Durable Leadership Durable Leadership

This episode provides a deep dive into "pretextual justifications" and organizational culture's role in crafting political strategies within corporate environments. The host, a seasoned management consultant, unveils a foundational framework used to navigate complex corporate politics, focusing on gaining power and influence. Listeners will learn about the nuances of pretextual justifications—business-oriented rationales that legitimize strategic interventions while advancing personal agendas. The discussion also covers how understanding and aligning with an organization's unique culture is crucial for the successful implementation of these strategies. This episode is essential for executives looking to enhance their political savvy and maneuver through corporate dynamics effectively. It promises insights into controlling narratives, managing optics, and the art of strategic positioning to consolidate power within an organization. For those aiming to master organizational power dynamics, this is a must-listen.

Effective leadership remains a cornerstone of success in today's dynamic business landscape. Yet, with many colossal leadership development industry offerings, are organizations truly getting the necessary leadership acumen? In this episode, host Jawn Lam scrutinizes the glaring shortcomings of conventional leadership development programs. Specifically, the failure to address critical elements like power dynamics and organizational politics. Tune in to unpack why the industry's one-size-fits-all approaches often result in power being abused or squandered, and arm yourself with insights to choose programs that drive executive effectiveness. Don't settle for feel-good platitudes; make your investment in leadership development count.

In this episode, I share some perspectives on organizational politics that I've heard from many clients.

In today's episode, we have a conversation with Mike Braham about transitioning out of the military, learning the skills of crisis management, and the value of leading with a clear stack of priorities.

Power is a difficult concept to define and understand. As we continue our exploration of power & politics in the organizational setting, let's set the foundation for our approach to wrapping our minds around this nebulous concept. Rather than trying to define power by what it is, our process will be based on understanding power by understanding its contexts in application.

In this conversation with Mike Sarraille, CEO of EF Overwatch, former US Navy SEAL and co-author of "The Talent War," we talk about how his experiences as a special warfare operator translate into the business world. 


Why does EF Overwatch adopt the "whole person" concept (i.e., mentally, physically, & emotionally well rounded) to talent placement?
What military stereotypes about military leaders do we, civilians, get wrong?
Which processes of military assessment work and which needed modification for the business world?
How can businesses move past strictly evaluating talent on objective metrics?
How should businesses approach the current labor market landscape?
How do you create a culture where everyone believes that talent acquisition is a competitive advantage?

Mike gives us great insights into these questions and more. Tune in for his thoughts on talent management and how the principles that bring success to special operations military units can help organizations win the talent war.

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Links:

Talent War: How Special Operations and Great Organizations Win on Talent (paperback available November 10, 2020, pre-order now on Amazon): https://amzn.to/3bLwJ6E

Michael Sarraille: https://www.linkedin.com/in/michaelsarraillemba/

EF Overwatch: https://www.efoverwatch.com/

Jocko Podcast episode 244: https://jockopodcast.com/2020/08/26/244-dont-do-it-alone-how-to-build-a-winning-team-the-talent-war-recruiting-selecting-training-and-mentorship-w-mike-sarraille-and-george-randle/

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The views, information, or opinions expressed in this piece are solely those of the individuals in this piece; they do not necessarily represent or reflect the official policy or position of any other agency, organization, employer, or company.