My Notes Flashcards
A government by the people selected on the basis of their ability
Meritocracy
Keep it real bring people together
Rule number one managing the abstraction
Keep it manageable, obey Dunbar’s number
Rule number two managing the extraction
Meet the people you help
Rule number three managing the extraction
Give them time, not just money
Rule number four managing the abstraction
Be patient remember the rule of seven days and seven years
Rule five managing the abstraction
Take advantage of your millennials
Mentor and support them
Lead by example
Talk about your failures
Give them the opportunity to fall
Offer more opportunity to develop human skills
Help them love themselves
Take a chance on them
They are the leaders of the future but we are the leaders now
Number one complaint about millennials
Entitlement
What millennials can do?
Solve your problems
Push to completion
Beg for criticism
Sacrifice credit
Call Turkey your phone
Giving credit where credit is due goes a long way to build a circle of safety, and creating an environment of mutual respect between boss and employee
Sacrifice credit
page 299
I know of no case study in history that describes an organization that has been managed out of a crisis
Every single one of them was led
The true cost of the leadership privilege comes at the expense of:
Self interest
Organizations where people share values and are valued succeed:
Over the long-term in both good and bad times
People dream of a better future, and invest time and effort, and learning more do more for their organizations and along the way, become leaders themselves
When leaders inspire those they lead
The will to succeed in the desire to do things that advanced the interest of the organization, aren’t just motivated by recognition from above:
They are integral to a culture of sacrifice and service, in which protection comes from all levels of the organization
What is Johnny Bravo’s single greatest asset he has to do his job?
Empathy
Because they would’ve done it for me
Exceptional organizations, all have cultures in which the leaders provide cover from above, and the people on the ground lookout for each other
This is the reason they are willing to push hard and take the kinds of risks they do and the way they do this is with empathy
According to Chapman, to earn the trust of people, leaders of an organization must first:
Treat employees like people to earn trust he must extend trust
When there is a sense of belonging, people feel relaxed and valued this type of caring environment allowed people to fully:
Engaged their heads and hearts
A new culture of caring allows the people in strategies to flourish. This is what happens when the leaders of an organization listen to the people who work there.
Working with a sense of obligation, is replaced by working with a sense of pride, and coming to work for the companies replaced by coming to work for each other work is no longer a place of dread. It is a place to feel valued.
Truly Human Leadership
When people have to manage dangerous from the inside, the organization itself becomes less able to face the dangers from the outside,
Truly Human Leadership creates an environment, in which people feel they can express themselves honestly, and be recognized and celebrated for their progress
Truly humanly leadership should protect an organization from the internal rivalries that can shatter a culture
Those who have an opportunity to work in an organization that treat them like human beings to be protected rather than a resource to be exploited
Come home at the end of the day, with an intense feeling of fulfillment and gratitude
According to Chapman being a leader:
Is like being a parent and the company is like a new family to join
One that will take care of us in sickness and in health
