Extreme Ownership Pdf

Author: Jocko Willink
Publisher: Macmillan Audio

• Audible.com Release Date: October 20, 2015
• Whispersync for Voice: Ready
• Language: English
• ASIN: B015TM0RM4
• Amazon Best Sellers Rank:
  • #1 in Books > Audible Audiobooks > Business & Investing > Leadership & Management
    ISBN: B015TM0RM4
    Language: English
    Formats: Kindle,Hardcover,Audible, Unabridged,Audio CD, Audiobook, CD, Unabridged,
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    In Extreme Ownership, Jocko Willink and Leif Babin share hard-hitting Navy SEAL combat stories that translate into lessons for business and life. With riveting firsthand accounts of making high-pressure decisions as Navy SEAL battlefield leaders, this audiobook is equally gripping for leaders who seek to dominate other arenas.

    Jocko and Leif served together in SEAL Task Unit Bruiser, the most highly decorated Special Operations unit from the war in Iraq. Their efforts contributed to the historic triumph for US forces in Ramadi. Through those difficult months of sustained combat, Jocko, Leif, and their SEAL brothers learned that leadership - at every level - is the most important thing on the battlefield. They started Echelon Front to teach these same leadership principles to companies across industries throughout the business world that want to build their own high-performance, winning teams.

    This audiobook explains the SEAL leadership concepts crucial to accomplishing the most difficult missions in combat and how to apply them to any group, team, or organization. It provides the listener with Jocko and Leif's formula for success: the mind-set and guiding principles that enable SEAL combat units to achieve extraordinary results. It demonstrates how to apply these directly to business and life to likewise achieve victory.

    The audiobook includes an interview with the authors.

In Extreme Ownership, Jocko Willink and Leif Babin share hard-hitting Navy SEAL combat stories that translate into lessons for business and life. With riveting firsthand accounts of making high-pressure decisions as Navy SEAL battlefield leaders, this audiobook is equally gripping for leaders who seek to dominate other arenas.

Jocko and Leif served together in SEAL Task Unit Bruiser, the most highly decorated Special Operations unit from the war in Iraq. Their efforts contributed to the historic triumph for US forces in Ramadi. Through those difficult months of sustained combat, Jocko, Leif, and their SEAL brothers learned that leadership - at every level - is the most important thing on the battlefield. They started Echelon Front to teach these same leadership principles to companies across industries throughout the business world that want to build their own high-performance, winning teams.

This audiobook explains the SEAL leadership concepts crucial to accomplishing the most difficult missions in combat and how to apply them to any group, team, or organization. It provides the listener with Jocko and Leif's formula for success: the mind-set and guiding principles that enable SEAL combat units to achieve extraordinary results. It demonstrates how to apply these directly to business and life to likewise achieve victory.

The audiobook includes an interview with the authors.

Extreme Ownership Pdf

Extreme Ownership is written by two former Navy SEALs, Jocko Willink and Leif Babin, who now head a leadership training company. Both men are pretty hardcore, I must admit. The experiences they share in this book are intense and eye-opening--not to mention unique. There aren't many books out there that give such detailed glimpses into the lives of SEALs in action.

The book is structured in a very basic and clear way. The authors convey one main point per chapter by sharing a story from their battlefield experiences, then highlighting the main principle of that story, and finally giving a concrete example of how this principle applies in business settings.

Their main points can be summarized as follows:

(*) The leader is always responsible. (This is what they call "extreme ownership." Basically, leaders must always "own" the mistakes and shortcomings of their teams.)
(*) Everyone on the team must believe in the mission.
(*) Work with other teams to achieve mutually beneficial outcomes.
(*) Keep plans simple, clear, and concise.
(*) Check your ego.
(*) Figure out your priorities, and then act on them one at a time.
(*) Clarify your mission (i.e., your plan).
(*) Engage with your higher-ups; keep them in the loop--especially when they frustrate you.
(*) Act decisively, even when things are chaotic.
(*) And the last chapter is a summary of the seemingly contradictory qualities of a leader.

In my opinion, the simplicity, clarity, and structure of this book are it's greatest strengths. I knew exactly where the authors were going with their points, and I understood exactly the message they were trying to communicate. The book is incredibly easy to follow.

