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  • Principle #5: Set the Example

    🧭 Principle #5: Set the Example

    🎯 Introduction

    In leadership, your actions speak louder than any directive. Principle 5, Set the Example, is the pivot point where credibility is earned, not claimed. Whether you’re leading Marines, managing an IT team, or building a federal contracting firm, your behavior becomes the blueprint others follow. This post explores how setting the example translates across military and civilian domains, and why it’s the linchpin of trust, discipline, and transformation.

    We’ll walk through the tactical meaning of this principle, decode its civilian application, and offer symbolic tools to reinforce it in your daily leadership. Then we’ll close with a challenge, your Final Formation.

    🧠 Core Insight

    Setting the example is not about perfection, it’s about consistency. Your team watches how you handle pressure, setbacks, and success. They learn more from your tone in a crisis than from your words in a meeting. In digital transformation, cybersecurity, or agile teams, the leader’s behavior sets the cultural temperature.

    Core Insight: Your example is the silent architecture of your team’s behavior.

    🛠️ Core Concepts

    • Visibility is Leadership Leaders who stay behind closed doors lose moral authority. Visibility builds trust. Be present, especially when things go wrong.
    • Discipline is Contagious If you show up early, prepared, and focused, your team will mirror that. If you cut corners, they’ll follow suit.
    • Symbolic Consistency Matters Your tone, attire, workspace, and digital habits all send signals. In IT leadership, even your inbox hygiene or meeting punctuality sets a standard.
    • Emotional Control is Tactical Leaders must model emotional discipline. In DevOps culture or federal contracting, calm under pressure is a force multiplier.
    • Walk the Walk, Don’t Just Talk the Talk Leadership demands authenticity. Leaders must embody the standards they expect, demonstrating through actions rather than empty words. This consistency builds credibility and inspires genuine followership.
    • Winning is a Habit, So is Failure Vince Lombardi famously said, “Winning is a habit. Unfortunately, so is failure.” Leaders must cultivate winning habits through consistent example and discipline, knowing that the behaviors they model daily shape the culture and outcomes of their teams.

    Sage Advice: Don’t just tell them what excellence looks like, show them, daily.

    🪖 The Basic School Five Horizontal Themes

    The five horizontal themes represent foundational leadership lessons forged through intense physical and mental challenges designed to prepare leaders to guide Marines in any environment. These themes embody the essential qualities and capabilities required to lead effectively at the point of friction, where leaders bring order to chaos, set the tone, and embody the standard. They are not abstract ideals, but practical, lived principles that translate directly into civilian leadership contexts.

    1. A leader of exemplary character, selflessly devoted to leading Marines 24/7

    Civilian counterpart: A leader who embodies unwavering integrity and ethical commitment, inspiring trust and loyalty in their team.

    1. Proficient in individual to platoon level warfighting skills, weapons, and tactics

    Civilian counterpart: Mastery of core professional skills and tactical knowledge that builds credibility and confidence within the organization.

    1. A leader with a bias for action, able to adapt to the environment rapidly, decide, communicate, and act in the fog of war

    Civilian counterpart: Decisive and adaptable leadership that thrives in uncertainty, driving innovation and responsiveness.

    1. Embraces the naval character, expeditionary nature, and the Corps warrior ethos

    Civilian counterpart: Commitment to organizational values, teamwork, and a resilient work ethic that fosters a strong culture.

    1. Mentally and physically tough

    Civilian counterpart: Demonstrates resilience and stamina under pressure, setting a tone of perseverance and composure.

    Leadership development is a journey shaped by the examples set by those who lead before us. As leaders grow, they reflect on the qualities they admired and those they wished to avoid in their own mentors. This reflective process allows emerging leaders to adopt the best practices and discard ineffective behaviors, crafting a leadership style that is both authentic and effective.

    An important concept to consider is that your leadership and personal growth are influenced profoundly by the company you keep. It is often said that you are the sum of the five people you spend the most time with. To achieve high results and soar like an eagle, it is essential to surround yourself with individuals who challenge and elevate you, rather than those who limit your potential. This principle underscores the importance of intentional relationships in leadership development, fostering an environment where excellence is the norm and mediocrity is left behind.

    🪖 Military to Civilian Translation

    Military ConceptCivilian Equivalent
    Visibility is LeadershipBeing present and accessible to your team builds trust and authority
    Discipline is ContagiousModeling punctuality, preparation, and focus encourages team accountability
    Symbolic Consistency MattersConsistent professional behavior and environment set cultural norms
    Emotional Control is TacticalMaintaining composure under pressure inspires confidence and stability

    💬 Discussion Prompt

    Think of a leader you respected deeply. What specific behaviors made you trust them? Now ask yourself, are you modeling those same behaviors for your team?

    🧩 Application Across Domains

    • Federal Contracting: Your example sets the tone for compliance, client trust, and internal discipline. If you cut corners, your team will too.
    • IT Strategy: In digital transformation, leaders must model adaptability. If you resist change, your team will stall.
    • Cybersecurity: Vigilance starts at the top. If you reuse passwords or ignore updates, your team will follow suit.
    • Agile Teams: Leaders must model feedback culture. If you shut down dissent, agility dies.

