In "Turn the Ship Around!: A True Story of Turning Followers into Leaders," L. David Marquet emphasizes that strong Leader-Leader cultures stand on three essential pillars: Clarity, Competence, and Control—the 3 "C's." Just like a sturdy three-legged stool, high-performing cultures need all three "C's" to support their full potential.
We’ve already explored clarity and competence in previous posts. Now, let’s focus on the third "C": Control.
What Does Control Really Mean? Control defines the power dynamics within your organization. Think about these two contrasting approaches:
Command and Control: Leadership is centralized, with decisions made at the top and orders cascading down a rigid hierarchy.
Decentralized: Decision-making is shared across levels, empowering those closest to the action to make key decisions.
Why Command and Control Can Hold You Back
It’s tempting to adopt a Command and Control mindset, especially when you’re confident in your decisions. But constantly directing others can limit long-term success. This approach often leads to a co-dependent environment where innovation stalls—team members hesitate to act for fear of making mistakes. Moreover, leaders often feel the heavy burden of "holding people accountable," which can lead to burnout and mistrust as they try to oversee every detail.
Take a Moment to Reflect - Consider these questions:
What behaviors do you observe in your team?
How does your leadership style shape your work environment and your team’s morale?
Here’s a quick comparison to help you evaluate:
Command and Control, What It Looks Like: | Decentralized, What It Looks Like: |
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Impact on Leaders: This dependence is exhausting. It drains your energy, pulling you away from strategic thinking and creativity. Relationships with your team may suffer as you become the enforcer rather than the inspirer. | Impact on Leaders: This approach is liberating. It allows you to concentrate on strategic initiatives, reducing the pressure to micromanage every decision. It fosters a capable, self-reliant team. |
Impact on Employees: They feel watched and hesitant, second-guessing every step. This can lead to frustration and a lack of initiative, as they stick to what they’re told, avoiding risks or innovation. | Impact on Employees: They feel trusted and motivated, knowing their decisions matter. They’re more likely to innovate, take risks, and continuously seek improvements. |
Shifting to a Decentralized Approach - Ready for a change? Here are some steps to transform control into a positive force in your leadership style:
Shift Mindsets: Be open with your team about where you are now and where you want to go. Recognize the impact of your current style and commit to making a change.
Move Away from Top-Down Monitoring: Shift from punishing mistakes to exploring opportunities for growth. Encourage a move from the "Preacher, Prosecutor, Politician" mindset to the "Explorer" mindset.
Promote Open Communication: Teach your team to "think out loud" by articulating their intentions before acting. Simple phrases like "I intend to…" can open up dialogue.
Hold Regular Check-ins: Create opportunities for your team to showcase how they’re leading in their areas, keeping communication open and intentions clear.
Join Us in Building Stronger Teams
We’ve had the privilege of working with many incredible individuals who’ve embraced the three "C's." The joy we’ve found comes not just from our own growth but from watching our friends and colleagues thrive in their roles. We hope you’re discovering new ways to bring this same joy into your life and leadership.
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