The Joe Rogan Podcast introduced me to Tim Ferriss. I searched around and found out Tim had his own podcast. I scrolled through the list of podcasts and ran across a title, "The Scariest Navy SEAL I've Ever Met... And What He Taught Me". This instantly sparked my curiosity, so I downloaded the podcast. I spent the afternoon installing a garage service door unit for my father, while listening to Jocko Willink boldly tell his experiences overseas and how the lessons learned can be applied to our peaceful, domesticated life. I was hooked and the door turned out perfect. He is raw, calculated and highly disciplined, with a straight forward approach. Quite simply, discipline equals freedom. I am grateful Jocko is on our side.

I bought Extreme Ownership a few days ago and this book quickly became a must read for any red-blooded human being. I quickly felt permanently indebted to our armed forces brothers and sisters. Next, I felt the daily resistance we all experience is a product of not being properly trained to handle adversity. This book is the boot camp for holding yourself accountable for your actions and taking extreme ownership of any situation. Once the ego is extinguished, and we allow ourselves to accept fault, we can take the first step of situation evaluation, to focus 100% of effort toward a resolution. This simple approach serves as a tool to gain respect and in turn gain the trust of those involved and win at any challenge. To manage people, you MUST first manage yourself.

We are not perfect. We are not programmed to know everything, but we can learn to evaluate experience and learn from said experiences, to write and rewrite the SOPs of our active management system to the best of our abilities.

• 
  Extreme Ownership
  " Bill O'Reilly "[Jocko] is the co-author of an incredible new book - which I've been loving. Trust me. Buy it." - Tim Ferriss "This is a life-learning lesson for everyone... the book is awesome.

  
  

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The Five Dysfunctions of a Team

Author: Patrick Lencioni
Publisher: Jossey-Bass; 1st edition
ISBN: 0787960756
Language: English
Category: Books,Business & Money,Management & Leadership,

In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two best-selling books, The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive. This time, he turns his keen intellect and storytelling power to the fascinating, complex world of teams.

Kathryn Petersen, Decision Tech's CEO, faces the ultimate leadership crisis: Uniting a team in such disarray that it threatens to bring down the entire company. Will she succeed? Will she be fired? Will the company fail? Lencioni's utterly gripping tale serves as a timeless reminder that leadership requires as much courage as it does insight.

Throughout the story, Lencioni reveals the five dysfunctions which go to the very heart of why teams even the best ones-often struggle. He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team. Just as with his other books, Lencioni has written a compelling fable with a powerful yet deceptively simple message for all those who strive to be exceptional team leaders.

In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two best-selling books, The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive. This time, he turns his keen intellect and storytelling power to the fascinating, complex world of teams.

Kathryn Petersen, Decision Tech's CEO, faces the ultimate leadership crisis: Uniting a team in such disarray that it threatens to bring down the entire company. Will she succeed? Will she be fired? Will the company fail? Lencioni's utterly gripping tale serves as a timeless reminder that leadership requires as much courage as it does insight.

Throughout the story, Lencioni reveals the five dysfunctions which go to the very heart of why teams even the best ones-often struggle. He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team. Just as with his other books, Lencioni has written a compelling fable with a powerful yet deceptively simple message for all those who strive to be exceptional team leaders. The Five Dysfunctions of a Team

By dedicating 90% of his book to a so-called leadership fable, Patrick Lencioni very effectively conveys the very essence of the model he proposes in order to deal with dysfunctional teams. Though the story he presents is that of a hypothetical newly appointed CEO of a distressed start-up and (in the beginning of the story) her highly dysfunctional executive team, the model is perfectly applicable to any team throughout most organizations.
The model consists of a pyramid with the five dysfunctions of a team (from the bottom, up):
1) Absence of trust: stemming from an unwillingness in the team members to be vulnerable and genuinely open up with one another about their mistakes and weaknesses.
2) Fear of conflict: inability to engage in unfiltered, passionate (yet constructive, though it may strike you as odd) debate.
3) Lack of commitment: no buy in and commitment can be expected when ideas and opinions have not been aired and genuinely taken into consideration prior to a decision.
4) Avoidance of accountability: without commitment to a clearly defined set of goals, team members will hesitate to call their colleagues on their actions and behaviors that are counterproductive for the team.
5) Inattention to results: Lencioni brings it all home through the realization that avoidance of accountability leads to a state where team members tend to put their individual needs above the team's collective goals.
Throughout the last leg of his book, Lencioni contrasts how dysfunctional teams behave by comparing them to a cohesive team in the case of each of the five dysfunctions. He also provides suggestions on overcoming each of the dysfunctions and insights into the role of the leader in this process, all in a very structured and to-the-point way.

I found this book to be Patrick's best - An easy read with a great structure for keeping your team healthy. Strongly recommended if your team has more then its fair share of politics. If you have this, start at the first dysfunction and work your way up!