    🧵 Final Formation

    We began by stating that Principle 5, Set the Example, is the silent architecture of leadership. Through visibility, discipline, symbolic consistency, and emotional control, you shape your team’s behavior more than any policy ever could. Whether in federal contracting, IT leadership, or family business, your example is your legacy.

    Final Formation: Your team will follow your example, make it worth following.

    Disclaimer: The views expressed in this post reflect those of the author and are intended for educational and leadership development purposes.

  • Principle #4: Keep Your Marines Informed

    📣Principle #4: Keep Your Marines Informed

    🧨 Introduction

    In leadership, silence is rarely neutral. It either signals calm confidence or breeds confusion. This post explores the fourth principle, “Keep your Marines informed”, as a tactical discipline in communication. We’ll unpack how timely, clear, and mission-aligned information flow builds trust, prevents drift, and reinforces shared purpose. Whether you’re leading a platoon, a startup, or a classroom, this principle translates into a powerful civilian habit: intentional transparency.

    🦢 Core Concepts

    • Feedback loops as command-and-control mechanisms Control in any battlespace, whether corporate or combat, comes from understanding and appreciating what is happening. This understanding is achieved through effective feedback loops. Leaders identify information requirements, communicate them clearly with their teams, and make timely decisions based on the incoming data.
    • Information is a force multiplier In the field, a well-informed Marine is a prepared Marine. In business or education, the same holds true. Leaders who communicate clearly reduce friction, increase initiative, and foster psychological safety.
    • Clarity beats charisma While charisma may inspire, clarity sustains. Leaders must prioritize substance over style when conveying mission updates, expectations, or changes. The goal is not to impress, but to equip.
    • Communication is a two-way street Keeping your people informed also means listening. Feedback loops, open channels, and active listening are essential to ensure the message lands and evolves.
    • Timeliness matters Late information is often worse than no information. Leaders must develop rhythms of communication that anticipate needs, not just react to problems. Speed builds tempo, creating a rhythm that keeps teams proactive and decisive. Bad news doesn’t get better with time; it’s best to get information into the hands of decision-makers quickly so decisive action can be taken. This principle aligns with MCDP-1’s concept of warfighting speed as a weapon. However, speed alone is not enough; it must be coupled with actioning the right information. Passing information is insufficient unless it enables leaders to make informed decisions. Furthermore, you can be on the right track, but if you’re not moving fast enough, you will still get run over. Late information is just as detrimental as no information at all.
    • Actioning the right information matters It is not enough to simply pass information; it must be the right information that allows leaders to make timely and effective decisions. Communication is a way to conspire with the universe to speak into existence the things that you desire.
    • Context builds commitment Sharing the “why” behind decisions fosters buy-in. When people understand the mission’s purpose, they’re more likely to own their role in it.

    Sage Advice: Never assume silence equals understanding. If you haven’t said it clearly, it hasn’t been heard.

    📤 Military to Civilian Translation

    Military ConceptCivilian Equivalent
    “Keep your Marines informed”“Communicate clearly and consistently”
    Situation reports (SITREPs)Weekly team updates or project briefs
    Chain of command updatesOrganizational memos or leadership emails
    Mission briefingsStrategic planning sessions or kickoff calls
    Field ordersTask assignments with context and deadlines

    💡 Core Insight

    Leadership communication is not just about passing information, it’s about shaping perception, reinforcing values, and enabling action. The best leaders don’t just inform, they align.

    📣 Discussion Prompt

    Think of a time when poor communication disrupted a team’s momentum. What could the leader have done differently to keep everyone informed and engaged?

    🦻 Final Formation

    We began with the idea that silence can either stabilize or sabotage. Throughout this post, we explored how intentional communication, timely, clear, and contextual, transforms leadership from reactive to proactive. Whether briefing Marines or mentoring interns, the principle remains: informed teams are empowered teams. Keep them in the loop, and you keep them in the fight.

    Disclaimer: The views expressed in this post reflect those of the author.

  • Principle #3: Know Your Marines and Look Out for Their Welfare

    🛍 Principle #3: Know Your Marines and Look Out for Their Welfare

    🪖 Introduction: Leadership Begins with Loyalty

    In this post, we explore the third principle of leadership, one that shifts the spotlight from self to service. If the first two principles build internal strength, this one demands external awareness. To lead well, you must know your people, not just their names and roles, but their rhythms, stressors, and aspirations. This principle is about stewardship, not surveillance. It’s about building trust through presence, empathy, and action.

    We’ll unpack what “knowing your Marines” means in both military and civilian contexts, explore how welfare translates into performance, and offer symbolic tools for leaders to apply this principle in daily practice. Then we’ll close with a summary in our Final Formation, a discussion prompt, and a translation table to bridge the gap between tactical leadership and modern management.

    🧠 Core Insight: Welfare Is a Strategic Asset

    🔍 Recognition Fuels Performance

    People who are noticed, recognized, and feel appreciated always do more and contribute more than expected. Recognition isn’t just a reward, it’s a catalyst for excellence. Leaders who build a culture of appreciation unlock discretionary effort, the kind that isn’t demanded but freely given.

