By: Tribe + Purpose
Effective leaders require a dynamic blend of skills and a delicate balance of approaches. Leadership is so complicated because, at its core, it deals with human problems- and each person is different. That’s why it is so useful to learn from other leaders and their experiences so that we can glean whatever lessons they’ve learned and apply them to our own lives. This article shares interviews with three leaders in the government contracting space (Daniel, Florian, and Bart) to share their experiences and leadership insights. All three of these leaders have seen great success, and each has their own unique approach to leadership- an approach that sets them apart and works for their team. Each team is different, and it takes seeing numerous examples of successful leaders to find your style of leadership- and this article hopes that Daniel, Florian, and Bart can help provide some of that insight.
Drawing from his extensive military and government service, Daniel Shultz, CEO of Conflict Kinetics, emphasizes the importance of building trust within your team and empowering leaders of small units to maximize the organization’s capabilities. His philosophy revolves around competency, adaptability, and a mission-first mentality, and he backs this philosophy by investing in his team and creating a culture of continuous learning. Dan’s focus on investing in his team helps his team to grow and improve their capabilities so that they can embody his leadership philosophy and be more competent and adaptable in their pursuit of the mission. Many leaders struggle to allow their teams to operate with the freedom and autonomy necessary to succeed in small units, and that stems from a lack of trust. This trust comes down to three key pieces that Otis McGregor, CEO of Tribe and Purpose, defines as the Trust Triad: you trust your team to do their job, your team trusts you to lead them, and you trust yourself as the leader. If any piece of that Trust Triad is broken, your team won’t be able to operate effectively in small units.
Other CEOs choose to focus on creativity and collaboration to create a culture centered around innovation. One key aspect of creativity is failure, and that’s why many teams talk about innovation but don’t back it up. Committing to creativity and innovation means committing to the failures that come along the way. To get your team to commit to the creative process and view failure as a catalyst for growth, the CEO must lead by example. Florian De Castro, CEO of Power Media Group, encourages the kind of experimentation that is necessary for innovation and, by doing so, creates a collaborative and open environment for his team. This culture of innovation would not be complete without two other keys: a commitment to diversity of thought and a focus on forward-thinking leadership. These factors combine to create a culture of innovation that helps to drive the organization forward. Florian showcases the need to lead by example, whatever it is you want from your team, especially if what you want from them is to embrace something as transformative as failure.
Bart Combs, an executive leader in hospitality and CEO of Solkoa, focuses his leadership on nurturing talent and using that personal development to drive excellence for the business. Bart’s luxury hotel management background leads him to emphasize individual strengths and aspirations, understanding the individuals on your team so that he can provide personalized leadership that works for each person on the team. This focus on the individual requires a commitment to mentorship, feedback, and continuous development. This is where many leaders fall short. Truly committing to talent development means mentoring each person on your team and giving them the tools (and time) they need to learn and implement. The organization’s success depends on everyone’s talents and skills; without a commitment to developing those team members, the organization is bound to fail. For leaders willing to commit to this, the result is transformational leadership that will drive the team’s success far into the future.
Across these diverse perspectives, a common thread emerges: effective leadership is rooted in trust, innovation, and talent development. Trust, in particular, is the foundation of any successful team, and without it, even the most skilled team will tear itself apart. Whether it’s Daniel’s focus on competency and mission-first mentality, Florian’s emphasis on creativity and collaboration, or Bart’s commitment to mentorship and excellence, each perspective offers valuable insights into the multifaceted nature of leadership. Even though there are many differences between these three approaches to leadership, the key mechanisms for success for the team are clear. If you want your team to grow their roles and improve your systems, then you need to invest in them and give them the resources they need to be successful. Many leaders talk about innovation and use it as a buzzword, but to commit to a culture of innovation means embracing failure and showing your team that it’s OK to fail.
As one navigates the complexities of leadership, drawing inspiration from other leaders who have found success is always helpful. Understanding these diverse perspectives is a great way to sharpen one’s leadership skills. No matter what kind of team you lead, embodying the principles of trust, innovation, and talent development will impact your team’s performance. By embracing and adapting these core values to unique contexts, individuals can become the leaders their teams and organizations need to thrive in an ever-changing landscape.
To get resources and assistance implementing the lessons in this article, click here and explore the options Tribe + Purpose has to offer.
Published by: Nelly Chavez