Summary - A start up has just hired a new CEO, an older woman with operational experience in bricks-and-mortar companies where she had to deal with a dysfunctional team, including one especially venomous worker.

The framework of the 5 Dysfunctions:

* The first dysfunction is an Absence of Trust. This happens when team members are not open with one another about their mistakes and weaknesses.
* This sets the tone for the second dysfunction - The Fear of Conflict. Teams that lack trust are unable to engage in unfiltered and passionate debate of ideas. Instead they resort to veiled discussions and guarded comments.
* The lack of healthy conflict is a problem because leads to the third dysfunction - Lack of Commitment. Without having aired their opinions in the course of passionate and open debate, team members, rarely, if ever buy in and commit to decisions, though they may feign agreement during meetings.
* Because of this lack of commitment, team members develop the fourth dysfunction - Avoidance of Accountability. Without committing to a clear plan of action, even the most focused and driven people often hesitate to call their peers on actions and behaviors that seem counterproductive to the good of the team.
* Failure to hold one another accountable create an environment that leads to the fifth dysfunction - Inattention to Results, which can thrive where individuals put their needs (ego, career development, or recognition) above that of the team.

This is a very short read. It took me about 3 hours to read the book over-to-cover, and I did not feel as if I skimmed over any major concepts.

The book is written as a novel, in which a new highly effective CEO is placed in charge of an extremely dysfunctional silicon valley startup company. The CEO takes the executive team to a leadership retreat where she teaches them about teamwork and the five major dysfunctions of a team.

The five major dysfunctions as stated by the book are:

1) Absence of Trust
2) Fear of Conflict
3) Lack of Commitment
4) Avoidance of Accountability
5) Inattention to results

At first the team is very skeptical of the CEO, and generally feels that the entire retreats are a waste of time. Gradually the CEO wins over each member of the team, and over the course of the 'novel' (warning: spoiler), fires a team member and re-organizes the executive team to better match the needs of the organization.

Ok, now for my criticisms of the book...

My first criticism - this reads like a cheezy TBS movie, where a new woman CEO wins over her team with compassion and competence. I have nothing against the general message of the author's novel, but in real life, people simply don't open up as personally as they do in this novel. The entire 'case study' feels canned and artificial.

For example, when Kathryn, the new CEO takes over the company, the former CEO, Jeff, goes to a VP of Biz Development role. By the end of the book, he's so committed to the teamwork mentality that he voluntarily demotes himself, so that he is no longer an executive level staff member, and he reports to the COO as director of Biz Development....

• 
  The Five Dysfunctions of a Team
  "Every manager and executive will recognize themselves somewhere in this book. Lencioni distills the problems that keep even the most talented teams from realizing their full potential.

  
  

• 
  Overcoming the Five Dysfunctions of a Team
  Written concisely and to the point, this guide gives leaders, line managers, and consultants alike the tools they need to get their teams up and running quickly and effectively.

  
  

• 
  The Ideal Team Player
  "Pat Lencioni tells this story with simplicity, common sense, and amazing wisdom.

  
  

• 
  The Five Dysfunctions of a Team
  Beginning with a 38-item team assessment, the workbook guides participants through the five steps of developing a cohesive and productive team: Building Trust Mastering Con???ict Achieving Commitment Embracing Accountability Focusing on ...

  
  

• 
  The Five Dysfunctions of a Team, Manga Edition
  Based on Patrick Lencioni's extraordinarily successful leadership fable The Five Dysfunctions of a Team, this Participant Workbook outlines Lencioni's powerful model and the actionable steps that can be used to overcome five common problems ...

  
  

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  Book Review of "The Five Dysfunctions of a Team" by Patrick Lencioni
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The Five Dysfunctions of a Team

Author: Patrick Lencioni
Publisher: Jossey-Bass; 1st edition
ISBN: 0787960756
Language: English
Category: Books,Business & Money,Management & Leadership,

In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two best-selling books, The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive. This time, he turns his keen intellect and storytelling power to the fascinating, complex world of teams.

Kathryn Petersen, Decision Tech's CEO, faces the ultimate leadership crisis: Uniting a team in such disarray that it threatens to bring down the entire company. Will she succeed? Will she be fired? Will the company fail? Lencioni's utterly gripping tale serves as a timeless reminder that leadership requires as much courage as it does insight.

Throughout the story, Lencioni reveals the five dysfunctions which go to the very heart of why teams even the best ones-often struggle. He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team. Just as with his other books, Lencioni has written a compelling fable with a powerful yet deceptively simple message for all those who strive to be exceptional team leaders.

