Lead.Manage.Succeed

Tag: ethics

  • 🔲 Principle# 11: Seek Responsibility and Take Responsibility for Your Actions.

    🔲 Principle# 11: Seek Responsibility and Take Responsibility for Your Actions.

    🎯 Introduction

    Leadership is both art and discipline. Across this series we have explored eleven principles that shape resilient leaders, whether in uniform or in the boardroom. In this final principle, Seek responsibility and take responsibility for your actions, we close the loop. The journey began with self-awareness, moved through technical proficiency, care for your people, communication, example-setting, supervision, teamwork, decision-making, responsibility development, capability alignment, and now culminates in accountability.

    📖 Core Concepts

    Seeking responsibility means leaning into challenges rather than avoiding them. Taking responsibility means owning outcomes, both successes and failures. Together, they form the backbone of trust.

    • People follow leaders who stand firm when things go wrong. Accountability builds emotional trust.
    • Leaders who accept responsibility demonstrate integrity, reinforcing their credibility.
    • Without responsibility, systems collapse. Accountability ensures lessons are learned and progress continues.

    Sage advice: The price of leadership is responsibility. Responsibility is not a burden, it is the privilege of leadership.

    💡 Core Insight

    Accountability is the bridge between vision and execution. Leaders who embrace responsibility empower their teams to act boldly, knowing their leader will stand with them. This principle transforms mistakes into lessons and victories into shared triumphs.

    📋 Military to Civilian Translation

    Military PrincipleCivilian EquivalentWhy It Matters
    Seek responsibilityVolunteer for projectsShows initiative and builds credibility
    Take responsibilityOwn outcomesBuilds trust and prevents blame culture
    Command accountabilityProject ownershipEnsures clarity and sustainable progress
    After-action reviewPost-project debriefTurns mistakes into learning opportunities

    🚀 Practical Applications for New Leaders

    Start small and volunteer for tasks. Be the one who says, “I’ll take that.” These small wins build momentum, gradually making you the go-to person and establishing a reputation for initiative. Seeking responsibility naturally leads to more responsibility and a strong leadership presence.

    Begin by taking on manageable tasks and offering to help without waiting to be asked. Each small success builds your confidence and credibility, positioning you as a reliable and proactive leader. Over time, this momentum attracts greater responsibilities and solidifies your reputation for initiative and dependability.

    💣 Pathos, Ethos, and Logos of Responsibility

    Understanding the power of responsibility in leadership starts by exploring its emotional, ethical, and logical dimensions:

    • Pathos (Emotion): Taking responsibility connects deeply with the emotional fabric of leadership. It builds trust and respect by showing vulnerability and courage. Leaders who own their actions inspire loyalty and motivate their teams through authentic emotional connection.
    • Ethos (Credibility): Responsibility is the cornerstone of a leader’s character. When leaders seek and take responsibility, they demonstrate integrity, authenticity, and reliability. This builds their credibility and earns the unwavering trust of those they lead.
    • Logos (Logic): The rational case for responsibility is clear: it drives problem-solving, continuous improvement, and sustainable leadership. Accountability prevents blame culture, fosters learning, and ensures forward progress through reasoned action.

    Together, these appeals create a compelling and holistic case for why responsibility is both the price and privilege of leadership.

    💬 Discussion Prompt

    Think about a time when you stepped forward to take responsibility for a project or decision. How did it change the way others saw you, and how did it change the way you saw yourself?

    🏁 Final Formation

    We began by telling you that accountability is the capstone of leadership. We explored how seeking responsibility demonstrates initiative, and how taking responsibility cements trust. We showed how this principle connects military discipline with civilian leadership.

    Leaders who embrace responsibility transform challenges into opportunities, mistakes into lessons, and victories into shared success. Accountability is not the end of leadership, it is the beginning of trust.

    Disclaimer: The views expressed in this post reflect those of the author and do not necessarily represent the views of any organization or institution.

  • Principle #9 Develop a Sense of Responsibility Among Subordinates

    🎯 Introduction

    Leadership is a journey of cultivating responsibility through challenge, nurture, accomplishment, and shared roles. In this post, we will tell you how leaders develop responsibility by sharpening each other like steel, molding minds like clay, fostering motivation through accomplishment, and building interconnected teams like a well-planned fire defense.

