The Crucible的动态

Great insights here! The distinction between manipulation and leadership, as outlined by Jocko Willink, is such a powerful reminder that leadership is about aligning people with a shared mission that benefits the entire team. Security leaders, in particular, can leverage this by emphasizing the collective purpose—when team members understand that their contributions are not just tasks but part of a larger mission, it fuels engagement and long-term buy-in. Creating a culture where people feel they are part of something bigger than themselves is key to sustaining motivation and achieving strategic goals.

"It’s better to hang out with people better than you. Pick out associates whose behavior is better than yours and you’ll drift in that direction.” Successful CEOs understand the importance of surrounding themselves with talented individuals and empowering them to succeed, rather than trying to be the smartest person in the room.? Mr. Buffett emphasizes the significance of evaluating a job candidate not only based on their professional qualifications but also on how they will contribute to the company's culture and inspire the team to excel collectively.

Truly successful business have partners that CHALLENGE each other. This is not the enemy of success, it is critical to it! What that DOES NOT MEAN is the partners FIGHTING each other. Profound difference. Russell Nersesov, D.C., David Khantses and I are all fundamentally different people. We have unique backgrounds and personalities that often see us diametrically opposed on certain ideas! This is AWESOME. It creates conflict that we constantly have to hash out. And within that conflict we have spawned some amazing ideas (some not so great ones as well to be fair). What's important is that we all three have massive respect for each other. So while we may engage in conflict, we do not engage in disparaging, or demeaning or otherwise fighting with each other. We hash out an issue, come to a consensus (albeit grudgingly sometimes) and then we put our collective effort towards making that consensus happen. You cannot operate in a highly successful business with a group of leaders who DO NOT challenge each other. #selfstorage #boatandrvstorage #selfstorageinvesting #selfstoragedevelopment #selfstoragemadesimplepodcast #commercialrealestate #commercialrealestateinvesting #realestateinvesting #industrialflex #smallbayindustrialflex #industrialflexdevelopment

Corporate Leaders: Making every IT dollar count is key to profitability. As your IT Cost Reduction Advisor, I've seen firsthand how proactive cost management helps companies exceed financial goals. In my experience, saving companies over $100 million in IT costs, I've identified key areas to focus on: 1. Disciplined business case management 2. IT Projects benefit tracking 3. IT Cost allocation based on usage 4. IT Cost benchmarking 5. Monitoring managed services, SaaS & IaaS utilization These five strategies create a proactive culture of IT cost control, avoiding reactive measures when financial pressure mounts. Why wait for a crisis? Reactive tech cost-cutting often leads to: ? Unplanned layoffs ? Wasted resources ? Missed growth opportunities Here's a powerful Harvard Business Review article that outlines a 5-step plan for CEOs to achieve cost discipline. It emphasizes: ? Resetting organizational design: Empowering managers to be cost-conscious. ? Confronting overhead: Eliminating unnecessary layers and duplicative efforts. ? Prioritizing the right things: Cutting underperforming services and initiatives. ? Optimizing processes: Streamlining operations for maximum efficiency. Future-proofing the organization: Leveraging AI for cost management and automation. Ready to learn how I can help your company achieve similar success? Book a meeting with me today to discuss my proven strategies for optimizing IT costs and driving profitability. #ITCostReduction #CostManagement #Profitability P.S. My profile includes five case studies showcasing how I've helped large companies achieve millions in IT cost savings.

Shift your approach from top-down to middle-out.

Empowering change at all levels of an organization is integral to transformative success. If you can't take it from me, maybe HBR can provide additional insight and analysis.

I can appreciate this, but I also think the reasoning can also serve to argue that relatively flat organizations can be more economically responsible & cut out unnecessary layers that insulate the c-suite from those who do the actual work of the organization. It’s particularly challenging when there are layers between front-line & middle managers, insulating even the middle managers from understanding the challenges & value of front line workers (mutterings of disdain & disrespect for the workers by those running things- dehumanizing & devaluing worker). When that occurs the people doing the work are at risk of being treated like replaceable widgets. In return, that can lead to workers feeling demoralized (creating a negative work climate), which over time harmis the organizational culture & the work itself. Leaders of large organizations who don’t attend to the strategic value of creating & maintaining a positive work culture, can undermine the mission- driven or economic-driven organizational strategic initiatives by forgetting that those human beings who do the work largely ARE the organization. I remember growing up hearing the church isn’t a building. It’s the people/partitioners. Same concept, a business isn’t the idea guy/gal or the product/service produced by the organization, it’s the workers who implement the ideas & create the products/or serve the customer. When you value those workers you create a positive culture that nurtures mission-driven committed employees who are the folks that make/break the organizational outcomes. Forget that & you may have poorly executed ideas/strategic initiatives, & sub-par products/services.

“top-down directives often overlook the subtle nuances crucial for propelling performance to new heights. Executives in the C-suite can become detached from the details of day-to-day operations, leading them to propose solutions that barely scratch the surface” “By harnessing the ingenuity and creativity of an organization’s middle management, companies can develop the innovative solutions needed to unlock the full potential of transformation”

?? Innovation sparks growth, but without managing the risk, it can burn everything down. How do you balance the two? #business #LeadershipMatters #innovation #riskmitigation

Anti-CEO playbook is all about against the traditional CEO mindset focused solely on profit and shareholder value. Hamdi Ulukaya, founder of Chobani yogurt, is a prominent advocate of this approach. He argues that companies can be successful while also considering the well-being of their workers, community, and environment. Some of the key ideas of this approach: 1) Prioritize People: This philosophy emphasizes employees, customers, and the community, alongside profit. It views them as assets to be invested in, rather than costs to be minimized. 2) Long-Term Thinking: Instead of short-term gains for shareholders, this approach takes a holistic view. It considers the social and environmental impact of decisions and aims for sustainable success. 3) Shared Decision-Making: It encourages a more collaborative leadership style. Employees have a greater voice and are empowered to contribute to the company's direction. 4) Transparency and Authenticity: Anti-CEOs believe in open communication and leading by example. They focus on building trust with stakeholders. https://lnkd.in/gFXs8wvF