Lead on Purpose

Promoting Leadership Principles in Product Management


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Building a Culture of Accountability

Guest post by Fred Halstead

 Accountability can be thought of as a punitive word with an implied threat-as in “I’m going to hold you accountable.” Yet, when you think about holding someone accountability, it is actually a measure of your respect for them and the high expectations you have for them.

Throughout the past 38 years, first as an executive search consultant and then as an executive coach, I had the opportunity to work with hundreds of executives. During those years, I began to see what leaders do that leads to accountable cultures. Consistently holding your people accountable is indeed a sign of respect. People who are respected, respond by respecting the person respecting them.

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Leading with love and trust

Leadership can be difficult to understand, to measure and to carry out, and too often the term ‘leader’ is used for someone who manages a group but doesn’t necessarily lead. Furthermore, what constitutes effective leadership differs greatly among cultures, industries and professions.

So how do you know if you are leading effectively?

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Transparency – All Cards Face-Up

Guest post by Paul Sean Hill

Creating and leading high-performing teams in any setting requires a high-trust environment.  A critical component in creating and keeping that trust is complete transparency across the team.  Having seen the empowering effect of this simple notion, I regularly reminded my direct-reports that the expectation was, “All cards are face-up on the table for the full team, in every decision and on every topic.”

I first learned the value of this kind of full transparency during my years working in the Mission Control Room while operating Space Shuttles and the International Space Station.  Everyone on the team reviewed every report, procedure, and mission-related communication of any kind between Mission Control and the astronauts.

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Creating a compelling culture

Whether you recognize it or not, the organization you work in has a culture. Big or small, every company has beliefs and values that drive its core philosophy.

Top leaders understand the importance of culture and work to ensure their organizations have a great culture. They have an abundance mentality and nurture their teams to grow and progress. They spare no expense in creating a compelling culture.

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What makes a learning organization?

Amazon, Intuit, Airbnb, Disney, FedEx and Uber…what do these companies have in common? They know their customers. They don’t just know about their customers, they know why their customers ‘hire’ them and their products to do specific jobs.

All of these companies are learning organizations. At their core is a deep desire to know why people and companies spend their money to purchase their products and services.  They know the importance of constant learning, they know what they are competing against.

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How to create a culture of innovation

Disruptive and incremental innovations: How to ascend the ladders and avoid the snakes

Guest post by Gaia Grant and Andrew Grant

Current realities are harsh. Whereas once it was enough to bring out slow incremental improvements, to give time to trial new products, services and ideas and test the market, innovations now need to be rapid and radical. And the competition is fierce.

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3 actions to building a culture of trust

Gaining and keeping the trust of those you lead is one of the top factors to your company’s ongoing success.

To work successfully as a team, the leader must create a culture where people can rely on the strengths and abilities of those they work with and believe in their leader’s direction and vision.

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