    🔥 Core Concepts

    🔥 The Forge of Leadership: Steel Sharpening Steel

    Leadership is a dynamic, reciprocal process much like steel sharpening steel. When two blades rub together, the friction hones their edges, making each sharper and stronger. This metaphor captures the essence of how leaders and followers engage in mutual growth. Through constructive feedback, accountability, and shared challenges, they push each other beyond comfort zones. This friction is not conflict but a refining force that sharpens skills, hones character and deepens responsibility. Just as steel becomes stronger and more resilient through contact with another blade, leaders and their teams become more capable and prepared through this ongoing process of sharpening.

    • Create a culture of open feedback
    • Set clear expectations for accountability
    • Challenge team members to step outside their comfort zones When everyone participates in this sharpening process, skills and character are honed, and responsibility deepens.

    🏺 The Sculptor’s Touch: Molding Minds Like Clay

    Leadership also requires the patience and care of a sculptor molding clay. Unlike steel, clay is soft and malleable, shaped deliberately over time. Leaders must nurture the mindset and character of their people with consistent guidance and reinforcement. This process develops what might be called the “give a crap” factor, the intrinsic motivation to care deeply about one’s role, the team, and the mission. Like a sculptor shaping clay, leaders patiently mold attitudes and behaviors, helping individuals internalize responsibility as a core value. This shaping is gradual and requires empathy, persistence, and a clear vision of the desired outcome.

    • Providing consistent coaching and mentoring
    • Reinforcing positive behaviors and attitudes
    • Demonstrating empathy and persistence This gradual shaping helps individuals internalize responsibility as a core value.

    🌟 Developing Responsibility Through Accomplishment and Servant Leadership

    An important theory that complements these leadership principles is the Broken Windows Theory, which emphasizes how small signs of disorder can lead to larger issues if left unaddressed. In leadership and community development, this theory highlights the importance of maintaining standards and accountability to foster responsibility.

    In neighborhoods and teams, addressing minor problems early, like a broken window or a missed task, prevents decline and encourages collective care. Leaders who apply this mindset cultivate a culture where everyone feels responsible for the health and success of the group. This proactive approach strengthens the “give a crap” factor, motivating individuals to uphold standards and contribute positively.

    By integrating the Broken Windows Theory, leaders can develop responsibility not only within their teams but also in broader communities, encouraging vigilance, pride, and mutual support that keep environments safe and thriving.

    A vital part of cultivating responsibility is fostering a sense of accomplishment. Completing tasks and receiving positive reinforcement fuels confidence and motivation. This cycle is central to servant leadership, where leaders empower others to succeed and grow. Recognition and tangible impact deepen commitment, creating a culture where responsibility is embraced and celebrated. When people see the results of their efforts and feel valued, their “give a crap” factor strengthens, reinforcing the sculptor’s work and the sharpening process.

    • Celebrate completed tasks and milestones
    • Offer positive reinforcement regularly
    • Empower team members to take ownership and grow When people see the impact of their efforts, their commitment and sense of responsibility are strengthened.

    🥧 The Leadership Pie: Interlocking Roles and Shared Responsibility

    Leadership is also like a pie, each person holds a slice, essential to the whole. Imagine this pie as a fire plan in a defensive position, with interlocking fields of fire covering every sector. Defilades, areas hidden from direct view, are protected by indirect fire. Similarly, every team member’s role interlocks with others, ensuring no gaps in coverage or responsibility. This interconnectedness builds a resilient, effective team where every part supports the whole. Each slice matters, and the strength of the leadership pie depends on how well these slices fit and function together.

    • Defining clear roles and responsibilities
    • Encouraging collaboration and support across roles
    • Ensuring every member understands how their work fits into the bigger picture The strength of the team depends on how well these slices fit together.

    Sage Advice:

    This is where leaders must have patience and trust the process, have a vision, and measure the progress against the plan.

    📊 Military to Civilian Translation Table

    Military ConceptCivilian Leadership Equivalent
    Steel sharpening steelPeer-to-peer constructive feedback and growth
    Molding clayCoaching and mentoring to develop mindset and values
    Servant leadershipEmpowering team members to take ownership and grow
    Fire plan with interlocking fields of fireCoordinated teamwork with overlapping responsibilities

    💡 Core Insights

    • Leadership responsibility grows through mutual challenge and support, embodying the ethos of credibility and trust that leaders build through consistent, honest engagement.
    • Patience and empathy are essential to shaping attitudes and motivation, appealing to pathos by connecting emotionally to the intrinsic values and care leaders cultivate.
    • Positive reinforcement and accomplishment fuel intrinsic motivation and commitment, using logos to logically demonstrate how recognition and success drive responsibility.
    • Effective leadership depends on interconnected roles working seamlessly like a fire plan, combining ethos, pathos, and logos to create a cohesive, resilient team.

