0:00:00 – Opening
0:15:25 – The Boer War. By Jay Stone and Erwin Schmidl
1:23:29 – Final Thoughts and take-aways.
1:24:51 – How to stay on THE PATH.
1:50:43 – Closing gratitude.
0:00:00 – Opening
0:15:25 – The Boer War. By Jay Stone and Erwin Schmidl
1:23:29 – Final Thoughts and take-aways.
1:24:51 – How to stay on THE PATH.
1:50:43 – Closing gratitude.
Jocko,
I work for a leader that is highly respected in our organization, and has actually won a very major leadership award. Where I struggle with his style is that he provides almost zero performance feedback to his subordinates. We only get both the positive and the constructive feedback at the end of the performance evaluation cycle, when it’s too late to change behavior or to focus on improving. The feedback we do get mostly comes from third parties, second hand. We never hear his actual own personal assessments.
In contrast, I consider feedback to be an important part of my own leadership style. If I feel that one of my subordinates doesn’t quite understand our objectives or deliverables, I try to proactively clarify, or to provide examples to help them get locked on target. I also share feedback on areas that I think need improvement. To address weaknesses, I try to create opportunities where people can learn by doing, and also try to provide clear examples people can follow. I find that most of the time, people appreciate feedback and will actually improve if given the opportunity, encouragement and an objective that they truly understand. Not always, but mostly.
The situation is frustrating because I feel like my manger is being recognized more for his political skills and relationship building skills, which are important, but are different from leadership. I’m convinced our team isn’t reaching is full potential. Even though we are good, we could be even better. What’s the best way to avoid frustration, and try to change the behavior and culture when the leader is set on such a high pedestal. Conversely, is my own style wrong and should I be emulating his style. After all, he’s the one winning the awards. I would love to hear your philosophy on performance feedback.
at 1:29:– yes, we need more CGI, if i didnt suck at visual design id be down to do it but some one needs to step up and make this happen please
I feel like the history of the Second Anglo-Boer war is the biggest lesson that would need to be taken to heart if one would ever seriously want to militarily occupy and pacify Afghanistan. Ergo, it’s impossible in today’s political climate.
In the end the Brits did everything that ensured there wouldn’t be a persistent insurgency. They’d much later almost do it again in Vietnam very shortly after WW2 and did it again in Malaysia.