Leadership Is Language: The Hidden Power of What You Say--And What You Don't

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In September 2015, a container ship named El Faro set sail from Florida to deliver goods to Puerto Rico. The ship maintained its usual route, despite warnings from the crew about treacherous conditions caused by Hurricane Joaquin. The dangerous waters were insurmountable. El Faro sank off the coast of the Bahamas.

When an organization repeatedly enforces the idea that people should do as they're told without question or suffer consequences, they learn to be absolutely certain that each action is correct before taking it. The End of Redwork: Complete. Your language should center around reaching the goal, not endlessly slogging along the conveyor belt as is, even if things are not working. As the work continues – and options diminish – there will be less bluework and more redwork. “Rest and celebrate” when a goal is achieved.Pay attention to share of voice. If there are four people and each person says 25% of the words spoken, you have a perfectly balanced share of voice. One aspect of the El Faro tragedy is how unevenly the talking time was shared on the bridge. From the acclaimed author of Turn the Ship Around! , former US Navy Captain David Marquet, comes a radical new playbook for empowering your team to make better decisions and take greater ownership. AZIZ, H. (2019) Why is humility so relevant for leaders and can it be developed through coaching? Strategic HR Review. Vol 18, No 1. Reviewed in In a Nutshell, issue 85. Ways to prevent workplace alienation include transparent communication, an open-door policy and employee recognition programs. Learning the language of leadership

If one person’s ideas seem off, run The Collaborate Play. The leader should “recognize and celebrate the divergent thinking” that “could be the source of innovation and improvement” (p. 261). Based on what you are telling me, it sounds like you need four to six hours in the next two weeks. I can commit to three hours next week, and three the week after that. The rest of my time is already committed to other projects, and after that, I have full-time commitments to other projects, so if your project carries over, you will have to find another set designer. How well does that work for you?" That way, if Andy does commit, it will be on his terms, not his colleague's.If someone else had to take over this project, what would you say to them to make it even more successful?" In a fast-paced age of innovation, we need new leadership strategies, starting with language. “After all, what is leadership but language?” In these blinks, you’ll learn to identify outdated formulations you’re probably still using – and to develop new ones better suited to the workplace of today. We need to always remember that the organization is perfectly tuned to deliver the behavior we see, and people's behaviors are the perfect result of the organization's design. As individuals, we should embrace our responsibility for being the best we can be within the design of the organization. But as leaders, our responsibility is to design the organization so that individuals can be the best versions of themselves. Leaving Bluework Behind: Commit. Commitment is fostered when collaboration has occurred. Commitment is implemented best when both learning and action are valued and tasks are performed in manageable “chunks.”

Collaborate, don’t coerce. Consider letting the doers be the deciders, you be the decision evaluator; encourage the sharing of ideas, be vulnerable, and recognise and accept that others can contribute to thinking and understanding. In the old model, leadership was coercive. It was about getting people to comply with decisions they had no part in conceiving. Today, many leaders see the benefit of including everyone in decision-making processes, but are often ill-equipped to execute that play. Examples: participants to invidually and anonymously write down guesses before having group discussions (VS all suggestions being measured against and not far off from first proposed answer); another approach is to encourage asking good questions: "what am I missing?"; actively inviting dissent rather than subtly encouraging consensus. The transcription from the conversations between crew members serves as an example of the failure of language. The organizational culture failed the crew members and led to their demise. “Encouraging people to speak up, or even ‘empowering’ them with statements like ‘don’t hesitate to change course’ in an environment of top-down decision-making, simply does not work” (p. 25).If someone else had to take over this project, what would you say tot hem to make it even more successful? The Collaborate Play runs in bluework – thinking and decision-making. Collaboration should produce a hypothesis that can be tested during redwork. Early studies on leadership focused on the traits and behaviours of individuals in senior positions. As a result, leadership is often perceived as an individual competence or role. Yet, in more modern and agile organisations, all employees need leadership qualities. The specific aims and focus of leadership may vary depending on a person's role and their organisation. What is an effective leadership style? Staff need freedom in deciding what to do or how to accomplish the task, a sense of control over one's working ideas. Collaborate instead of coercing (Vote first, then discuss. Use a fist to show zero then fingers up to 5)