    Sage advice: Leadership is both an art and a science, requiring strength to challenge and patience to nurture, all while fostering a shared sense of purpose and responsibility.

    💬 Discussion Prompt

    How can you apply the metaphors of steel sharpening steel and molding clay in your own leadership or team development? What practical steps can you take to build interconnected responsibility like the leadership pie?

    🏁 Final Formation

    In this post, we explored how leadership responsibility is cultivated through mutual growth, patient guidance, accomplishment, and shared roles. We saw how the metaphor of steel sharpening steel illustrates the refining power of constructive challenge, while molding minds like clay highlights the patient nurturing of motivation and values. We discussed how servant leadership and a sense of accomplishment deepen commitment, and how the leadership pie analogy helps us understand the importance of interconnected roles working together seamlessly. By embracing these principles, leaders can build resilient, responsible teams ready to succeed together.

    Disclaimer: The views expressed in this post reflect those of the author and do not necessarily represent the views of any organization or institution.

  • 🧭 Principle #8: Make Sound and Timely Decisions

    🧭 Principle #8: Make Sound and Timely Decisions

    🎯 Introduction: Decision-Making as a Leadership Crucible

    In the heat of leadership, decisions are the crucible where character, competence, and courage converge. This post explores the eighth principle in our leadership series, “Make sound and timely decisions”, and how mastering this trait transforms reactive managers into proactive leaders. We’ll unpack the tactical urgency behind timely calls, the ethical weight of sound judgment, and the strategic agility offered by John Boyd’s OODA Loop. Whether you’re leading Marines or managing a startup, this principle is your compass in chaos.

    📚 Core Concepts

    1. Sound Decisions: The Ethos of Integrity

    Sound decisions are rooted in values, not just outcomes. They reflect a leader’s moral compass, technical knowledge, and situational awareness. In the military, this means weighing mission success against troop welfare. In civilian life, it means balancing profit with principle.

    • Pathos: Your team feels the impact of your choices. Poor decisions erode trust, while wise ones build loyalty.
    • Ethos: Your credibility is forged in the consistency of your judgment.
    • Logos: Rational analysis, data, precedent, and risk, must guide your call.

    2. Timely Decisions: The Logos of Action

    Timeliness is not haste. It’s decisiveness informed by preparation. Leaders must act before paralysis sets in, especially when stakes are high.

    • Military Example: A convoy commander reroutes in seconds to avoid an ambush.
    • Civilian Parallel: A CEO pivots strategy during a market crash to preserve jobs.

    3. The OODA Loop: Deciding at the Speed of Relevance

    Colonel John Boyd, a legendary U.S. Air Force fighter pilot and strategist, developed the OODA Loop, a decision-making cycle that stands for:

    • Observe: Gather data from your environment.
    • Orient: Analyze the situation through the lens of experience, culture, and context.
    • Decide: Choose a course of action.
    • Act: Execute the decision swiftly.

    This loop isn’t just for fighter pilots, it’s a framework for decision-making under pressure. The OODA Loop is iterative in nature. You don’t just go through it once, you cycle through it faster and more effectively than your adversary or the problem itself.

    Why It Matters for Leaders

    • Observe: Leaders must stay attuned to shifting dynamics, team morale, market trends, operational risks.
    • Orient: This is the most critical and often overlooked step. It’s where your worldview, training, and biases shape how you interpret what you see.
    • Decide: Clarity here is key. A delayed decision is often worse than a flawed one.
    • Act: Execution must be timely and decisive, with feedback loops to re-enter the cycle.

    Speed of decision is often more decisive than the decision itself. The OODA Loop teaches us that agility beats rigidity.

    4. The Cost of Indecision

    Indecision breeds confusion, delays, and missed opportunities. It signals uncertainty and undermines confidence. Leaders must learn to make imperfect decisions with clarity and own the consequences.

    Remember, not making a decision is itself a decision, one that can cost momentum, clarity, and trust. Leadership demands the courage to act, even amid uncertainty, because inaction often shapes outcomes as much as action does.

