L. David Marquet’s Post

I was reading an article today about a few of the traits Andy Jassy pointed out set Jeff Bezos apart as a leader. This was one of them. And it caught my attention. This is the top trait I notice in our top level leaders. They have a relentlessly high bar - so I can only imagine at this point what Jeff’s looks like. But what I have also learned is there is 2 critical things to learn about holding a high bar and developing leaders to both function successfully in an environment with a relentlessly high bar and hold it themselves. ** You have to learn that holding a high bar is only for the BENEFIT of your leaders. And in turn they need to know that. Sending that email to hold them accountable to misses, holding them in a role longer before promoting them so they can close some opportunities, pushing them to achieve better results MoM, YoY in safety, quality, leadership, cost to serve … you have to teach them it’s for THEIR benefit. It is easier as a leader to have a lower bar. But it does a disservice to everyone. ** In turn - you also have to learn to handle an organization with a relentlessly high bar and not take it personal. You have to compartmentalization in some cases - focus on actionable things. My boss a few weeks ago commented on how amazing 2023 was - and I gave him a look and said “it was the toughest year in operations I’ve had out of nearly a decade.” I learned a lot about what it means to hold a relentlessly high bar this year. But ironically - facing my team - I’d tell them how amazing 2023 was because they showed grit and raised the bar. I expect I’d get the same look and comment I gave my boss. That’s the thing about a relentlessly high bar. It can be relentless … and the best leaders in the world learn how to a) recognize that is true … but also b) still hold that relentlessly high bar and develop their team through it. Maybe in another decade or so in operations I’ll circle back to this and tell you all I’ve figured out exactly how to do both as gracefully as I’d like to. That’s still a WIP … #leadershipdevelopment #highstandards #amazon #amazonian #amazonvestlife #leadershipprinciples

Steve Jobs’ and Jeff Bezos’ style of making decisions with a team is totally different. Jeff Bezos believes in “disagree and commit”, meaning even if you don’t agree with the decision, you need to commit to it for the larger good. Amazon has it written as one of its leadership principles. Steve Jobs on the other hand – when once asked how to resolve conflicts – said that he doesn’t believe in this idea that you should disagree and carry on. He was of the view that at the end of the day you’re paying your team to do what “they” think is right. And if they can’t do what they think is right then it just won’t work in the long-term. So his idea was to get the people responsible for that particular decision – and this doesn’t have to be everyone, just that small subset of top people in that area – and discuss it until everyone agrees on the right way to go about it. Two great leaders, two different approaches. Which one do you resonate with and why?

🔹 **Elevating Leadership Insights** 🔹 Yesterday, I had the privilege of deep-diving into strategic conversations with John Quillinan, a Senior Manager & Principle Program Manager at Amazon. As we journeyed through our dialogue, we anchored our thoughts in three pivotal arenas: 1️⃣ Military Transition Strategy: A theme close to both our hearts. As John reflects on his esteemed Navy legacy, I stand on the cusp of transitioning as an Army senior leader. Servant leaders helping servant leaders — you love to see it. 2️⃣ Amazon’s Vision and guiding principles: We traversed the intricate weave of Amazon's groundbreaking initiatives and operations at a senior echelon. 3️⃣ The Power of Unity: The crux of our discourse lay in harnessing a 'Team of Teams' ethos. Inspired by the wisdom encapsulated in Stan McChrystal’s transformative book, we discussed its profound resonance within Amazon, from the frontline to the executive suites. I'm genuinely humbled by the caliber of leaders within Amazon - John Quillinan, John McGriff, Anthony S., and Courtney Doda. Their collective wisdom and commitment to progress inspire many, including myself. Here's to conversations that drive change! To my fellow brothers and sisters in the military transition space, take a look at Amazon. It’s all about generating options, no different than what you would do for an operation. Trust me, if you go into the conversation with an open mind, you’ll be surprised with the sheer amount of growth opportunities within this powerhouse corporation. Chris Lord, Brage Garofalo, and The Honor Foundation #leadership #amazon #teamofteams #thehonorfoundation #TeamBlackTransition