    Sage Advice: Make recognition a daily discipline. Praise in public, affirm in private, and never underestimate the power of a handwritten note or a well-timed thank you.

    📊 Baseline Awareness and Behavioral Shifts

    Knowing your team members’ baseline, how they typically show up, communicate, and perform, allows you to detect when something shifts. These changes are often signals, not noise. They create openings for inquiry, empathy, and resolution before performance suffers. Leaders who notice and act early can prevent burnout, disengagement, or deeper issues from taking root.

    Sage Advice: Observe with intention. If someone seems “off,” ask with care. “I noticed you’re quieter than usual, everything okay?” opens the door without judgment.

    🏠 Work and Home Are Intertwined

    There’s a common but flawed belief that work and home are separate domains, that one doesn’t affect the other. But this thinking ignores a deeper truth: the self and the work are intimately intertwined. A leader may notice a high-performing team member suddenly withdrawing or missing deadlines. The instinct might be to address the behavior, but the wiser move is to ask what’s changed. Often, the answer lies beyond the office, a sick child, a financial strain, a personal loss. These aren’t distractions from work; they’re part of the human experience that shapes how we show up.

    This is where the phrase “Wherever you go, there you are” becomes more than a clever saying. It’s a reminder that we carry ourselves into every domain, our habits, our stress, our values, our wounds. Leaders who understand this interconnectedness lead with greater compassion and effectiveness.

    Having traveled the world twice over, I’ve found that people are people. At the end of the day, we’re all just trying to make sense of the chaos, find connection, and maybe score a decent cup of coffee. Humor aside, this truth reinforces the universality of human needs and the importance of leadership that sees beyond the surface.

    Sage Advice: Don’t compartmentalize your people. Lead the whole person. Ask about their weekend, their family, their goals. It all matters.

    🛡️ Welfare Means Preparation, Not Just Provision

    Looking out for their welfare means more than three hots and a cot. It means training your Marines to a point where they are prepared for what they may face in life and in combat. As the saying goes, “Let no one’s ghost come back to say if they were only trained better.” We owe it to our teams to make them successful. At the end of the day, the team’s success is the leader’s success. And leaders are responsible for everything they do and fail to do.

    This is where Steve Jobs’ wisdom applies: “Train your team so they can go anywhere but treat them so well that they don’t.” It’s not just about capability, it’s about commitment. Leaders who invest in both create teams that are loyal, lethal, and lasting.

    Sage Advice: Train like lives depend on it because they do. Set high standards, rehearse contingencies, and never outsource accountability.

    🛡️ Tactical Breakdown

    • Know your Marines means more than memorizing bios. It’s about understanding their strengths, weaknesses, family situations, career goals, and stress signals.
    • Look out for their welfare includes physical safety, mental health, professional development, and fair treatment. It’s proactive, not reactive.
    • Presence matters, leaders who walk the floor, check in regularly, and listen without judgment build trust that can’t be faked.
    • Symbolic leadership, welfare can be tracked symbolically, through rituals, check-ins, and visual dashboards that reflect team health.

    🧲 Military to Civilian Translation Table

    Military ConceptCivilian Equivalent
    “Know your Marines”Know your team members
    “Look out for their welfare”Prioritize employee well-being
    “Unit cohesion”Team culture and collaboration
    “Morale checks”One-on-one meetings, pulse surveys
    “Field conditions”Workplace environment and resources
    “Chain of command support”Managerial advocacy and HR alignment

    💬 Discussion Prompt

    Think of a time when a leader truly looked out for your welfare. What did they do that made you feel seen, supported, or safe? How can you replicate that experience for someone on your team this week?

    🧹 Application Framework: The CARE Model

    Use this mnemonic to apply Principle #3 in civilian leadership:

    • Check-in regularly
    • Advocate for resources
    • Recognize stress signals
    • Elevate their goals

    This model turns welfare into a repeatable leadership habit.

    🢚 Final Formation

    We began by stating that leadership shifts from self to service. Principle #3, “Know your Marines and look out for their welfare,” reminds us that loyalty is earned through presence, empathy, and action. Welfare isn’t a soft metric, it’s a strategic one. By knowing your people and caring for their well-being, you build trust, unlock performance, and create a culture of commitment. Whether you lead a squad or a startup, this principle is your compass for human-centered leadership.

    Disclaimer: The views expressed in this post reflect that of the author.

  • Principle #2: Be Technically and Tactically Proficient

    Introduction

    🛠️ Principle #2: Be Technically and Tactically Proficient

    Introduction

    Before you can lead others with confidence, you must first master your craft. This principle is not about perfection, it’s about preparation. Technical and tactical proficiency means knowing your tools, your terrain, and your trade. It’s the difference between guessing and guiding, between reacting and responding. In this post, we’ll explore what it means to be proficient, how to build it, and why it’s foundational to trust and mission success.