    Sage Advice

    “A good plan violently executed now is better than a perfect plan executed next week.” General George S. Patton

    🔄 Military to Civilian Translation

    Military ConceptCivilian Equivalent
    Command decision under fireCrisis management in business
    Mission-first mindsetStrategic prioritization
    Risk assessment in combat zonesMarket analysis and contingency planning
    Orders issued with clarityClear directives in team leadership
    Chain of command accountabilityOrganizational responsibility and ownership
    OODA Loop in combatAgile decision-making in dynamic environments

    💡 Core Insight

    Leadership is not about knowing everything, it’s about knowing when to decide, how to decide, and being willing to stand by that decision. Sound and timely decisions are the heartbeat of effective leadership, especially when time is short and consequences are long. The OODA Loop gives leaders a repeatable framework to stay ahead of chaos and act with clarity.

    Leadership Insight: The Kandahar Airfield Operation and Decisive Leadership

    The operation to seize the Kandahar airfield, known as the longest amphibious landing into a landlocked country, stands as a powerful example of decisive leadership under complex conditions. General James Mattis and his Marines demonstrated how bold, timely decisions, grounded in extensive experience and strategic foresight, can shape the course of a mission.

    This story embodies the essence of leadership: preparation meeting opportunity. The ability to act swiftly in critical moments is often the result of years of training, reflection, and readiness.

    This example reminds leaders that decisive action is not about haste but about confidence built on a foundation of knowledge and experience. It underscores the importance of being prepared to seize the moment when it arrives.

    🗣️ Discussion Prompt

    Think of a time when hesitation cost you or your team momentum. What factors contributed to the delay, and how would you approach it differently now? How might the OODA Loop have helped you adapt faster?

    🧵 Final Formation

    We began by exploring the importance of decision-making as a leadership crucible. We examined how sound decisions reflect integrity and how timely ones reflect readiness. We introduced the OODA Loop as a strategic framework for adaptive leadership and translated battlefield urgency into boardroom clarity. We closed with the insight that leadership demands courage in the moment and agility in the process. In your journey to lead, whether in uniform or in business, remember that your decisions shape the terrain your team walks on.

    Disclaimer: The views expressed in this post reflect those of the author and do not necessarily represent the views of any organization or institution.

  • 🧭 Principle #7: Train your Marines as a Team

    🧭 Principle #7: Train your Marines as a Team

    Building the Team That Builds the Mission. In leadership, the lone wolf is a liability. Principle #7, “Train your Marines as a team,” is a call to forge unity through shared struggle, synchronized effort, and mutual trust. This post explores how leaders cultivate cohesion, why team training is a strategic imperative, and how this principle translates into civilian leadership environments. We’ll walk through the emotional resonance (pathos), credibility (ethos), and logical structure (logos) of team development, then close with actionable insights and a challenge for reflection.

    🛠️ Core Concepts: The Mechanics of Team Training

    • Shared Purpose Requires Shared Practice: Teams don’t form by proximity, they form through repetition, friction, and resolution. Training together builds muscle memory not just in tasks, but in trust.
    • Leaders Set the Rhythm A team’s tempo is set by its leader. If you train sporadically, expect chaos. If you train consistently, expect synergy.
    • Training Is a Leadership Act, Not a Delegated Task: Leaders must be present in training,  not just to observe, but to participate, correct, and reinforce standards.
    • Building Team Familiarity and Trust: When team members train together deeply, they develop an intrinsic understanding of each other’s reactions and responses. This familiarity breeds confidence under pressure and creates a safe environment where members know they can rely on one another.
    • Training Together Builds Intrinsic Communication and Muscle Memory: Through consistent, deliberate practice, teams train to anticipate each other’s moves and reactions. This muscle memory makes communication almost instinctive, allowing the team to operate seamlessly even in chaotic situations.
    • Consistency Is Key, But Anticipated Chaos Must Be Injected: Training should be steady and reliable to build strong habits, but leaders should also introduce controlled chaos to prepare the team for real-world unpredictability. This balance ensures readiness for expected scenarios.
    • Train as You Fight, Fight as You Train: The goal of training is to make performance so reliable that failure becomes nearly impossible. Training must simulate real conditions so that when the team faces actual challenges, their responses are automatic and effective.
    • The 7 Ps: Prior Proper Planning Prevents Poor Performance Success in training and operations hinges on thorough preparation. The 7 Ps remind leaders and teams that careful planning is foundational to excellence.
    • Success Happens at the Intersection of Preparation and Opportunity: No matter how well a team trains, success depends on being ready when opportunity arises. Preparation primes the team to seize the moment.
    • The Tuckman Model: Forming, Storming, Norming, Performing, and Adjourning Building a team means understanding that it will progress through multiple stages. Since its introduction by Bruce Tuckman in 1965, this model has been an excellent tool for measuring team development and progress against training plans.
    • Forming: Team members meet and start to understand the mission and each other.
    • Storming: Conflicts and challenges arise as personalities and roles are tested.
    • Norming: The team establishes norms, roles, and stronger cohesion.
    • Performing: The team operates efficiently toward goals with high trust and communication.
    • Adjourning: The team disbands or transitions after mission completion.

