As a technology leader, I am constantly refining my approach to leadership, seeking the perfect balance between driving performance and fostering innovation. Over time, I was introduced to two compelling frameworks—intent—based Leadership and Trust-Based Leadership—that offer valuable strategies for achieving this balance. In this post, I briefly introduce them and explain how I combine them to create my unique approach to leadership.
Intent-Based Leadership: Empower Through Clarity
Intent-based leadership, popularized by David Marquet, is about empowerment through clarity. The core idea is simple: leaders provide a clear understanding of the goals and desired outcomes but leave the “how” to their teams. Leaders unlock creativity and initiative by shifting decision-making authority closer to those with the most expertise, enabling faster and more informed decisions.
Trust-Based Leadership: Cultivate Trust and Engagement
On the other hand, trust-based leadership is the cornerstone of a positive work environment. It’s about building deep, authentic relationships where people feel trusted, valued, and safe to express ideas and take risks. Through their transparency and consistency, trust-based leaders foster a culture where accountability thrives not because it’s mandated but because it’s mutually expected, leading to a more engaged and motivated team.
Integrating Both for Greater Impact
From my experience, integrating these approaches offers a significant strategic advantage, particularly in dynamic and high-performance environments. Here’s a quick reference guide on how I incorporated these two styles:
- Communicate Clear Intent, Then Trust the Execution: Clearly articulate your vision, goals, and the broader context. Allow your teams the freedom to interpret and act on this intent, trusting them to leverage their unique skills and perspectives.
- Delegate Decision-Making, Not Responsibility: Shift decision-making authority to where the knowledge is, but maintain oversight and alignment to ensure decisions contribute to the organization’s goals. This balance promotes ownership and autonomy without sacrificing accountability.
- Build a Culture of Ownership and Learning: Encourage your team to own their decisions and results. Foster an environment where mistakes are seen as opportunities for learning, not failures. When people feel trusted, they’re more willing to innovate and take calculated risks.
- Ensure Open, Transparent Communication: Create robust channels for feedback and dialogue. Regularly check in to ensure your intent is well understood and your trust is felt. This ongoing communication loop helps align efforts with goals while maintaining a high level of engagement.
- Model the Behaviour You Want to See: Authenticity starts at the top. Be transparent about your decision-making processes and open to feedback. Show your team that you trust them through words and actions demonstrating your commitment to their growth and success.
The Bottom Line: Combining Intent with Trust for Effective Leadership
Effective leadership requires both clear intent and deep trust. Combining these two approaches can empower your teams to act confidently and creatively while ensuring alignment with organizational goals. The result? A more engaged, agile, and high-performing team, ready to meet today’s and tomorrow’s challenges.
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