book.chapter Making people happy not required

A "wimp" is defined as someone who is weak, feeble, or ineffective. This is clearly not a model to follow. However, in today's environment focused on political correctness, many leaders are reluctant to speak or act bluntly for fear of causing offense. The most influential leaders in history were never afraid to state their views directly. More precisely, leaders who created meaningful positive change typically demonstrated certain traits. They did not tolerate laziness, but valued hard work and results. They were prepared to remove people who did not align with their agenda. They visibly and generously rewarded top performance. And they took personal accountability for outcomes. None of these represent "wimpy" actions. History celebrates gutsy leaders who established ambitious goals and then worked passionately to achieve them. Politically correct leaders who play it safe earn no such regard. Leaders focused on results rather than trying to please everyone are willing to take politically incorrect actions. To lead in this direct style: Openly give your maximum support to top achievers. Ensure they have everything required to succeed, even if that means directing resources away from lazy, complacent, or mediocre performers. Bring out the best in your people. Always be fully transparent with everyone about where they stand. Take risks and don't just copy someone else's "best practices." Instead, develop a unique edge and fully capitalize on it. Welcome innovation, ignore industry dogma, and do impressive, noteworthy things. Hold people accountable for outcomes, starting with yourself. Unambiguously communicate expectations and how results will be measured. Then generously reward those who achieve specified goals. Respectfully evaluate actual performance, but give honest, direct feedback. Top performers need this as much as underperformers. Eliminate ambiguity so people need not guess your thinking. Provide feedback as soon as possible. Be consistent with feedback more than once a year. Be candid at all times. Always share your thought process. Be specific. Give feedback face-to-face when feasible. Remember disappointment is easier to process than anxiety.