I say there are four shifts that a leader needs to embrace.  First is a shift in mindset.  You're not managing people and processes any more, you're enabling success.  And to be intentionally provocative about it, I say, "You used to think of the people as working for you.  Now, you work for them.  You enable their success, because you're not going to get anywhere without their success".  The second is a shift in culture.  We used to, when we had the same skills and knowledge of the leader and the team, and then usually across the team, you could pit people against each other.  Forced rankings, all those kind of bad ideas, Hunger Games kind of stuff, that doesn't work anymore.  So you've got to shift from peers as competitors to peers as collaborators. 

What It Means

This is a placeholder explanation generated by the low-overhead model. It interprets "I say there are four shifts that a leader needs to embrace.  First is a shift in mindset.  You're not managing people and processes any more, you're enabling success.  And to be intentionally provocative about it, I say, "You used to think of the people as working for you.  Now, you work for them.  You enable their success, because you're not going to get anywhere without their success".  The second is a shift in culture.  We used to, when we had the same skills and knowledge of the leader and the team, and then usually across the team, you could pit people against each other.  Forced rankings, all those kind of bad ideas, Hunger Games kind of stuff, that doesn't work anymore.  So you've got to shift from peers as competitors to peers as collaborators. " in the context of "" to mean that wisdom is timeless.