In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two best-selling books, The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive. This time, he turns his keen intellect and storytelling power to the fascinating, complex world of teams.

Kathryn Petersen, Decision Tech's CEO, faces the ultimate leadership crisis: Uniting a team in such disarray that it threatens to bring down the entire company. Will she succeed? Will she be fired? Will the company fail? Lencioni's utterly gripping tale serves as a timeless reminder that leadership requires as much courage as it does insight.

Throughout the story, Lencioni reveals the five dysfunctions which go to the very heart of why teams even the best ones-often struggle. He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team. Just as with his other books, Lencioni has written a compelling fable with a powerful yet deceptively simple message for all those who strive to be exceptional team leaders. The Five Dysfunctions of a Team

By dedicating 90% of his book to a so-called leadership fable, Patrick Lencioni very effectively conveys the very essence of the model he proposes in order to deal with dysfunctional teams. Though the story he presents is that of a hypothetical newly appointed CEO of a distressed start-up and (in the beginning of the story) her highly dysfunctional executive team, the model is perfectly applicable to any team throughout most organizations.
The model consists of a pyramid with the five dysfunctions of a team (from the bottom, up):
1) Absence of trust: stemming from an unwillingness in the team members to be vulnerable and genuinely open up with one another about their mistakes and weaknesses.
2) Fear of conflict: inability to engage in unfiltered, passionate (yet constructive, though it may strike you as odd) debate.
3) Lack of commitment: no buy in and commitment can be expected when ideas and opinions have not been aired and genuinely taken into consideration prior to a decision.
4) Avoidance of accountability: without commitment to a clearly defined set of goals, team members will hesitate to call their colleagues on their actions and behaviors that are counterproductive for the team.
5) Inattention to results: Lencioni brings it all home through the realization that avoidance of accountability leads to a state where team members tend to put their individual needs above the team's collective goals.
Throughout the last leg of his book, Lencioni contrasts how dysfunctional teams behave by comparing them to a cohesive team in the case of each of the five dysfunctions. He also provides suggestions on overcoming each of the dysfunctions and insights into the role of the leader in this process, all in a very structured and to-the-point way.

I found this book to be Patrick's best - An easy read with a great structure for keeping your team healthy. Strongly recommended if your team has more then its fair share of politics. If you have this, start at the first dysfunction and work your way up!

Summary - A start up has just hired a new CEO, an older woman with operational experience in bricks-and-mortar companies where she had to deal with a dysfunctional team, including one especially venomous worker.

The framework of the 5 Dysfunctions:

* The first dysfunction is an Absence of Trust. This happens when team members are not open with one another about their mistakes and weaknesses.
* This sets the tone for the second dysfunction - The Fear of Conflict. Teams that lack trust are unable to engage in unfiltered and passionate debate of ideas. Instead they resort to veiled discussions and guarded comments.
* The lack of healthy conflict is a problem because leads to the third dysfunction - Lack of Commitment. Without having aired their opinions in the course of passionate and open debate, team members, rarely, if ever buy in and commit to decisions, though they may feign agreement during meetings.
* Because of this lack of commitment, team members develop the fourth dysfunction - Avoidance of Accountability. Without committing to a clear plan of action, even the most focused and driven people often hesitate to call their peers on actions and behaviors that seem counterproductive to the good of the team.
* Failure to hold one another accountable create an environment that leads to the fifth dysfunction - Inattention to Results, which can thrive where individuals put their needs (ego, career development, or recognition) above that of the team.

This is a very short read. It took me about 3 hours to read the book over-to-cover, and I did not feel as if I skimmed over any major concepts.

The book is written as a novel, in which a new highly effective CEO is placed in charge of an extremely dysfunctional silicon valley startup company. The CEO takes the executive team to a leadership retreat where she teaches them about teamwork and the five major dysfunctions of a team.

The five major dysfunctions as stated by the book are:

1) Absence of Trust
2) Fear of Conflict
3) Lack of Commitment
4) Avoidance of Accountability
5) Inattention to results

At first the team is very skeptical of the CEO, and generally feels that the entire retreats are a waste of time. Gradually the CEO wins over each member of the team, and over the course of the 'novel' (warning: spoiler), fires a team member and re-organizes the executive team to better match the needs of the organization.

Ok, now for my criticisms of the book...

My first criticism - this reads like a cheezy TBS movie, where a new woman CEO wins over her team with compassion and competence. I have nothing against the general message of the author's novel, but in real life, people simply don't open up as personally as they do in this novel. The entire 'case study' feels canned and artificial.