    Understanding these stages helps leaders tailor training and support to the team’s current needs, ensuring steady progress and resilience.

    🧠 Core Insight

    Training is not just preparation, it’s transformation. It turns individuals into a unit, and a unit into a force. The leader’s role is not to manage that transformation from the sidelines, but to guide it from within.

    🪖 Military to Civilian Translation Table

    Military ConceptCivilian Equivalent
    Fire Team DrillsDepartmental Workflow Simulations
    Battle RhythmWeekly Operational Cadence
    After Action Review (AAR)Post-Project Debrief
    Squad Leader MentorshipTeam Lead Coaching
    Tactical RehearsalsRole-Playing Client Scenarios
    Field ExercisesCross-Functional Team Workshops

    🤝 Building Teamwork Beyond Training

    Team cohesion extends beyond formal training sessions. Shared experiences outside the operational environment foster deeper bonds and open channels for communication and insight sharing. Consider incorporating activities such as:

    • Cookouts and BBQs: Casual gatherings where team members relax, share stories, and build camaraderie.
    • Team Building Events: Structured activities designed to challenge the team collectively and encourage problem-solving together.
    • Collaborative Workshops: Opportunities for team members to share expertise and learn from one another in a supportive setting.
    • Volunteer Projects: Working together on community service builds shared purpose and mutual respect.
    • Informal Social Gatherings: Coffee breaks, group lunches, or hobby clubs that create natural opportunities for connection.

    These events help break down barriers, foster trust, and create a culture where open communication and mutual support become the norm.

    🌿 Leadership and the Tao of Teamwork

    Drawing from Taoism, effective leadership is about setting the conditions for the team to flourish rather than forcing outcomes. A leader acts like water, flexible, adaptive, and nurturing, creating an environment where teamwork emerges naturally. This philosophy emphasizes harmony, balance, and flow, encouraging leaders to guide without micromanaging.

    By embodying the Taoist principle of “wu wei” (effortless action), leaders cultivate trust and autonomy within the team. This approach aligns with building psychological safety and intrinsic communication, allowing the team to respond fluidly to challenges as a cohesive unit.

    In practice, this means designing training and team environments that encourage organic collaboration, mutual respect, and shared responsibility, setting the stage so the team can self-organize and excel together.

    💬 Discussion Prompt

    Think of a time when your team failed under pressure. Was it a lack of skill, or a lack of cohesion? What training could have prevented that failure?

    🧩 Final Formation

    We began with the premise that team training is the bedrock of mission success. We explored how leaders shape cohesion through rhythm, presence, and shared adversity. We translated military drills into civilian workflows and closed with a challenge to reflect on your own team’s readiness. Remember, training isn’t a checkbox,  it’s a crucible. And leaders must enter it with their teams. Train your team as a unit, not a collection of individuals. Your mission depends on it.

    Disclaimer: The views expressed in this post reflect those of the author and do not necessarily represent the views of any organization or institution.

  • Principle # 6: Ensure the Task is Understood, Supervised, and Accomplished

    🎯 Principle # 6: Ensure the Task is Understood, Supervised, and Accomplished

    🧭 Introduction

    In the chaos of operations, whether on the battlefield or in a boardroom, clarity is a leader’s most powerful weapon. This principle is about more than giving orders. It’s about communication, accountability, and execution. We’ll explore how to ensure your team not only hears what needs to be done, but understands it, receives support along the way, and delivers results. We’ll translate this into civilian leadership language, offer practical tools, and close with a call to action.

    🧠 Core Concepts

    • Clarity is a leadership responsibility If your team doesn’t understand the task, that’s not their failure, it’s yours. Clear intent, expectations, and context are non-negotiable.
    • Supervision is not micromanagement Effective leaders check in, not hover. They verify progress, remove blockers, and reinforce standards without stifling autonomy.
    • Completion is the standard, not effort Good intentions don’t move missions forward. Leaders must ensure that tasks are finished to standard, on time, and with accountability.
    • Feedback loops close the gap After-action reviews, retrospectives, and performance check-ins help leaders refine how they communicate and supervise.