    What This Principle Demands

    • Technical proficiency is your ability to understand and operate within your domain. Whether you’re leading a team of engineers, educators, or Marines, you must know the systems, standards, and tools that define your field.
    • Tactical proficiency is your ability to apply that knowledge in real-world scenarios. It’s about decision-making under pressure, adapting to changing conditions, and executing with precision.

    Proficiency is not static. It’s a living commitment to learning, drilling, and refining. Leaders who neglect this principle risk becoming ceremonial figures, present but powerless.

    Why It Builds Trust

    People follow leaders who know what they’re doing. When you demonstrate competence, you earn credibility. Your team will mirror your standards, and your example becomes a stabilizing force in uncertain moments.

    • A technically proficient leader can teach, troubleshoot, and innovate.
    • A tactically proficient leader can plan, pivot, and prevail.

    Together, these traits create a leader who is not only respected but relied upon.

    How to Cultivate Proficiency

    • Study the doctrine: Read manuals, policies, and procedures. Know the rules before you bend them.
    • Practice deliberately: Repetition builds muscle memory. Drill until the basics become instinct.
    • Seek mentorship: Learn from those who’ve mastered the craft. Ask questions, shadow operations, and absorb wisdom.
    • Simulate stress: Train in conditions that mimic real pressure. Tactical proficiency is forged in friction.
    • Teach others: Explaining a concept forces clarity. If you can’t teach it, you don’t truly know it.

    Common Pitfalls

    • Overconfidence: Mistaking experience for expertise. Time served is not the same as skill earned.
    • Complacency: Assuming yesterday’s knowledge is sufficient for today’s challenges.
    • Delegation without understanding: Leaders must know enough to inspect what they expect.

    Leadership Is More Than a Title

    Rank may grant authority, but it doesn’t guarantee respect. True leadership is earned through demonstrated skill, not assigned through position. When leaders rely solely on their title, they risk becoming symbolic rather than strategic. Proficiency transforms a title into trust.

    The Three Types of Power

    Effective leaders draw from three core sources of power:

    • Positional Power: Authority granted by rank or role.
    • Relational Power: Influence earned through connection, empathy, and trust.
    • Expert Power: Credibility built through subject matter mastery.

    Subject matter expertise is especially vital. It signals to your team that you’re not just in charge, you’re equipped. When people see you as a source of knowledge, they lean in, listen, and learn. Expert power anchors your leadership in substance.

    Tactical vs. Technical: A Symbolic Split

    Think of technical proficiency as the blueprint and tactical proficiency as the battlefield. One is the plan, the other is the execution. A leader must be fluent in both languages, able to speak in schematics and act in scenarios.

    Military to Civilian Translation Table

    Military TermCivilian Equivalent
    Technical ProficiencySubject Matter Expertise
    Tactical ProficiencyOperational Execution
    DrillRepetitive Practice
    DoctrinePolicy or Best Practices
    Chain of CommandOrganizational Hierarchy
    InspectionQuality Assurance or Audit

    Core Insight

    Proficiency is the bridge between authority and authenticity. It transforms leadership from performance into presence. Without it, you’re a figurehead. With it, you’re a force.

    Discussion Prompt

    Think of a time when you were technically ready but tactically challenged. What did you learn about the gap between knowing and doing? How did it shape your leadership going forward?

    🧭 Final Formation

    We began by asserting that mastery precedes leadership. To be technically and tactically proficient is to be prepared, precise, and trustworthy. This principle demands continuous learning, deliberate practice, and the humility to seek help. It builds trust, sharpens judgment, and anchors your authority in competence. Without it, leadership becomes theater. With it, leadership becomes transformation.

    Disclaimer: The views expressed in this post reflect that of the author and the author alone.

  • 🛍 Principle #1: Know Yourself, Seek Self-Improvement

    🛍 Principle #1: Know Yourself, Seek Self-Improvement

    📣 Introduction

    Leadership begins with the individual. In this post, we explore the foundational Marine Corps principle of knowing yourself and seeking self-improvement. You’ll encounter biblical wisdom, strategic doctrine, psychological models, and tactical tools that translate military insight into civilian leadership. By the end, you’ll have a framework for personal growth that’s both reflective and actionable.

    🔍 Core Insight

    Before you can lead others, you must first lead yourself. This principle calls for honest introspection, a clear understanding of your strengths and weaknesses, and a commitment to continuous growth. Leadership is not a static trait; it is a discipline forged through reflection and refinement.

    This echoes the biblical wisdom of Jesus in Matthew 7:5, who taught, “You hypocrite, first take the plank out of your own eye, and then you will see clearly to remove the speck from your brother’s eye.” True leadership begins with humility and self-awareness.

    You are in the best position to assess your perceived strengths and weaknesses. Play to your strengths while you build your weaknesses. This is reinforced by Sun Tzu in The Art of War: “If you know the enemy and know yourself, you need not fear the result of a hundred battles.” Self-knowledge is not just moral, it is strategic. The battlefield of leadership demands clarity, not just of mission, but of self.

    Psychologically, we are three people: the person we think we are, the person others perceive us to be, and the person we truly are. Self-reflection helps reconcile these selves, aligning perception with reality and guiding authentic leadership.

