Intent-Based Leadership (IBL): What is it, Why Do it, and How does it work?

Leadership can be tricky. You think you’re leading because people are following you. You turn left, they keep going, and you discover that they weren’t following you at all – they were only going in the same direction!

The traditional hierarchical model of leadership is no longer effective. People need a ‘why,’ a purpose, an intention. Individuals need empowerment and a reason to take the initiative. Enter Intent-Based Leadership.

L. David Marquet was the captain of a nuclear submarine who discovered the fundamental flaw in conventional leadership when his crew tried to follow an impossible order because “you told us to.” He realized that leadership, to be genuinely effective, needs to be shared throughout an organization so that individuals can use their knowledge and expertise to accomplish the team’s goals. Marquet’s 2013 book, Turn the Ship Around!, explained his process; in 2016, he trademarked Intent-Based Leadership?.

IBL is based on the core principle that leaders should communicate their intent and purpose rather than micromanaging their teams. By sharing the intent clearly, leaders can create a shared understanding of the project’s goals and objectives, enabling their teams to make informed decisions that align with the organization’s mission and values.

Intent-Based Leadership focuses on creating an environment where people at all levels of an organization can exercise initiative, make decisions, and take ownership of their work. In this model, leaders provide clear guidance on the overall mission and goals, then empower their team members to make decisions and take action based on their expertise and knowledge.

Here are the ways leaders use Intent-Based Leadership:

1.??Clarify the intent: The first step is to define the overall purpose. This includes setting a clear, compelling vision and defining the mission and objectives. Leaders should communicate this intent to their teams and ensure everyone understands their role in achieving the group’s goal.

2.??Empower the team: Once the intent is clear, the leader gives the team members the authority to take ownership of their work and make decisions, providing them with the necessary resources, training, and support to succeed.

3.??Create a culture of trust: Intent-Based Leadership requires trust between leaders and their teams. A leader fosters a culture of trust by being transparent, authentic, and honest with the group. Encourage open communication and constructive feedback to create an environment where everyone feels valued and heard. Leave criticism and negativity outside the meeting.

4.??Encourage innovation: When a leader empowers a team to make decisions and take risks, innovation can be one of the best results. Encourage your team to brainstorm and come up with creative solutions to problems. By providing support and resources, leaders can foster a culture of innovation and continuous improvement.

5.??Foster accountability: For Intent-Based Leadership to work effectively, leaders and team members must be accountable. A leader should set clear expectations and hold themself and their team accountable for achieving the team’s goals. By maintaining an atmosphere of accountability, a leader can ensure that everyone is working towards the same objectives.

When leaders focus on empowering teams to make decisions and take ownership of their work, they can create high-performing organizations capable of achieving goals, encouraging improvement, and positively impacting the world.