The book is so good. The world would be so much more peaceful of everyone did this. However, it's hard to do, and it takes practice, I have not yet perfected it, but I found out that when I do do it, it works, and I live in a culture that's not my own, and it crosses those cultural boundaries, this stuff is real effective.
Blame, is the same, as faking, taking ownership : things will then without a doubt slip, so a secure tip, is to let your subordinates rip, into themselves, by themselves, through voluntarily taking ownership, and a stiff upper lip, can also sometimes flip, a looser, around to become an adept, chooser, of a winning concept !!!
I understand the approach, but in this example If the employee was headstrong and cocky wouldn't this approach reinforce his thought that it's the boss's fault?
Well that's the thing about the whole idea of Extreme Ownership. It IS the boss's fault in some way. Now, if part of that fault is hiring someone who doesn't want to be a team player, then steps can be taken by the boss to correct that. But in any case, it was the boss's fault that the timeline didn't get hit. Even if it was the "fault" of an employee, that responsibility rests on the shoulders of the boss who failed to give the proper tools, motivation, communication, or potentially put the wrong person in the job position.
The book is so good. The world would be so much more peaceful of everyone did this. However, it's hard to do, and it takes practice, I have not yet perfected it, but I found out that when I do do it, it works, and I live in a culture that's not my own, and it crosses those cultural boundaries, this stuff is real effective.
Blame, is the same, as faking, taking ownership : things will then without a doubt slip, so a secure tip, is to let your subordinates rip, into themselves, by themselves, through voluntarily taking ownership, and a stiff upper lip, can also sometimes flip, a looser, around to become an adept, chooser, of a winning concept !!!
I understand the approach, but in this example If the employee was headstrong and cocky wouldn't this approach reinforce his thought that it's the boss's fault?
Well that's the thing about the whole idea of Extreme Ownership. It IS the boss's fault in some way. Now, if part of that fault is hiring someone who doesn't want to be a team player, then steps can be taken by the boss to correct that. But in any case, it was the boss's fault that the timeline didn't get hit. Even if it was the "fault" of an employee, that responsibility rests on the shoulders of the boss who failed to give the proper tools, motivation, communication, or potentially put the wrong person in the job position.