    In Marine Corps boot camp, recruits are taught to critique their own performance before receiving feedback. This ritual builds the habit of self-assessment, a skill that separates reactive leaders from reflective ones. It’s not just about knowing what went wrong, it’s about owning it and improving.

    🧠 Civilian Translation

    In business, education, and community leadership, this principle shows up as emotional intelligence, professional development, and feedback loops. Leaders who seek improvement model a growth mindset, creating cultures of accountability and learning.

    Military ConceptCivilian Equivalent
    Self-critique after performanceReflective practice and performance reviews
    Boot camp feedback ritualsStructured onboarding and mentorship
    Owning mistakesAccountability and transparency
    Continuous improvement mindsetProfessional development and growth mindset
    Peer and subordinate feedback360-degree feedback and team evaluations

    🛠️ Tactical Application

    • Conduct weekly self-assessments using the STRAR method: What did I do well, what could I improve? STRAR stands for Situation, Task, Response, Assessment, and Repetition. It’s a reflective framework that helps leaders analyze their actions and refine their approach. Start by identifying the Situation and Task you faced, then describe your Response. Assess what worked and what didn’t, and finally, determine how you’ll Repeat or adjust your actions going forward.
    • Ask for feedback from peers and subordinates, not just superiors. This widens your perspective and reveals blind spots that rank alone can’t uncover. Peer feedback fosters mutual respect, while subordinate input builds trust and shows you value every voice in the chain of command.
    • Set one micro-goal each week tied to a known weakness. Micro-goals are small, achievable targets that chip away at larger challenges. By focusing on one area at a time, whether it’s active listening, time management, or delegation, you build momentum and reinforce the habit of improvement.
    • Keep a leadership journal to track patterns, progress, and blind spots. A journal isn’t just a log, it’s a mirror over time. Use it to record key decisions, emotional responses, and lessons learned. Over weeks and months, you’ll spot recurring themes and growth markers that inform your leadership evolution.

    🧕‍ Discussion Prompt

    What’s one area of your leadership that you’ve avoided confronting, why, and what would change if you faced it head-on?

    Final Formation

    We began with the idea that leadership starts within. Through biblical wisdom, strategic doctrine, and psychological insight, we explored how self-awareness fuels growth. We examined tactical tools like STRAR, feedback loops, micro-goals, and journaling, each reinforcing the discipline of reflection and refinement. Whether you’re in uniform or leading in civilian life, the path to improvement begins with the courage to look in the mirror, and the discipline to act on what you see.

    Disclaimer: The views expressed in this post reflect that of the author and the author alone.

  • Leadership Beyond Traits: Introducing the 11 Principles of Marine Corps Leadership

    🧠 Leadership Beyond Traits: Introducing the 11 Principles of Marine Corps Leadership

    Leadership isn’t just about who you are, it’s about what you do.

    In our last series, we explored the 14 traits of Marine Corps leadership through the lens of JJDIDTIEBUCKLE. Those traits, justice, judgment, dependability, and more, form the character of a leader. But character alone doesn’t build teams, solve problems, or inspire action. That’s where principles come in.

    This new series will walk through the 11 Marine Corps Leadership Principles, timeless, actionable guidelines that help leaders turn values into behavior.

    These principles were forged in the crucible of command, refined through decades of Marine Corps doctrine, and tested in every environment from boot camp to combat zones. They’re not reserved for those in uniform, either. They apply to parents, teachers, coaches, mentors, and anyone who chooses to lead with purpose.

    If traits are the ingredients of leadership, principles are the recipe. Traits define your potential, but principles determine your impact.

    🎓 What You’ll Gain from This Series:

    • Clarity on what effective leadership looks like in practice
    • Reflection prompts to help you assess and grow your own leadership
    • Real-world examples that show these principles in action
    • Challenges to apply each principle in your daily life

    Whether you’re leading a team, guiding a family, or simply trying to be better than you were yesterday, these principles offer a roadmap. They’re not about perfection, they’re about progress.

    🔍 Applied Leadership: Marine Corps vs Civilian Contexts

    PrincipleMilitary ApplicationCivilian Application
    Know yourself and seek self-improvementRegular self-assessment and fitness reportsPersonal development plans and feedback loops
    Be technically and tactically proficientMastering MOS and operational doctrineExcelling in your professional skillset
    Develop a sense of responsibility among your subordinatesDelegating authority and mentoring junior MarinesEmpowering team members and fostering accountability
    Make sound and timely decisionsRapid decision-making in high-stakes environmentsBalancing speed and judgment in business or family settings
    Set the exampleUpholding standards in uniform and conductModeling behavior and values in everyday life
    Know your Marines and look out for their welfareUnderstanding personal and professional needsSupporting well-being and morale of your team or family
    Keep your Marines informedClear communication of mission and intentTransparency in goals, changes, and expectations
    Seek responsibility and take responsibility for your actionsVolunteering for leadership roles and owning mistakesTaking initiative and being accountable in all roles
    Ensure assigned tasks are understood, supervised, and accomplishedMission clarity and oversightProject management and follow-through
    Train your Marines as a teamUnit cohesion through drills and exercisesBuilding collaboration through shared goals and practice
    Employ your command in accordance with its capabilitiesStrategic use of personnel and resourcesAligning strengths with tasks and scaling appropriately

