By: Monica Stevens
Perspectives and philosophies vary widely in the world of leadership. Each leader’s unique experiences and backgrounds inspire their unique leadership styles. Learning from other leaders and their philosophies is the best way to grow one’s leadership skills. Each conversation with a great leader is an opportunity to learn. Three of those opportunities came from interviews with Clif Fischer, Brian Stark, and Tom Cooke. Through these conversations, one can derive key takeaways from examining the similarities and differences in their leadership philosophies and three unique experiences and backgrounds that create takeaways that can be applied across various fields.
A prominent theme among all three leaders is the emphasis on leading by example and maintaining integrity. Tom Cooke, with his extensive background in the Air Force, articulated this well by stating his commitment to avoiding hypocrisy in leadership. “Do as I say, not as I do” leadership rarely goes over well, and Tom highlights the mechanism behind that very well. Leading by example is only effective when that example is worthy of being looked up to; inspiration is the key to success. One characteristic that makes a leader inspirational is a philosophy, like Tom’s, that ensures that he never asks others to perform tasks he wouldn’t be willing to do himself. This philosophy helps establish a culture of trust while setting a standard for the rest of the team.
One of the other key characteristics that makes a leader inspirational and, therefore, effective is integrity. Someone who lacks integrity has no hope of inspiring a team to transformational change; that inspiration goes back to the belief in the individual, and any fraudulence or deception erodes that belief. Clif Fischer underscores the importance of leading with integrity; his approach to leadership revolves around building trust and credibility. That philosophy guarantees that his actions align with his words, something that is essential to inspiring a team. Why bust your butt for a boss that can’t keep his word? For Clif, integrity is a personal virtue and fundamental to effective leadership.
Brian Stark has also aligned his leadership philosophy with this principle of integrity. Characterized by a strong sense of responsibility, his leadership style focuses on accountability and standards. He believes that leaders must embody the organization’s values and exceed the standards they expect from their team. One of the ways to inspire a team to meet a standard set for them is for the team leader to exceed those expectations. If a CEO wants his employees to show up to work at 8 am sharp, he better show up by at least 7:30 am. A leader’s job is to set the standard for the team, hold the team accountable, and lead by example to inspire the team to hit that standard. Leaders must hold themselves responsible that congruence between words and actions is crucial in establishing a culture of trust and respect in an organization.
Another commonality among Fischer, Stark, and Cooke is their understanding of the importance of empowering their team members and delegating effectively. Tom Cooke’s military experience taught him the importance of delegation, especially when managing large, complex programs. He highlights the need to set clear expectations, provide the necessary resources, and trust team members to execute their tasks. This approach enhances efficiency and promotes a sense of ownership and accountability among team members. That ownership drives everyone to improve their performance because they are tied emotionally to the result.
Clif Fischer emphasizes the importance of giving his team the autonomy to make decisions and learn from their experiences, sharing a similar perspective on empowerment as Tom. By allowing his team to learn from their good and bad experiences, Clif fosters a culture of innovation centered around personal growth. This creates an organization that is less focused on micromanagement and more focused on creating an environment where team members feel confident and supported in their roles.
Sharing this view on the importance of empowerment but with a different flavor, Brian Stark has a distinct focus on mentorship. He believes that leaders should focus on guiding their teams through challenges and providing them with the tools and knowledge they need to succeed through those challenges. Though the vocabulary around mentorship is different, the result is the same. A collaborative environment where team members can thrive and develop their skills. All three leaders focus on empowerment and effective delegation, but the nuances between their philosophies illustrate how different approaches can lead to similar results.
The key to success with any of these approaches is investing. Leaders who invest in their teams are far more successful than those who force their teams through the school of hard knocks. Too many CEOs hire a Ford Focus and expect it to perform like a McClaren. With the tools they need to grow and learn, a team is bound to succeed. ROI is a common buzzword in business, yet only some leaders are willing to invest in their team, even though the return on that investment is astounding.
Effective communication is another critical element that all three leaders prioritize. Tom Cooke points out that clear and consistent communication is vital, especially in complex and fast-paced environments like the military and federal contracting. He stresses the need for leaders to articulate their vision and expectations clearly while being open to feedback and adaptive to change. Teams respond better to expectations when there is a dialogue surrounding those standards because that honest conversation creates buy-in. Transformational leadership is only possible with that buy-in.
Clif Fischer echoes this sentiment, emphasizing that good communication builds trust and ensures everyone is aligned toward common goals. Getting that buy-in towards the organization’s goals requires the leader to communicate their vision clearly and, more importantly, illustrate how each team member fits into the vision. Clif believes leaders must be approachable and willing to listen to their team’s ideas and concerns; this two-way communication fosters a more inclusive and dynamic work environment. A team that combines buy-in and clear communication will be highly adaptable and successful.
For Brian Stark, communication goes hand in hand with adaptability. He highlights the importance of being flexible and responsive to changing circumstances. Brian’s leadership style is characterized by his ability to navigate uncertainty and guide his team through transitions with clear and effective communication. Far too many leaders talk about organizational transformation but need to be more flexible and responsive to the changes that will come with that transformation naturally. As an organization goes through changes and evolutions, the only way to keep the team moving forward on the same page is through clear communication.
Clif Fischer, Brian Stark, and Tom Cooke’s leadership perspectives offer valuable insights into the core principles of effective leadership. By combining their emphasis on integrity, empowerment, adaptability, and investment, leaders in any field can cultivate a productive and supportive work environment. Understanding and integrating these common lessons can help aspiring leaders navigate their paths with confidence and purpose.
Published by: Martin De Juan
