Entrepreneurial Leadership

Great goals relieve boredom, help people develop better strategies, increase their enjoyment of work and, in many cases, boost job satisfaction.9

Having too many goals.

Not having time frames.

Failing to communicate goals. By not sharing goals, leaders not only miss out on advice or moral support but also communicate a lack of seriousness about goal setting.

Being unwilling to adjust goals as circumstances change.

Just as the difference between a budget (which stays fixed for a year) and a forecast (which is adjusted throughout the year) is the difference between goal setting and goal updating.

Look for goals like this—levers that can help achieve multiple positive outcomes.

central element of business leadership this way: “Commanding and motivating people up and down the line to act in accordance with philosophy, policies, procedures, and standards in carrying out the plans of the company.”

It was his notion of alignment that made me realize that most of the challenges I’d faced resulted from a disconnect between stated objectives and day-to-day practice.

Those who have clarity around winning tend to listen. They tend to compromise, to allow other parties to win, to sort out conflicts, and to arrive at solutions that allow everyone to move on. This means that entrepreneurial leaders are rarely perfectionists.

This means that entrepreneurial leaders are rarely perfectionists.

This means that entrepreneurial leaders are rarely perfectionists. Instead, they are practical problem solvers who keep their eyes on primary objectives. The

This means that entrepreneurial leaders are rarely perfectionists. Instead, they are practical problem solvers who keep their eyes on primary objectives.

This means that entrepreneurial leaders are rarely perfectionists. Instead, they are practical problem solvers who keep their eyes on primary objectives. The most successful among them pursue strategies that are relentlessly aimed at achieving measurable results consistent with core values.

entrepreneurial leaders are rarely perfectionists. Instead, they are practical problem solvers who keep their eyes on primary objectives. The most successful among them pursue strategies that are relentlessly aimed at achieving measurable results consistent with core values.

There’s no formula for great company culture. The key is to just treat your staff the way you would like to be treated.

leaders give team members the power to carry out assignments and tasks, and to make decisions, without too much supervision.

if employees are given the freedom to work when and how they want and to make important decisions, they must recognize the implicit and reciprocal obligation that they will produce good results.

the three adjectives I most often use when describing the culture I hope to craft are trusting, accountable, and respectful.

by being clear about expectations and then ensuring negative consequences for those who miss deadlines, fail to meet a budget, or don’t execute on the plan as they’d agreed to.