    🫠 The 11 Marine Corps Leadership Principles

    1. 🔍 Know yourself and seek self-improvement, Growth starts with self-awareness.
    2. 🛠️ Be technically and tactically proficient, Master your craft to lead with confidence.
    3. 🤝 Develop a sense of responsibility among your subordinates, Empower others to own their roles.
    4. ⏱️ Make sound and timely decisions, Act decisively, especially under pressure.
    5. 🧑‍✈️ Set the example, Model the standards you expect.
    6. ❤️ Know your Marines and look out for their welfare, Leadership is personal, care builds trust.
    7. 📣 Keep your Marines informed, Transparency strengthens teams.
    8. 🔍 Seek responsibility and take responsibility for your actions, Step up and own your outcomes.
    9. ✅ Ensure assigned tasks are understood, supervised, and accomplished, Clarity and follow-through matter.
    10. 🧑‍🧳‍🧑 Train your Marines as a team, Cohesion is built through shared effort.
    11. 🌟 Employ your command in accordance with its capabilities, Align strengths with mission demands.

    🫤 Final Formation

    Leadership is a journey. These 11 principles are your next step.

    Disclaimer: The views expressed in this post reflect those of the author and the author alone.

  • 🏁 Endurance: The Final Push in Leadership

    🏁 Endurance: The Final Push in Leadership

    In the Marine Corps, endurance isn’t just a trait it’s a necessity. It’s what keeps you moving when your legs are shot, your mind is foggy, and the mission is far from over. It’s the quiet force behind every successful operation, every completed march, every fulfilled promise. And in the corporate world, endurance plays the same role, just with different terrain.

    Whether you’re leading a platoon through hostile territory or guiding a team through a volatile quarter, endurance is the ability to keep going even when you don’t want to. It’s the mental and physical toughness that separates leaders who finish from those who fade.

    🪖 Military vs. Corporate: The Endurance Parallel

    Marine CorpsCorporate World
    Long-range patrols under harsh conditionsLong-term projects with shifting goals and limited resources
    Sleep deprivation, physical exhaustionEmotional fatigue, decision overload, and constant pivots
    Mission-first mindset despite personal discomfortVision-first leadership despite personal setbacks

    In both worlds, endurance isn’t about brute force, it’s about commitment to the mission. It’s the leader who stays late to support their team, who keeps morale up during layoffs, who doesn’t abandon the strategy when the market turns.

    🧠 Why Leaders Must Master Endurance

    Leadership isn’t a sprint rather it’s a series of marathons. And each one tests your resolve:

    • When the team loses motivation, you carry the torch.
    • When the results stall, you keep the vision alive.
    • When the pressure mounts, you stay composed.

    Endurance is what allows leaders to see things through to the end, even when the end feels impossibly far away.

    One of my closest friends once told me, “The little things matter.” He shared a story from his first time in enemy contact, when chaos erupted and uncertainty loomed, all eyes turned to him. In that moment, his endurance and composure became the anchor for his team. They watched what he would do, ready to follow his lead. That’s the power of enduring leadership, it becomes the compass others rely on in crisis.

    My Recruiting Station Commanding Officer had a favorite line when talking about leadership: “The difference between good and great is that little bit extra.” He believed that going the extra mile, doing the service after the sell, and adding that final touch transforms the ordinary into the extraordinary. It’s not just about doing your job; it’s about doing it with excellence, with heart, and with purpose.

    This reminds me of the saying: “If not me, then who? If not now, then when?” Endurance is the answer to that call.

    🛠️ Practical Ways to Build Endurance

    Here are some actionable strategies to strengthen your leadership stamina:

    1. Train Your Mind Like a Muscle

    • Practice mindfulness or meditation to increase mental resilience.
    • Use journaling to track progress and reflect on setbacks.

    2. Break Big Goals into Tactical Wins

    • Divide long-term objectives into short, achievable milestones.
    • Celebrate small victories to maintain momentum.

    3. Build a Support System

    • Surround yourself with peers who challenge and encourage you.
    • Delegate when needed, endurance doesn’t mean doing it all alone.

    4. Embrace Discomfort

    • Take on tasks that stretch your limits.
    • Learn to sit with frustration and fatigue without quitting.

    5. Stay Physically Fit

    • Regular exercise improves not just stamina but discipline.
    • Physical health reinforces mental toughness.

    📌 Real-World Example: The Long Haul of Leadership

    Imagine a corporate leader navigating a multi-year digital transformation:

    • The initial excitement fades after year one.
    • Budget cuts, staff turnover, and tech failures pile up.
    • But the leader stays the course, adjusting strategy, rallying the team, and pushing through.

    That’s endurance. Not flashy. Not fast. But absolutely vital.

