Uncomfortably Exciting - Being a S.M.A.R.T. Leader

Being a manager or a leader is not a choice or a job description. Success comes from being both and balancing them effectively.

D. Brown Management Profile Picture
Share

Managers must set goals that are S.M.A.R.T. (Specific, Measurable, Achievable, Relevant and Time Bound.  Leaders must be stretching their teams toward objectives that are beyond what anyone believes they can achieve

Quote: Always work hard on something uncomfortably exciting. Larry Page.

John Doerr and Larry Page describe these as two different types of OKRs (Objectives & Key Results):

Committed

These are the management level OKRs that must be accomplished no matter what:  

  1. Ask “What must be done?”
  2. Develop a plan
  3. Work that plan every day
  4. Follow up relentlessly. 

“It is not enough that we do our best; sometimes we must do what is required.”

Winston Churchill

Aspirational

These are the leadership level OKRs that, as Larry Page describes, must make the whole team “uncomfortably excited.” 

Aim high and ask the harder question:  “What would have to be true for this strategy to work?” rather than the simpler question of “What is currently true?” 

This is the difference between how an architect approaches things from the top down versus a builder who typically approaches from the foundation up.  




Building a Systems Development Team - Mistakes
While there are many benefits to contractors starting their own internal Systems Development teams, there are also many risks.
Incentive Compensation for Contractors - Who Benefits?
How would you rank the beneficiaries of a great incentive program, including Field Craft Workers, Service Technicians, the Project Management team, Executives / Owners, your customers, vendors, or others?
Retirement Onboarding and Ownership Transitions
The onboarding and integration of a new team member is something the best contractors rigorously manage as one of the 9 critical talent processes. What we don’t always pay as close attention to is what Sue Weiler-Doke frames as “Retirement Onboarding."