Brutal Leadership Principles

A second principle from Good to Great, I have seen displayed at my unit is what Collins labels, confront the brutal facts (2001). This principle requires leaders to create a culture around the truth. Leaders must know what is really happening within their organization and what problems their organization may be facing. Collin states effective leadership is “about climate where the truth is heard and the brutal facts confronted” (2001, p.74). Without these brutal facts a leader cannot truly make educated decisions. The key for a leader to be made aware of the facts of their organization is “creating a culture wherein people had a tremendous opportunity to be heard and, ultimately, for the truth to be heard” (2001, p.74). The leadership at my unit confronts the brutal facts by employing two of the tactics Collins recommends. The first item the item the leadership at my unit does is they choose to “Lead with questions, not answers” (2001, p.74). My leaders take the time to ask the member’s working day to day out in the individual flights, how things are going and what can be improved. They listen to the members …show more content…
Prior to the movement my leadership took the time to host face-to-face meetings with each individual contributing flight. They asked us what we needed to make the movement a success and how it could be done most efficiently, from our perspective. Once the movement began several problems arose and the movement did not go as planned. Following the movement, my leadership conducted an autopsy of the entire process. They outlined the problems and worked with the members to develop a plan of action to correct these problems. My leadership did not blame anybody they only cared about fixing the issues and moving on. These actions support those Collins identifies as necessary to confront the brutal facts, which will make leadership