behavior and performance. This skill helps leaders identify and address root causes of problems rather than just symptoms.

Key practices for cultural listening:

• Assume disgruntled employees are spokespersons for larger issues
• Recognize that problems often collect interest over time
• Listen for the meaning behind what people say, not just the words

By honing cultural listening skills, leaders can create an environment where team members feel heard and valued, leading to increased engagement and more effective problem-solving.

6. Transform from Superman to Yoda in leadership style

"More Yoda, Less Superman."

Redefine heroic leadership. The traditional "Superman" approach to leadership, where the leader swoops in to save the day, can be disempowering for team members. Instead, adopt a "Yoda" mentality, focused on guiding and empowering others to find their own solutions.

Key shifts in leadership approach:

• Ask questions instead of giving answers
• Create space for team members to struggle and grow
• Provide support and wisdom without taking over
• Trust in the potential of your team to solve problems

By making this transition, leaders can foster a more resilient, creative, and self-reliant team capable of handling complex challenges.

7. Recognize and adapt to employee archetypes for personalized growth

"Accountability is a personal process."

Tailor your approach. Understanding the five employee archetypes allows leaders to customize their mentoring and accountability strategies for maximum impact. The archetypes are:

1. The Pragmatist: Execution-focused, needs encouragement to be creative
2. The Provocateur: Idea-driven, needs help with boundaries and teamwork
3. The Stabilizer: Detail-oriented, needs support in seeing the big picture
4. The Collaborator: Relationship-focused, needs push to take individual stands
5. The Energizer: Action-oriented, needs guidance in reflection and planning

Balance strengths and growth areas. For each archetype:

• Acknowledge their natural strengths
• Challenge them to develop complementary skills
• Provide specific assignments and accountability measures tailored to their growth needs

By recognizing and adapting to these archetypes, leaders can create personalized growth plans that help each team member reach their full potential while contributing to the overall success of the organization.

Last updated: October 6, 2024