    Sage advice: If you’re surprised by a task’s failure, you weren’t leading, you were assuming, and when we ass_u_me it makes an ASS out of  U and ME .

    🛠️ Military to Civilian Translation

    Military ConceptCivilian Equivalent
    Ensure the task is understood, supervised, and accomplishedCommunicate clearly, manage progress, and deliver outcomes
    Fragmentary Order (FRAGO)Project update or scope change
    Spot checks and inspectionsQuality assurance and milestone reviews
    Commander’s intentStrategic objective or business goal

    💡 Core Insight

    Execution is where leadership becomes visible. It’s not enough to assign work, you must ensure it’s understood, supported, and completed. This principle is the bridge between vision and results.

    🧩 BAMCIS: A Leadership Framework

    The military mnemonic BAMCIS stands for:

    • Begin the Planning: Initiate the process by gathering information and setting clear objectives. This step ensures leaders define the mission’s purpose and desired end state, setting the foundation for success.
    • Arrange the Reconnaissance: Organize the gathering of intelligence to inform decisions. Leaders identify what information is needed and who will collect it, ensuring the team is prepared with relevant data.
    • Make the Reconnaissance: Execute the information-gathering mission. This step involves actively seeking out the facts on the ground, enabling leaders to adapt plans based on real-time insights.
    • Complete the Plan: Finalize the plan based on gathered intelligence. Leaders synthesize information into a coherent strategy, anticipating challenges and allocating resources effectively.
    • Issue the Order: Communicate the plan clearly to the team. Effective leaders ensure every member understands their role, the timeline, and the objectives, leaving no room for ambiguity.
    • Supervise: Oversee execution and adjust as necessary. Leaders monitor progress, provide support, and intervene when deviations occur to keep the mission on track.

    Why BAMCIS is a Powerful Leadership Tool

    BAMCIS is more than a checklist; it is a dynamic leadership framework that ensures thorough preparation, clear communication, and active oversight. By following BAMCIS, leaders reduce uncertainty, align their teams, and increase the likelihood of mission success. It emphasizes that leadership is a continuous process, from planning through execution, where every step matters.

    Military and Civilian Parallels

    In military operations, BAMCIS guides commanders through complex, high-stakes missions where precision and timing are critical. In civilian leadership, the same principles apply to project management, strategic initiatives, and team leadership. Whether launching a product, managing a crisis, or leading a department, BAMCIS helps leaders navigate uncertainty and maintain control.

    Leadership Accountability

    A fundamental truth in leadership is that leaders are responsible for everything their team accomplishes or fails to accomplish. If a task falters, the leader must first ask: Did I convey the information clearly? If the leader did not communicate effectively, they must expect that the message was not received. This mindset fosters ownership and drives leaders to be proactive in ensuring clarity and understanding.

    Napoleon’s Corporal Concept

    Napoleon Bonaparte, one of history’s most renowned military strategists and leaders, earned his ethos through extensive battlefield experience and his transformative impact on military doctrine. His Corporal concept emphasizes that every team member, regardless of their role or rank, must fully understand the plan and their responsibilities within it. This is not about hierarchy but about ensuring that clarity and ownership permeate every level of the team. When each member grasps the plan, the entire team moves forward with confidence and cohesion, reducing errors and increasing effectiveness. This principle holds true in both military and civilian leadership contexts, where empowering all team members with understanding fosters unity and success.

    😄 Anecdotal Leadership Insight: The Three D’s

    A sergeant I worked with years ago shared with me his memorable, “Three D’s of Leadership”:

    1. Direction: Give clear guidance on what needs to be done.
    2. Disappear: Step back and let your team execute without hovering.
    3. Discipline: Return to enforce standards and correct course as needed.

    This playful yet profound approach highlights the balance between providing leadership and empowering autonomy, applicable in both military and civilian settings.

    🗣️ Discussion Prompt

    Think of a time when a task failed or went off track. Was the breakdown in understanding, supervision, or execution? What would you do differently now?

    🧾 Final Formation

    We began by emphasizing that clarity, supervision, and follow-through are the backbone of effective leadership. We explored how to communicate with intent, support your team without micromanaging, and ensure results. We translated this into civilian terms and offered tools for execution. Remember, leadership isn’t about giving orders—it’s about ensuring outcomes.

    Disclaimer: The views expressed in this post reflect those of the author and do not necessarily represent the views of any organization or institution.

  • 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.