The Four Obsessions of an Extraordinary Executive: A Leadership Fable, by Patrick M. Lencioni, , Jossey-Bass A Wiley Imprint, United States of America. Description. In this stunning follow-up to his best-selling book, The Five Temptations of a CEO, Patrick Lencioni offers up another leadership fable that’s every bit. 28 May The Four Obsessions of an Extraordinary Executive: A Leadership Fable. Jossey- Bass, ( pages) If everything is important, then.

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These are your overarching kf which you can cascade through the organization using OKR goal setting. What is more, these systems are customized to provoke meaningful discussion between managers and employees about relevant issues that they are dealing with on a daily basis. How Does Our Approach Differ?: Then ask behavioral questions and probe for evidence that the candidate has the potential to fit within the organization. First, healthy organizations have a way of making themselves smarter.

The Four Obsessions of an Extraordinary Executive – Lead With Your Life

Though sumkary may seem at first esoteric, it sets the stage for almost every decision the organization makes. If everything is important, then nothing is. Do you set and track objectives?

They are sumamry critical and deserve a great deal of mindfulness from any executive team. Fill in your details below or click an icon to log in: The first step is to embrace the idea that, like so many other aspects of success, organizational health is simple in theory but difficult to put into practice.

Readers are treated to a story of corporate intrigue as the frustrated head of one consulting firm faces a leadership challenge so great that it threatens to topple his company, his career, and everything he holds true about leadership itself.


Summary & Insights: The Four Obsessions of an Extraordinary Executive

What Business Are We in?: Why articulate exactly what it does, whom it serves, and against whom it competes? There is nothing more important than making an organization healthy.

Patrick Lencioni Copyright Date: A Leadership Fable Patrick M. Although most executives are aware of the existence of some political behavior within their teams, they almost always underestimate its magnitude executivee the impact it has on the company and its people.

The Four Obsessions of an Extraordinary Executive

This is true for staff as well as congregants. Here, in summary, are the levels of goals that healthy organizations qn embrace: Then, list one or two employees that have left, or should leave, because of their behavior or performance.

Some experts say that only after hearing a message six times does a person begin to believe and internalize it. Values, clarity, purpose, mission, then, is often determined by the constituency, not by the leader.

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Series J-B Lencioni Series. Blog Stats 2, hits. Avoid overcomplicating key messages. I believe that a company cannot be called extraordniary if virtually every employee, and certainly every executive, cannot articulate the basic definition of what the company does.

One of the best ways to recognize a cohesive team is the nature of its meetings. This time, Lencioni’s focus is on a leader’s crucial sukmary in building a healthy organization–an often overlooked but essential element of business life that is the linchpin of sustained success. In Lencioni parable form, he takes us through the story of two competing companies; one healthy, one smart.


And, encourage teams to work collaboratively instead of competitively to overcome obstacles.

Sorry, your blog cannot share posts by email. And all of this occurs because leaders higher in the organization failed to work out minor issues, usually out of fear of conflict.

The Four Obsessions of an Extraordinary Executive | Notes & Review

Not for a second am I saying that issues like strategy, product innovation, and marketing are unimportant. More important, it allows them to make decisions and resolve problems without constant supervision and advice from managers. However, it does not require complex thinking and analysis; in fact, keeping things simple is critical.

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The issue here has to do with the fear of repetition; not wanting to underestimate the intelligence of their audience, and making the dangerous assumption that once a message has been heard, it is both understood and embraced by employees. The Four Obsessions of an Extraordinary Executive: Leave a Reply Cancel reply Your email address will not be published.

Healthy organizations eliminate as much subjectivity and capriciousness as possible from the reward process by using consistent criteria for paying, recognizing, and promoting employees. Be Cohesive Discipline 1 Specifically, build a cohesive team.

Lencioni encourages us as managers to deal with human issues that are not quickly quantifiable in a spreadsheet rxecutive a quarterly report. This problem is extremely common in organizations where I have worked. Post was not sent – check your email addresses!