“Jocko Willink’s book “Leadership Strategy and Tactics” places a major emphasis on developing strong connections, putting people first, and accepting responsibility for team failures. Willink, a former US Navy SEAL and founder of leadership consulting program Echelon Front, combines his previous leadership principles into a field manual in this book.
The book offers more than 30 bits of advice on leadership, divided into four themes: modesty, connections, accountability, and balance. To assist readers in putting Willink’s ideas into practice in their everyday lives, the article goes into great depth on these topics and offers parallels to other leadership works as well as perspectives from psychologists and leadership specialists.
The Importance of Leadership
This section of the manual will examine Jocko Willink’s idea of leadership and emphasize its significance. We will distinguish leadership from manipulation and stress the need of it for success.
What Is Leadership?
In conclusion, Jocko Willink asserts that effective leadership entails mobilizing others to work toward a common objective. It involves motivating your team to do what you want them to do, but for the common good rather than for your own benefit, which distinguishes it from manipulation. Willink argues that true leadership involves serving your team and achieving a shared mission, leading to long-term success and a loyal following.
Is Manipulation Ever Ethical?
Willink contends that leadership and manipulation are distinct, although a second expert disputes this claim, claiming that certain ethical leadership philosophies would recognize manipulation as a tactic. Kantian philosophy deems manipulation ethical when it considers the manipulated individual’s interests and treats them as an “end in themselves.” If manipulation results in greater good than greater evil, according to utilitarian philosophy, the larger good should take precedence over individual satisfaction.
Why Leadership Matters
In his book, “Leadership Strategy and Tactics,” Willink emphasizes the importance of leadership and how it can benefit both the team and the individual. Willink believes that by being a good leader and putting others before yourself, you can help your team achieve success and reach collective goals more efficiently.
Willink proposes that service-oriented leadership results in success both as a leader and an individual. Although he doesn’t explain the reason behind this, research indicates that helping others can enhance personal fulfillment and meaning by reinforcing self-worth and fostering stronger connections.
Good Leaders Are Humble
Willink advocates for leaders to exhibit humility by recognizing that every team member is equally essential. The following section examines how leaders who demonstrate humility can earn the respect and loyalty of their team. It also emphasizes the importance of humility in making informed decisions and improving leadership skills.
Practice Humility to Earn Respect From Your Team
Leaders must avoid placing themselves above their team, as this can lead to resentment and reduced motivation. Adopting a humble approach and collaborating with the team can encourage cooperation and help achieve shared goals. Acting humbly also fosters respect, which can enhance followership.
To cultivate humility and gain the team’s respect, three recommended practices are avoiding condescending language, engaging in daily tasks with the team, and offering compliments when addressing conflicts. It is essential to note that authentic intentions behind these actions are critical to establish trust and respect among the team.
- To obtain the team’s respect and collaboration, leaders should exhibit humility. This involves avoiding condescending actions and language, participating in day-to-day tasks with the team, and responding to conflicts by offering genuine compliments.
- When addressing the team, use language that acknowledges their value and avoid exhibiting superiority through body language. Avoid considering any task beneath you and work alongside the team when performing necessary chores and duties.
- When encountering conflict, respond confidently by offering genuine and specific compliments, as this can enhance the team’s trust and respect towards you.
Practice Humility to Make Better Leadership Decisions
Humble leadership can gain the team’s respect and improve receptiveness to their ideas. Being too prideful may lead to pointless arguments and missed opportunities for valuable input. Adopting humility helps leaders be open to advice and make better decisions.
To humbly accept criticism, prepare general responses and recognize that it is not a personal attack. Objectively assessing ideas and selecting the best one, regardless of its origin, strengthens relationships and builds trust.
This article highlights the significance of adopting humility as a leader to gain respect from the team and improve idea reception. It suggests three ways to accept criticism humbly, such as acknowledging feedback from anyone, not being rigid about one’s ideas, and learning from everyday leadership examples. The article emphasizes the importance of being receptive to feedback and continuously learning as a leader to make informed decisions and enhance team cohesion. Additionally, it provides advice on how to prepare for and respond to criticism constructively.
Good Leaders Build Relationships With Their Team
Earning team respect is critical for leaders to build a robust team. Practicing humility helps leaders listen to team ideas and accept criticism.
Building strong relationships is pivotal for team success, as it is based on trust, which can be achieved through empowering team members, regular communication, and honesty. Strong relationships enhance creativity, collaboration, productivity, job satisfaction, and retention.
Empower Your Team to Lead
To build trust and strong relationships with your team, give them the freedom to decide how to accomplish tasks after clearly communicating what needs to be done and why it matters.
Empowering your team to lead not only increases commitment to the mission, but also develops their leadership skills.
Delegating duties also allows you to focus on bigger-picture issues and support the team. However, in urgent or indecisive situations, executive decisions may be necessary.
If you normally give your team the freedom to shape plans, they will trust and follow you even in these situations, according to Willink.
Empower Your Children to Make Decisions
Willink’s advice on giving responsibilities to your team can also be applied to parenting. Allowing children to make decisions helps them develop critical thinking skills, build trusting relationships, and become more resilient.
Parents can teach children that mistakes can be fixed and it’s okay to have mixed feelings about a decision. Encouraging and trusting children’s decision-making abilities will motivate them to trust their parents in return.
