2 Thoughts - Trust & Transfer

#1: Trust at the root

Thought 1: Are they really leading—or are you just delegating?
In Team of Teams, General McChrystal challenges leaders to stop micromanaging and start building people they trust to act as they would - aligned in values, able to make the call, and trusted to lead when you’re not in the room.

Too often, I see CEOs holding the reins too tight. Leaders in title only—because they’re not really allowed to build. Especially when it comes to their teams.

If your “leader” wants to let someone go and you’re blocking it… pause. That’s a trust issue, not a performance one.

Thought 2: Trust is the foundation, not the bonus
In 5 Dysfunctions of a Team, absence of trust sits at the base of every broken org. When it comes to leadership, it’s crystal clear:

If you trust them, you’ll let them build.
If you don’t, they’re not your leader.

Your best leaders are culture carriers. They see people up every day, up close. They know what the team needs. And they want to build with you, not create kingdoms of their own.

Here’s your gut check:

• Would I trust them with my biggest client?

• Do I relax when they take the lead, or get tense?

• Do they tell me the truth, even when it’s not pretty?

• Do they understand and protect our company’s reputation?

• Do I believe they’d make a hard call the right way - even if it’s not my way?

• Is there someone they want to let go… that I’m stopping?

Leaders don’t need to be perfect. But if they’ve earned your trust, they deserve your trust.

#2: One Question to Ask Your Team

If you had full authority, who would you let go - and who would you fight to hire?