    🎖️ Final Formation: Leadership That Lasts

    With Endurance, we complete the JJ DID TIE BUCKLE series. Each trait: Justice, Judgment, Dependability, Initiative, Decisiveness, Tact, Integrity, Enthusiasm, Bearing, Unselfishness, Courage, Knowledge, Loyalty, has its place. But endurance is what holds them together when the mission gets hard.

    So, stand tall. You’ve earned it. And remember leadership isn’t about being the strongest in the room, it’s about being the one who never stops showing up.

  • Loyalty in Leadership: JJDIDTIEBUCKLE Principles in Military and Business Contexts

    Loyalty in Leadership: JJDIDTIEBUCKLE Principles in Military and Business Contexts

    Loyalty is essential for effective leadership. By examining its definition, manifestations, and challenges, we can uncover actionable insights for leaders in any field.

    🔍 Definition

    Loyalty is steadfast allegiance to a person, mission, or set of values even when tested by adversity or personal cost. It is not blind obedience; rather, it is a conscious commitment rooted in trust, respect, and shared purpose.

    Loyalty is the glue that binds teams together, enabling them to weather storms and achieve shared goals. It is a dynamic force that evolves with circumstances, requiring leaders to constantly evaluate and nurture it.

    🪖 Military Parallel

    In the military, loyalty is foundational to the chain of leadership, the unit, and the mission. Soldiers rely on loyalty for cohesion under pressure, knowing their team won’t abandon them when stakes are high. Loyalty flows both upward and downward: leaders protect their troops, and troops support their leaders.

    Example: A platoon leader who shields their team from unnecessary risk while still executing orders demonstrates loyalty both to their people and the mission.

    Loyalty in the military is not just about following orders; it is about creating a culture of mutual respect and trust. This culture ensures that every member feels valued and understood, fostering a sense of belonging that drives performance and resilience.

    💼 Business Parallel

    In business, loyalty is manifested as commitment to the organization’s vision, team integrity, and ethical leadership. It is tested during layoffs, crises, or when a leader must choose between short-term gain and long-term trust. Loyalty builds retention, morale, and brand reputation — but misplaced loyalty, such as toxic leadership, can be destructive.

    Example: A manager who advocates for their team’s well-being during budget cuts, even if it means challenging upper management, demonstrates principled loyalty.

    Loyalty in business is a delicate balance. Leaders must navigate the complexities of maintaining loyalty to their team while ensuring alignment with organizational goals. This requires transparent communication, empathy, and a commitment to ethical practices that inspire trust and dedication.

    🧭 Key Tensions

    Loyalty often comes with inherent tensions that leaders must navigate:

    • Loyalty vs. Integrity: When loyalty to a person conflict with loyalty to values, which wins?
    • Loyalty vs. Advancement: Will you speak truth to power if it risks your promotion?
    • Loyalty vs. Groupthink: Can you be loyal without becoming complicit?

    These tensions are not just theoretical; they play out in real-world scenarios where leaders must make tough decisions. Navigating these dilemmas requires a deep understanding of one’s values and the courage to act in alignment with them, even when the path is challenging.

    💡 Loyalty Insights

    Loyalty cannot be bought; it is earned through consistent actions, trust, and mutual respect. When leaders have loyal followers, they bear a responsibility to protect, support, and advocate for them. This responsibility is not just ethical but essential for maintaining the trust and cohesion that loyalty fosters.

    In the job market, identifying true loyalty is challenging. Candidates may display surface-level commitment, but discerning genuine loyalty requires looking for indicators such as:

    • Consistency in actions: Do they follow through on promises and demonstrate reliability?
    • Alignment with values: Are their actions and decisions aligned with the organization’s mission and principles?
    • Willingness to go above and beyond: Do they show initiative and dedication beyond their immediate responsibilities?
    • Resilience under pressure: How do they respond to challenges or setbacks?

    By understanding these indicators, leaders can better identify and cultivate loyalty within their teams, ensuring a foundation of trust and mutual respect that drives long-term success.

    🎖️ Final Formation

    In both military and business contexts, the final formation is where accountability meets reflection. It’s the moment leaders stand before their teams not just to give orders, but to embody the values they preach. Loyalty, when practiced with integrity and courage, becomes more than a trait; it becomes a legacy.

    Leaders who cultivate loyalty don’t just inspire compliance, they earn commitment. They create environments where people feel safe to speak truth, take risks, and grow. Whether you’re leading a squad or a startup, your final formation is not a speech, it’s the sum of your actions, decisions, and the trust you’ve built.

    By understanding loyalty’s nuances and applications, leaders can foster trust, resilience, and ethical alignment in their teams. Whether in the high-stakes environment of the military or the dynamic world of business, loyalty remains a vital trait that defines great leadership.

  • Who are we really.

    How would you describe yourself to someone?

    Describing yourself to others can be a complicated task because who are you really.  We are the actors that we play in each others lives roles such as father, mother, brother, sister, friend, companion, husband, wife, adversary, contemporary, critic, admirer, and so on.  We are the traits we value such as faithful, honorable, courageous, trustworthy, dependable, hardworking, and so on.  We are what we look forward to things like an evening out, an evening in, a good book, walks on the beach at sunset, walks on the beach at sunrise. We are what we do like camping, kayaking, hiking, instruments, chorus, gamer, chef, grill master, wine enthusiasts, and so on.  We are unique like everyone else and this is how I would describe who I am.

