Great leaders don’t just set direction —they set the tone, the pace, and the standard. In a world moving faster than ever, leadership isn’t about having the answers. It’s about curiosity, accountability, and the willingness to stand up and engage when it matters most. The organizations that win aren’t the ones with the biggest plans — they’re the ones with leaders who take ownership and act with urgency. We don’t rise to the occasion. We rise to our habits and systems. Let’s build better ones. Let’s build leaders who bet big — and follow through. — John Rossman Author | The Amazon Way | Think Like Amazon | Big Bet Leadership Former Amazon Leader | Keynote Speaker | Advisor #Leadership #DigitalTransformation #CustomerObsessed #Innovation #BigBetLeadership #TheAmazonWay #ThinkLikeAmazon #FutureOfWork #OperationalExcellence #ExecutiveLeadership #OwnershipCulture

IQ and EQ won’t scale your leadership...PQ will. Most leadership teams don’t fail because of strategy or talent. They fail because they don’t have a repeatable system for sustaining performance after the "kickoff meeting energy" fades. That’s why we wrote our new book: The Secret Superpower of High Functioning Leaders: How Process Intelligence (PQ) Creates Unstoppable Teams and Unbeatable Results It’s a breakdown of the exact non-negotiable systems used inside Alcon, 3M, and Rust-Oleum to create accountability rhythms that hold, even when leadership changes. 📘 Prelaunch pricing on Amazon is now live. https://lnkd.in/e8BSXxNS

This book written by my colleagues Shane Yount and Rob Kornblum is a must read for any leader. Shane and Rob share proven leadership strategies to deliver measurable business performance. It's not about becoming a different person—it's about building better processes and systems to lead your team and organization.

I joined Competitive Solutions Inc earlier this year, and the biggest shift in my thinking has been this. High performance is not just about talent or motivation. It is about having a repeatable system that keeps teams focused long after the kickoff energy fades. Most leadership teams do not fail because of people. They fail because the process is not strong enough to sustain momentum. That is the core of Process Intelligence and why I am excited about this book. It breaks down the practical systems used by organizations like Alcon, 3M, and Rust Oleum to make accountability stick and results repeatable. If you want performance to hold even when priorities shift, this is worth the read. Prelaunch pricing is now live on Amazon. https://lnkd.in/e8BSXxNS

This is a FACT. People who throw their team under the bus, is not a LEADER, they might be a Manager, but not a leader. Managing and Leading are very different roles. The same is true on giving your team credit, when they know you don't take their credit and you truly know their worth, they will do their best all the time.

Healthcare leaders should defend their teams when facing external challenges and pressure from upper management because it builds trust, loyalty, and psychological safety within the workplace. Standing up for staff demonstrates that leadership values their efforts and well-being, even amid organizational or systemic stress. By advocating for their teams, leaders not only protect morale but also ensure that patient care quality and team performance remain strong under pressure. #DigitalHealthLeader #HealthCareLeader

Good leaders don’t remove accountability—they remove friction. At Amazon, I learned the fastest way to scale wasn’t more meetings or metrics—it was removing obstacles that slowed progress. Empower people, clarify ownership, and watch accountability rise naturally. 👉 What’s one friction point you’d remove from your team today? #DeliveringRightResults #Leadership #Governance #OperationsExcellence #ContinuousImprovement #ChangeManagement

🦺 When Friendship Replaces Talent, Leadership Fails ⚠️ The worst managers aren’t necessarily those who make mistakes; mistakes can serve as valuable lessons. The real issue arises when leaders prioritize relationships over merit in team building. When managers hire relatives or friends while overlooking genuine talent, they not only harm performance but also destroy motivation, trust, and company culture. In such environments, skilled employees may either remain silent or choose to leave, recognizing that their efforts will go unacknowledged. True leadership is rooted in fairness and integrity, ensuring that every individual has an equal opportunity to grow, contribute, and be valued for their abilities. This approach is essential for building strong, inspired teams. #Leadership #TeamCulture #Integrity #FairLeadership #WorkEthic #Motivation #TrueLeaders #LeadershipMatters #TalentOverFavoritism #CompanyCulture #Amazon

Instead of asking “Why did this go wrong?” try “What can we learn from this?” Amazon’s leadership principle “Are Right, A Lot” includes the caveat that leaders must be willing to change their minds when presented with new information. This curiosity-first approach creates psychological safety where teams feel comfortable bringing forward problems and innovative solutions.

The Chain That Builds Trust Leading teams through multiple organizational transformations, I've discovered that Amazon's Leadership Principles aren't just individual behaviors - they form a powerful chain that builds trust and provide a reliable framework. As an example: Bias for Action → Ownership → Deliver Results → Earn Trust The magic happens when you complete the full cycle consistently. Taking action without ownership creates confusion. Owning without delivering breeds cynicism. But when you demonstrate this chain repeatedly, stakeholders stop questioning your judgment and start amplifying your impact. This approach has helped me build high - performing teams and earn the confidence of both leadership and customers. Trust becomes an advantage. 💭 Food for Thought: Which link in this leadership chain do you find most challenging to maintain under pressure - and how does that impact the trust you build with stakeholders and teams?