"True leadership shines brightest in the growth and success of the team, not in the personal spotlight. It's not about individual glory, but the collective achievements we foster together. Learn more about an evolutionary approach at: https://lnkd.in/geRMvKzc EVOLVE FOR GROWTH: Leading Innovation with an Evolutionary Approach ... now on Amazon: https://amzn.to/3QY2ONB #TeamSuccess #LeadershipMatters

Jeff Bezos describes "one-way door" decisions as irreversible choices requiring careful consideration, while "two-way door" decisions are reversible and can be made quickly. This framework helps Amazon maintain agility and minimize risks. #JeffBezos #DecisionMaking #Leadership #BusinessStrategy #Amazon #Innovation #AgileManagement

🚀 Leadership Wisdom from Jeff Bezos: The Power of "Disagree and Commit"   In his 2016 annual letter, Jeff Bezos shared a key principle that fuels Amazon's success: "disagree and commit." In a world where decisions often require speed, he emphasizes the need to avoid the paralysis of analysis.   Here are the key takeaways:   1. Flexible Decision-Making: Recognize that not all decisions are the same. For reversible, two-way door choices, embrace a light-weight process. The fear of being wrong shouldn't hinder progress.   2. Act with 70% of the information: Waiting for 90% of the information can slow you down. Acting with around 70% of the desired information allows for quicker decision-making. The key is the ability to correct course promptly.   3. Embrace "Disagree and Commit": Foster a culture where disagreements are not roadblocks but opportunities. If you have conviction, invite others to "disagree and commit." This approach accelerates decision cycles and encourages a shared commitment to success.   A Real Example “Amazon Studios”: Bezos himself applies this principle. When a team proposed the project of “Amazon Studios” he initially questioned, he responded, "I disagree and commit." The result? The project became a major success, garnering numerous awards such as 11 Emmys, 6 Golden Globes, and 3 Oscars!   The Lesson: In a rapidly changing business landscape, leaders must balance conviction with agility. "Disagree and commit" is not just a phrase; it's a mindset that accelerates innovation and fosters a culture of collaboration.   💡 Takeaway for Leaders: Embrace diversity of thought, act decisively, and remember, sometimes it's more costly to be slow than to be wrong.   #Leadership #DecisionMaking #DisagreeAndCommit #BusinessWisdom #JeffBezos

“Some decisions are consequential and irreversible or nearly irreversible – one-way doors – and these decisions must be made methodically, carefully, slowly, with great deliberation and consultation. If you walk through and don’t like what you see on the other side, you can’t get back to where you were before. We can call these Type 1 decisions. But most decisions aren’t like that – they are changeable, reversible – they’re two-way doors. If you’ve made a suboptimal Type 2 decision, you don’t have to live with the consequences for that long. You can reopen the door and go back through. Type 2 decisions can and should be made quickly by high judgment individuals or small groups.” — Jeff Bezos on Reversible and Irreversible Decisions #amazon #bezos #leadership #aws

"True leadership shines brightest in the growth and success of the team, not in the personal spotlight. It's not about individual glory, but the collective achievements we foster together. Learn more about an evolutionary approach at: https://lnkd.in/geRMvKzc EVOLVE FOR GROWTH: Leading Innovation with an Evolutionary Approach ... now on Amazon: https://amzn.to/3QY2ONB #TeamSuccess #LeadershipMatters

That's such an encouraging message about the accessibility of leadership at Amazon. It's truly valuable to have the opportunity to learn from experienced individuals like Country Managers. His insights on the importance of finding mentors, understanding different business units, and cultivating self-reflection resonate deeply. While the three key takeaways mentioned below are certainly crucial, I would be curious to delve deeper into some of the less obvious lessons Rocco has gleaned from his extensive tenure at Amazon. What are the subtle nuances of leadership that he's discovered over the years? What are some of the unexpected challenges and opportunities he's faced in his journey? Understanding these less apparent insights would provide invaluable guidance for aspiring leaders and employees alike.