  • Knowledgeable: A Leader Who Knows, Goes, and Shows

    Knowledgeable: A Leader Who Knows, Goes, and Shows

    In the pursuit of leadership, knowledge isn’t just power, it’s responsibility. Being knowledgeable means more than retaining facts or mastering systems. It means embodying what you understand, making decisions informed by both insight and experience, and guiding others with clarity and conviction.

    John C. Maxwell summed it up best: “A leader is one who knows the way, goes the way, and shows the way.”1 This quote captures the essence of knowledgeable leadership, they know what needs to happen they walk the path all the while illuminating it for others.

    Parallels Between Military and Civilian Leadership

    📊 Military leadership emphasizes structure, discipline, and chain of command, while civilian leadership often focuses on adaptability, collaboration, and innovation. Despite these differences, both share the need for knowledgeable leaders who can inspire and guide their teams effectively.

    Examples of Knowledgeable Leadership

    AspectMilitary LeadershipCivilian Leadership
    Decision-MakingRapid, mission-focused decisionsStrategic, long-term planning
    Team BuildingCohesion through shared goals and disciplineCollaboration through shared objectives
    Crisis ManagementImmediate response to high-pressure situationsAdaptive solutions to evolving challenges

    Ways to Improve Knowledge as a Leader

    📚 – Continuous Learning: Attend workshops, read books, and stay updated on industry trends.

    💬 – Seek Feedback: Regularly ask for input from seniors, peers, and subordinates to identify areas for growth.

    🤝 – Mentorship: Learn from experienced leaders and share your knowledge with others.

    🛠️ – Practical Experience: Take on challenging projects to apply and expand your knowledge.

    🌐 – Networking: Build relationships with professionals in your field to exchange insights and ideas.

    Expanding Knowledgeable Leadership

    The Role of Emotional Intelligence

    💡 Knowledgeable leaders understand that emotional intelligence is key to effective leadership. By recognizing and managing their own emotions, as well as empathizing with others, leaders can build stronger relationships and foster a positive team environment. I was once told that people with high EQ (emotional intelligence) often make the best leaders. I believe that to be so because all the leaders that I have known, and over 28 years of serving with the best leaders in the world in the best leadership organization, I would have to agree. An authentic leader who can pick up on the tone of the room can identity what needs to be done to sway room and will build confidence in the future. This is someone that people will follow to the ends of the earth and beyond.

    Cultural Competence in Leadership

    🌍 In an increasingly globalized world, cultural competence is essential for knowledgeable leaders. Understanding and respecting diverse perspectives allows leaders to navigate complex social dynamics and avoid making cultural blunders at the expense of reputation. Know cultural norms, mores, and values this builds trust and shows you’re authentic and interested.

    Technology and Innovation

    🚀 Staying ahead in the digital age requires leaders to embrace technology and innovation. Knowledgeable leaders leverage tools and platforms to streamline processes, enhance communication, and drive progress. If it can be automated, then automate to free up human capital to do the higher level thinking that we are all capable of and unlock peoples innovation and creativity.

    The 3000-Year-Old Mind

    📜 Knowledgeable leaders understand the value of learning from history. By studying the works and experiences of those who came before us, we can cultivate the 3000-year-old mind. This approach allows leaders to avoid the pitfalls of others on the road to greatness and build on the wisdom of the past. Knowledge is power not just the power of rank or title, but the power to inspire and lead others through understanding and insight. The Marine Corps has really ingrained the 3000-year-old mind idea into their organizational leaders at all levels through reading lists, professional military education, tactical decision games, and online learning venues just to name a few tools they use.

    Real-Life Examples of Knowledgeable Leadership

    • Military Example: General Dwight D. Eisenhower’s strategic planning during World War II showcased his deep understanding of logistics and coalition-building.2
    • Civilian Example: Steve Jobs’ leadership at Apple exemplified visionary thinking and innovation, transforming the company into a global leader in technology and design.

    Actionable Tips for Aspiring Leaders

    🎯 – Develop a Learning Plan: Set specific goals for acquiring new skills and knowledge.

    🔍 – Engage in Cross-Disciplinary Learning: Explore topics outside your immediate field to gain broader insights.

    🗣️ – Participate in Leadership Forums: Join discussions and workshops to exchange ideas with other leaders.

    🔄 – Reflect and Adapt: Regularly assess your leadership style and make adjustments based on feedback and outcomes.

    Final Formation

    📖 Knowledgeable leadership is not a destination but a journey. It requires continuous learning, adaptability, and a commitment to growth. The best leaders are lifelong learners. By embracing the principles outlined in this blog, leaders can inspire their teams, navigate challenges, and leave a lasting impact. .

    Let’s lead with knowledge, empathy, and innovation—because the world needs leaders who know, go, and show.

    1: John C. Maxwell, “The 21 Irrefutable Laws of Leadership.”

    2: Eisenhower, Dwight D., “Crusade in Europe.”