CEO LEADERSHIP: SOCIOPATHY OR TRUST? 😉 When you are way out in front, impossibl

CEO LEADERSHIP: SOCIOPATHY OR TRUST? 😉

When you are way out in front, impossible to understand, and incapable of conveying your ideas across the chasm, you develop means of building trust that compensates for comprehension.

This is mistakenly called sociopathy by analysts of successful entrepreneurs: the progressives cannot imagine the severity of the dunning Kruger effect as you move downward in the talent pool.

The most effective means I have found for developing trust is accessibility, participation, and over-communication. If you answer enough ‘why’ questions honestly then they just start trusting you. And to maintain that trust merely publicly admit to failures now and then and explain why you were mistaken.

As a consequence you teach your organization to use the same patterns as you do, and to come to similar conclusions.

I am unable and unwilling to micro manage. So it is the only option available to me.

But I can also move an entire organization in a different direction in ninety days precisely because I force my people to manage themselves, and the don’t need me to micro manage.

There are serious negative externalities to my method that have repeatedly caused me catastrophe: these people tend to think they are better than they are and not dependent on my direction and counsel.

And when I leave a company the consequence is always the same.

Decline.

I wish I knew how to fix it.