For example, when Kathryn, the new CEO takes over the company, the former CEO, Jeff, goes to a VP of Biz Development role. By the end of the book, he's so committed to the teamwork mentality that he voluntarily demotes himself, so that he is no longer an executive level staff member, and he reports to the COO as director of Biz Development....

• 
  The Five Dysfunctions of a Team
  "Every manager and executive will recognize themselves somewhere in this book. Lencioni distills the problems that keep even the most talented teams from realizing their full potential.

  
  

• 
  Overcoming the Five Dysfunctions of a Team
  Written concisely and to the point, this guide gives leaders, line managers, and consultants alike the tools they need to get their teams up and running quickly and effectively.

  
  

• 
  The Ideal Team Player
  "Pat Lencioni tells this story with simplicity, common sense, and amazing wisdom.

  
  

• 
  The Five Dysfunctions of a Team
  Beginning with a 38-item team assessment, the workbook guides participants through the five steps of developing a cohesive and productive team: Building Trust Mastering Con???ict Achieving Commitment Embracing Accountability Focusing on ...

  
  

• 
  The Five Dysfunctions of a Team, Manga Edition
  Based on Patrick Lencioni's extraordinarily successful leadership fable The Five Dysfunctions of a Team, this Participant Workbook outlines Lencioni's powerful model and the actionable steps that can be used to overcome five common problems ...

  
  

• 
  Death by Meeting
  Thumbs up for this insightful tale." Sandy Alderson, executive vice president of operations, Major League Baseball DEATH by Meeting Casey McDaniel had never been so nervous in his life.

  
  

• 
  The Advantage, Enhanced Edition
  " This is the promise of The Advantage, Patrick Lencioni's bold manifesto about the most unexploited opportunity in modern business.

  
  

• 
  The Three Signs of a Miserable Job
  He previously worked for Oracle, Sybase, and the management consulting firm Bain & Company. Praise for The Three Signs of a Miserable Job "This is a page-turner that unravels the mystery of job satisfaction for any manager.

  
  

• 
  The Partnership Charter
  In The Partnership Charter, psychologist and business mediation expert David Gage offers a comprehensive guide to the art of establishing and maintaining a business partnership.

  
  

• 
  5 Gears
  If you want to increase your influence and connect more effectively, read this book." PATTYE MOORE, Board Chair, Red Robin Gourmet Burgers; author, Confessions from the Corner Office "5 Gears is a practical system to take your emotional ...

  
  

• 
  The Four Obsessions of an Extraordinary Executive
  "This is a wonderful book a compelling story with a significant message for executives.

  
  

• 
  Emotional Intelligence 2.0
  This book provides a captivating look at the things that matter most in life. Succeeding in Hollywood is as tough as any business, and emotional intelligence skills are essential. I highly recommend this book.

  
  

• 
  Book Review of "The Five Dysfunctions of a Team" by Patrick Lencioni
  This review will examine the way one might apply the suggested techniques to a real-life situation. Lencioni describes a realistic group of people who are not working together as a successful team.

  
  

• 
  Collaboration Begins with You
  This book teaches people at all levels from new associates to top executives that it's up to each of us to help promote and preserve a winning culture of collaboration.

  
  

• 
  The Truth About Employee Engagement
  He previously worked for Oracle, Sybase, and the management consulting firm Bain & Company. PRAISE FOR THE TRUTH ABOUT EMPLOYEE ENGAGEMENT "This is a page-turner that unravels the mystery of job satisfaction for any manager.

  
  

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  Christianity for the Rest of Us
  Church and religion expert Diana Butler Bass wondered if this was true, and this book is the result of her extensive, three-year study of centrist and progressive churches across the country.

  
  

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  Who Are You? What Do You Want?
  This book offers a direct link to understanding one?s own motivations and goals, and guides readers through a self-exploratory process that begins with four simple questions: ? Who are you and what do you want?

  
  

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  Garden of Eden
  A sensational bestseller when it appeared in 1986, The Garden of Eden is the last uncompleted novel of Ernest Hemingway, which he worked on intermittently from 1946 until his death in 1961.

  
  

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  Helping People Win at Work
  In this book, you’ll learn how to: · Stop building failure into your mentoring of employees · Set goals using the SMART approach: specific, motivational, attainable, relevant and trackable · Help people move through all four stages of ...

  
  

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  Managing for Employee Engagement Participant Workbook
  This Participants Workbook provides the necessary materials to create a high-impact half- or full-day workshop for managers.