Okay, I’ll just get this out of the way so we can move on. While it’s an excellent book, I don’t like the title, Do Nothing!
On the other hand, the subtitle is perfect. It is, How to Stop Overmanaging and Become a Great Leader.
The book was written by noted consultant and award-winning professor, J. Keith Murnighan (pronounced, Mernyin) of the prestigious Kellogg School of Management at Northwestern University. His basic premise is that most leaders do too much actual work themselves. And, when they do, they cannot be as effective, thoughtful, or as strategic as they might otherwise be. More than that, their team members are underutilized and under-challenged.
This makes a lot of sense as many leaders, by their very nature, combine confidence in themselves with a lack of confidence – or trust – that others can do as good a job as they can.
Professor Murnighan suggests that instead, leaders should focus their attention on the areas that will leverage organizational success. He says they should think, make key decisions, help when needed and add some organizational control.
The result: team members reveal skills and performance that far exceed what others might think they are capable of. This increases morale, productivity, and… profitability!
Throughout the book, the author raises a number of fascinating insights regarding human motivation and the differences in thought processes. This allows some to find it much easier to succeed than others. I especially enjoyed learning about the differences in “fixed mindset” and “growth mindset.” Really, the more I think about it, the author is a master in terms of what moves people.
Enjoy the chat.
Keep in mind what Professor Murnighan calls, The Leadership Law: “Think of the reaction that you want first, then determine the actions you can take to maximize the chances that those reactions will actually happen.”
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Bob,
Thank you for sharing an interview of a favorite subject of mine: leadership!
I believe most leaders don’t allow themselves to “do nothing” and trust + empower others to become more, is that they want to be indispensable. They want to make their organization hostage of their know-how and skills.
Some leaders even start believing that who they are is attached to their position. If they believe that’s true, what do they do? They protect their position by not allowing others to know enough to do their job.
A true leader knows that his work is done when his people don’t need him anymore. He becomes dispensable by sharing with them his leadership ADN. A leader grows leaders. When his mission is done, he moves to the next team or organization. At least, that’s my leadership point of view.
Thank you,
Bruno Coelho
Bob,
The concept is great. Too many leaders get in the way of their staff. One brilliant example of “doing nothing” was an old boss of mine. We had a timely mess of a problem on our hands which probably meant that a couple of us were going to lose our weekend. Instead of interfering she kept out of the way and made sure we had enough coffee and pizza.
Warren Buffett has a philosophy that you let the 400 hitters just get on with it.
All the best,
Ross
I agree with the concept that Professor Murnigan has toward leadership. I can’t wait to read it. It sounds like it will be the perfect recommendation for some of my business executives that get tangled up in doing for the staff. Thank you for sharing this book.
Bruno: As always, insightful thoughts from such a young man. Indeed, those are a couple of reasons why some leaders act that way. And, your final paragraph is certainly descriptive of that “Level 5 Leader” who makes such a great difference in a very positive way. Thank you for sharing with us!
Ross: Thank you for sharing that great example from you old boss. And, I’m sure you and your associates came through with flying colors…as well as a couple of pounds heaver. :-). And, yes, proven philosophy by Buffett.
Janet: Thank you for your comments. I have a feeling you’ll really enjoy the book. I’ve heard from others who had already read the book that they are slipping it under certain people’s doors. LOL
I think I love the title 🙂 What an awesome thing to imagine – Do nothing and be a great leader! A man’s dream!
Jokes apart, I am going to get this book, like NOW! Thank you for sharing Bob.
Kumar: I know. When you think of it…how cool, right? LOL. I have a feeling you’re going to love the book. It really is terrific!!
These comments may be too close for comfort…………here I go.
Ego, that gets in the way of effective leadership. As the athour points out, we want to push our own ideas first. WHY? Because we need that affirmation that we are the leader and that we may lose some of our self esteem if we allow others to shine.
Faith in the future. This ties into the mindsets discussed in the interview. If we as leaders have faith in the future, a positive mindset, we will generally allow for ideas to be brought forth and allowed to develop. When we have a somehwat negative view of what can be, we will have an over riding urge to take action or micro manage so we can direct activity to our limited, negative view of possibilities.
People do want to be great………..let them. Good news is that these leadership challenges can be improved through the study of emotional or social intelligence.
Bob, I am exposed to all kinds of information. Your work and interviews make me stop to read or listen. Thanks for your contributions.
Marty: Thank you for your kind words, and for sharing your insightful thoughts and wisdom with us!
Dear Bob:
Leadership, finally someone tells me to get the “Lead out,” and the “ship” will sail on it’s own greatness! Now that’s good advice.
“400 hitters” must be able to sail freely with encouragement.
My Team of teachers are “400 hitters” and I need to trust them and then they will really sail!
Thank you for the wisdom and directions of my new “leaderSHIP” direction.
This ship found a new leader, who is empowering the staff.
Karen: Awesome! Thanks for sharing. Keep us up to date with your progress!