When bad leadership is elevated, supported, and left in place, organizations suffer. Distrust, fear, disengagement, and turnover spike; self-preservation replaces ownership and problem-solving; productivity plummets; and ethical lapses become more commonplace. Octopus Organizations treat leadership as a behavior, not a role. They develop leaders who create conditions where people willingly claim ownership, and they promote the ones who model empathy, humility, and curiosity. Here’s how to uphold this kind of leadership—and model it yourself.
Speak last. Hold your opinions until others have shared their points of view. Invite people to speak, then actively listen. This prevents you and other leaders from dominating discussions.
Build a shadow cabinet. Cultivate a group of trusted colleagues known for different perspectives—outside of leaders’ direct report lines. Explicitly ask them to assess leadership styles, challenge assumptions, and point out blind spots.
Connect through shared experience. Occasionally immerse yourself and other leaders in hands-on work alongside teams. Approach these moments as a learner and a contributor, not a director.
Build multiple feedback mechanisms. Include 360-degree reviews, exit interviews, skip-level meetings, and regular team retrospectives that focus on how your team works together. If psychological safety is a concern, consider anonymous feedback channels.
Stop one thing. Focus on stopping at least one specific behavior identified in the feedback, such as interrupting, having a dismissive tone, checking your phone in meetings, using sarcasm dismissively, or rolling your eyes. Track progress by seeking follow-up feedback.
Cultivate self-awareness. Understand your own triggers and patterns. Keep a journal over several weeks, noting when your leadership slips, why, and how you might avoid it next time.
Model empathy and vulnerability. Show courage by acknowledging you don’t have all the answers. Share relevant struggles or learnings. The best leaders lead with humility. |
