Extreme Ownership: How U.S. Navy SEALs Lead and Win

But they were certainly worried about looking bad in front of The Boss.

“The issue is not that they don’t understand the plan, but that they don’t understand why the plan is being implemented. They don’t believe in it.

“When we cut compensation, especially on the low-producing salespeople, that savings reduces cost. When I reduce cost for salespeople, it reduces our overhead. With overhead reduced, I can lower the price of our products. That will allow our bigger producers to bring in even more business. Sure, the new compensation plan is punitive toward our bottom people, but those bottom people really don’t move the needle in our business. If some of them leave, it won’t impact our business. In fact, it will allow some of our better producers to expand into those accounts and increase sales. So there is opportunity for our sales force to do even better.”

A smaller, more effective sales force also reduces overhead: lower health care costs, fewer desks, fewer computers to buy, greater efficiency. It is a win-win.”

That is what Extreme Ownership is all about. If you don’t understand or believe in the decisions coming down from your leadership, it is up to you to ask questions until you understand how and why those decisions are being made.

But she’s not a mind reader. The CEO can’t predict what you won’t get or understand. She’s not perfect; none of us are. Things are going to slip through the cracks from time to time. It happens.

Leadership isn’t one person leading a team. It is a group of leaders working together, up and down the chain of command, to lead. If you are on your own, I don’t care how good you are, you won’t be able to handle it.”

“People talk about leadership requiring courage. This is exactly one of those situations. It takes courage to go to the CEO’s office, knock on her door, and explain that you don’t understand the strategy behind her decisions. You might feel stupid. But you will feel far worse trying to explain to your team a mission or strategy that you don’t understand or believe in yourself. And, as you pointed out, you are letting the boss down because she will never know that her guidance is not being promulgated properly through the ranks.

Ask questions until you understand why so you can believe in what you are doing and you can pass that information down the chain to your team with confidence, so they can get out and execute the mission. That is leadership.”

tried to temper that confidence by instilling a culture within our task unit to never be satisfied; we pushed ourselves harder to continuously improve our performance.

Ego clouds and disrupts everything: the planning process, the ability to take good advice, and the ability to accept constructive criticism. It can even stifle someone’s sense of self-preservation. Often, the most difficult ego to deal with is your own.

Everyone has an ego. Ego drives the most successful people in life—in

Everyone has an ego. Ego drives the most successful people in life—in the SEAL Teams, in the military, in the business world. They want to win, to be the best. That is good.

Everyone has an ego. Ego drives the most successful people in life—in the SEAL Teams, in the military, in the business world. They want to win, to be the best. That is good. But when ego clouds our judgment and prevents us from seeing the world as it is, then ego becomes destructive.

You are in charge, so the fact that he didn’t follow procedure is your fault.

‘Our team made a mistake and it’s my fault. It’s my fault because I obviously wasn’t as clear as I should have been in explaining why we have these procedures in place and how not following them can cost the company hundreds of thousands of dollars.

“If you approached it as he did something wrong, and he needs to fix something, and he is at fault, it becomes a clash of egos and you two will be at odds. That’s human nature.

“It’s natural for anyone in a leadership position to blame subordinate leaders and direct reports when something goes wrong. Our egos don’t like to take blame.

“It’s natural for anyone in a leadership position to blame subordinate leaders and direct reports when something goes wrong. Our egos don’t like to take blame. But it’s on us as leaders to see where we failed to communicate effectively and help our troops clearly understand what their roles and responsibilities are and how their actions impact the bigger strategic picture.

“Remember, it’s not about you,” I continued. “It’s not about the drilling superintendent. It’s about the mission and how best to accomplish it.