A Note About Empowering Your Team to Cultivate Self-Discipline
Willink advises that promoting self-discipline within your team is crucial for maximum effort and success. External discipline may suffice, but it won’t inspire the same level of commitment and effort as self-discipline.
By explaining why their tasks are essential to their personal success and the team’s goals, your team can cultivate self-discipline, leading to more motivation and control over their behavior. While external discipline may still be necessary, the ultimate goal is for the team to adopt self-discipline voluntarily.
The Relationship Between Motivation, Habits, and Self-Discipline
Psychologists suggest that self-discipline is enhanced by both motivation and good habits, and the two may be connected. Intrinsic motivation, which stems from internal enjoyment or interest, is more effective than external motivation based on rewards or punishments for creating successful habits.
Studies have shown that external motivation is short-lived and ineffective, while intrinsic motivation leads to long-lasting success in achieving goals. In weight loss studies, intrinsic motivation and discipline were found to be necessary for long-term success. Similarly to Willink’s theory, it is believed that self-sustaining behavior is developed once an individual finds enjoyment in it.
Communicate Regularly With Your Team
Good communication is crucial for a strong team. Poor communication leads to confusion about roles and mission, decreasing morale and causing the team to fail. Quality communication includes understanding team members’ perspectives and validating their emotions, as well as occasional workshops and cross-training to build team relationships. However, boundaries should be set if negative thoughts or emotions become overwhelming.
Make Your Instructions Simple and Clear
Effective communication is key to building strong team relationships. Poor communication can lead to confusion and decreased morale, ultimately leading to team breakdown. To avoid this, regular and quality communication is necessary. It’s important to understand team members’ perspectives by learning about their roles and responsibilities and asking for feedback on how to improve operations. Communication should be clear and accessible, using various formats.
Tell Your Team the Truth
To maintain strong relationships with your team, it’s important to always be truthful, even if it’s uncomfortable or challenges their beliefs. Concealing negative information can lead to harmful rumors and self-fulfilling prophecies. However, there are cases where transparency may be harmful, such as when it involves personal issues or jeopardizes long-term interests. Address problems promptly and don’t delay delivering bad news.
Organize Your Problems, Then Address Them
Gino Wickman, in Traction, suggests categorizing problems into three lists based on their severity. The first list is for non-urgent issues that can be addressed during quarterly meetings, while the second and third lists are for more urgent strategic and departmental issues that require weekly attention, respectively. This system can help effectively manage and prioritize problems.
Good Leaders Take Responsibility for Their Team’s Problems
Leaders must take “radical responsibility” for any problems within their team instead of blaming others. This motivates the team to find solutions and prevents future issues. Additionally, Willink offers guidance on making effective decisions that lead to solutions.
Benefits of Radical Responsibility
“Radical responsibility” means taking complete ownership of all problems related to your team and mission, accepting responsibility for any issues that arise, and taking proactive measures to prevent future problems. Adopting this mindset allows leaders to effectively solve problems and avoid mistakes.
Can Radical Responsibility Lead to Burnout?
Scott Peck agrees with Willink that taking responsibility for problems leads to solutions, but an excessive sense of responsibility can lead to neurotic behavior and lower quality of life. The Subtle Art of Not Giving a F*ck suggests distinguishing between fault and responsibility – fault concerns the uncontrollable past, while responsibility concerns the present.
Taking responsibility sets an inspiring example for your team and is contagious. To encourage a culture of radical responsibility, Built to Last suggests aligning your team with your culture’s values. The most important leadership quality that sets long-lasting companies apart is a long-term vision and concern for organizational culture.
Make Effective Decisions
The next step after taking responsibility for a problem is to detach from emotions and prioritize the issues that need to be addressed in order to make a decision that can solve it.
Detach From the Situation
To solve problems effectively, leaders should detach emotionally and prioritize issues based on their impact on the team’s mission. Physical distancing, deep breathing, and focusing on the big picture can aid detachment. Leaders should delegate tasks and intervene only in issues beyond their team’s capabilities. Techniques such as the “five whys” can be used to understand the root cause of a problem by immersing in details.
Carry Out Difficult Decisions Gradually
When unsure about the best decision, taking small steps based on your best guess can prevent overinvestment in the wrong direction and allow for adjustments. This approach helps to adapt over time, maintain focus on individual goals, and increase predictability for shorter time frames. A retail manager suspecting employee theft could start by asking for closer watch on sections and double-counting drawers.
Good Leaders Are Balanced
Willink emphasizes the importance of balance in leadership across various critical areas. Let’s dive into these areas and understand why balance is necessary for effective team management.
Balance Between Optimism and Realism
Effective leaders maintain a balanced attitude during tough times by avoiding extreme negativity or optimism that can harm morale and credibility. They acknowledge the situation’s reality and focus on finding solutions. According to Stoic philosophy, difficult situations can be viewed as opportunities for growth and discovering hidden solutions.
Balance Between Praise and Criticism
Balancing positive and negative feedback is crucial when providing feedback to your team. Solely praising them can lead to complacency, while only criticizing can demotivate them. Instead, balance your feedback by recognizing their strengths while also providing suggestions for improvement.
Be honest and specific when providing negative feedback, back it up with data, and place it within the context of their overall performance. It’s important to tailor your feedback approach to the individual’s personality and sensitivity.
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