Turn the Ship Around!

1. Shift from Leader-Follower to Leader-Leader for Empowered Teams

"The leader-leader structure is fundamentally different from the leader-follower structure. At its core is the belief that we can all be leaders and, in fact, it's best when we all are leaders."

Empower everyone as leaders. The traditional leader-follower model limits an organization's potential by relying on a single decision-maker. By shifting to a leader-leader approach, organizations can tap into the full intellectual capacity of every team member. This transformation involves:

• Distributing decision-making authority throughout the organization
• Encouraging initiative and ownership at all levels
• Fostering a sense of responsibility and accountability in every team member

The result is a more resilient, adaptable, and high-performing organization where everyone contributes their best ideas and efforts.

2. Divest Control to Increase Organizational Competence

"Control without competence is chaos."

Balance control and competence. Divesting control is not about abdication but about strategic delegation. To successfully implement this:

• Identify decisions that can be pushed to lower levels in the organization
• Provide necessary training and resources to build competence
• Gradually increase decision-making authority as competence grows

This approach creates a virtuous cycle where increased responsibility leads to greater competence, which in turn allows for more control to be divested. The key is to maintain a balance, ensuring that those making decisions have the necessary skills and knowledge to do so effectively.

3. Take Deliberate Action to Reduce Errors and Improve Performance

"Take deliberate action was the single most powerful mechanism that we implemented for reducing mistakes and making Santa Fe operationally excellent."

Act with intention. Deliberate action involves pausing before any significant action, vocalizing and gesturing toward what you're about to do, and then executing. This practice:

• Reduces automatic mistakes
• Allows for team intervention before errors occur
• Improves overall situational awareness

By implementing deliberate action, organizations can significantly reduce errors, improve safety, and enhance overall performance. This mechanism is particularly crucial in high-stakes environments but can be adapted to various industries to promote thoughtful, intentional work.

4. Embrace Clarity Through Continuous Learning and Communication

"We learn (everywhere, all the time)."

Foster a learning culture. Continuous learning and clear communication are essential for organizational clarity. To achieve this:

• Encourage curiosity and questions at all levels
• Implement mechanisms for sharing knowledge and experiences
• Regularly communicate organizational goals and strategies

By making learning a core part of the organizational culture, teams become more adaptable, innovative, and aligned with the organization's objectives. This approach also helps in breaking down silos and fostering a more collaborative work environment.

5. Foster a Culture of Trust and Responsibility

"Taking care of your people does not mean protecting them from the consequences of their own behavior."

Build trust through responsibility. A culture of trust and responsibility is fundamental to the leader-leader model. This involves:

• Giving team members the tools and authority to succeed
• Holding individuals accountable for their decisions and actions
• Supporting personal and professional growth

By fostering this culture, organizations create an environment where people feel valued, empowered, and motivated to contribute their best. This approach leads to higher job satisfaction, better retention, and improved overall performance.

6. Implement Mechanisms for Sustainable Leadership Change

"I was resolved to avoid this altogether. Instead of trying to change mind-sets and then change the way we acted, we would start acting differently and the new thinking would follow."

Act first, think later. To create lasting change in leadership style:

• Identify and implement specific mechanisms that embody the desired leadership approach
• Focus on changing behaviors rather than just attitudes
• Consistently reinforce new practices until they become habitual

Examples of mechanisms:

• "I intend to..." statements to encourage proactive thinking
• Deliberate action to reduce errors
• Immediate recognition to reinforce desired behaviors

By focusing on concrete actions and mechanisms, organizations can more effectively shift their leadership culture and sustain those changes over time.

7. Focus on Long-Term Excellence, Not Short-Term Metrics

"Focusing on avoiding errors takes our focus away from becoming truly exceptional."

Pursue excellence, not perfection. Shifting focus from error avoidance to excellence achievement:

• Encourages innovation and calculated risk-taking
• Motivates teams to strive for exceptional performance
• Creates a more positive and forward-thinking organizational culture

To implement this approach:

• Set ambitious, long-term goals that inspire excellence
• Celebrate successes and learn from failures
• Evaluate performance based on progress towards excellence, not just error reduction

This mindset shift can lead to breakthrough improvements and a more engaged, motivated workforce.

8. Encourage a Questioning Attitude Over Blind Obedience

"Do you want obedience or effectiveness?"

Value critical thinking. Encouraging a questioning attitude:

• Improves decision-making by considering multiple perspectives
• Enhances safety and performance by catching potential errors
• Fosters a culture of continuous improvement

To promote this:

• Explicitly encourage questions and alternative viewpoints
• Reward those who speak up with concerns or suggestions
• Model the behavior by questioning your own assumptions and decisions

This approach creates a more resilient organization capable of adapting to changing circumstances and avoiding groupthink.

9. Recognize and Reward Initiative Immediately

"USE IMMEDIATE RECOGNITION TO REINFORCE DESIRED BEHAVIORS is a mechanism for CLARITY."

Reinforce positive behaviors promptly. Immediate recognition:

• Clearly communicates what behaviors are valued
• Motivates continued excellent performance
• Strengthens the connection between actions and organizational goals

Implementation strategies:

• Develop a system for on-the-spot recognition
• Empower all levels of leadership to provide immediate positive feedback
• Ensure recognition is specific, sincere, and tied to organizational values

By making recognition timely and meaningful, organizations can more effectively shape their culture and drive desired behaviors.

10. Begin with the End in Mind for Personal and Organizational Growth

"BEGIN WITH THE END IN MIND is an important mechanism for ORGANIZATIONAL CLARITY."

Set clear, long-term objectives. Starting with the end goal in mind:

• Aligns individual and team efforts with organizational objectives
• Provides a clear direction for decision-making
• Motivates by connecting daily actions to larger purposes

Practical application:

• Have team members write their end-of-tour awards or performance evaluations
• Develop specific, measurable long-term goals for the organization
• Regularly review and adjust goals to ensure they remain relevant and inspiring

This approach ensures that everyone understands not just what they're doing, but why they're doing it, leading to more motivated and effective teams.

Last updated: August 9, 2024