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

The most important tactical advantage we had was working together as a team, always supporting each other.

Departments and groups within the team must break down silos, depend on each other and understand who depends on them.

It falls on leaders to continually keep perspective on the strategic mission and remind the team that they are part of the greater team and the strategic mission is paramount.

These individuals and teams must instead find a way to work together, communicate with each other, and mutually support one another. The focus must always be on how to best accomplish the mission.

“Build a personal relationship with them. Explain to them what you need from them and why, and ask them what you can do to help them get you what you need.

simple, clear, concise information—exactly what was needed.

I gave him an approving nod that, without words, said: Well done; you kept your composure and you made clear calls. You got the help you needed and kept the rest of your team alive. The SEAL leader nodded back: he understood.

Simplifying as much as possible is crucial to success.

Plans and orders must be communicated in a manner that is simple, clear, and concise. Everyone that is part of the mission must know and understand his or her role in the mission and what to do in the event of likely contingencies.

As a leader, it doesn’t matter how well you feel you have presented the information or communicated an order, plan, tactic, or strategy. If your team doesn’t get it, you have not kept things simple and you have failed. You must brief to ensure the lowest common denominator on the team understands.

Simple: this principle isn’t limited to the battlefield. In the business world, and in life, there are inherent complexities. It is critical to keep plans and communication simple. Following this rule is crucial to the success of any team in any combat, business or life.

They need to understand it to a point that they don’t need to be thinking about it to understand it. It needs to be on the top of their minds all the time.” “But we have to make sure we incentivize them in the right direction,” said the chief engineer. “Exactly,” echoed the plant manager. “We have got to take the variables into account so that they are constantly pushed or pulled the right way.” They had each very clearly put extensive time and effort into the bonus plan and now tried desperately to defend their efforts despite its glaring overly complex deficiency. “How well is this bonus plan working to incentivize them now?” I asked. “You just told me they aren’t taking advantage of it, so they aren’t being effectively incentivized to do anything differently or to move in any direction. Your plan is so complex that there is no way that they can mindfully

all animals, including humans, need to see the connection between action and consequence in order to learn or react appropriately. The way you have this set up, they can’t see that connection.”

“It certainly is possible that they could. But they don’t. People generally take the path of least resistance. It is just in our nature.

Regardless of how you think an operation is going to unfold,” I answered, “the enemy gets their say as well—and they are going to do something to disrupt it. When something goes wrong—and it eventually does—complex plans add to confusion, which can compound into disaster. Almost no mission ever goes according to plan. There are simply too many variables to deal with. This is where simplicity is key. If the plan is simple enough, everyone understands it, which means each person can rapidly adjust and modify what he or she is doing. If the plan is too complex, the team can’t make rapid adjustments to it, because there is no baseline understanding of it.”

I had to remain calm, step back from my immediate emotional reaction, and determine the greatest priority for the team. Then, rapidly direct the team to attack that priority. Once the wheels were in motion and the full resources of the team were engaged in that highest priority effort, I could then determine the next priority, focus the team’s effort there, and then move on to the next priority. I could not allow myself to be overwhelmed. I had to relax, look around, and make a call. That was what Prioritize and Execute was all about.

When overwhelmed, fall back upon this principle: Prioritize and Execute.

To implement Prioritize and Execute in any business, team, or organization, a leader must: • evaluate the highest priority problem. • lay out in simple, clear, and concise terms the highest priority effort for your team. • develop and determine a solution, seek input from key leaders and from the team where possible. • direct the execution of that solution, focusing all efforts and resources toward this priority task. • move on to the next highest priority problem. Repeat. • when priorities shift within the team, pass situational awareness both up and down the chain. • don’t let the focus on one priority cause target fixation. Maintain the ability to see other problems developing and rapidly shift as needed.

“With so much going on in the chaos and mayhem, they would try to take on too many tasks at once. It never worked. I taught them to Prioritize and Execute. Prioritize your problems and take care of them one at a time, the highest priority first. Don’t try to do everything at once or you won’t be successful.”

Those junior leaders learned that they were expected to make decisions. They couldn’t ask, “What do I do?” Instead, they had to state: “This is what I am going to do.”