One of my favorite books on leadership is Leaders Don’t Command by Jorge Cuervo. This book is a profound exploration of what it truly means to lead effectively, without resorting to authoritarian tactics. As an HR manager with years of experience, I’ve found Cuervo’s insights invaluable in shaping my approach to leadership and management. In this blog post, I’ll share 10 key lessons from Leaders Don’t Command and how I apply these strategies in my role as an HR professional.
1. Leadership is About Influence, Not Authority
One of the core lessons from Cuervo’s book is that true leadership is about influence rather than authority. Effective leaders inspire and motivate their teams through example, rather than issuing commands from a position of power. In my role as an HR manager, I focus on building trust and credibility with my team, which allows me to influence their actions and decisions positively. According to research published in the Harvard Business Review, influence-based leadership leads to higher employee engagement and better organizational outcomes.
2. Empathy is Essential in Leadership
Cuervo emphasizes the importance of empathy in leadership, a lesson that resonates deeply with my approach to HR. Understanding and considering the emotions and perspectives of others is crucial in fostering a supportive and inclusive work environment. I make it a point to practice empathy by actively listening to my team members, addressing their concerns, and creating a space where they feel valued and understood. The Journal of Business and Psychology supports this, noting that empathetic leaders are more effective in building strong, resilient teams.
3. Empowerment Over Micromanagement
In Leaders Don’t Command, Cuervo advocates for empowering employees rather than micromanaging them. Empowerment involves giving team members the autonomy and resources they need to take ownership of their work. In my HR practice, I encourage employees to make decisions and take initiative, which not only boosts their confidence but also enhances their performance. Research from the Academy of Management Journal shows that empowered employees are more productive, innovative, and satisfied with their jobs.
4. Lead by Example
Cuervo’s philosophy of leading by example is one that I strive to embody every day. Demonstrating the behaviors and values you expect from your team sets a powerful precedent. As an HR manager, I ensure that I model the principles of integrity, professionalism, and continuous learning. This approach has a ripple effect, inspiring my team to uphold the same standards. The Journal of Positive Psychology highlights that leaders who lead by example are more likely to foster a culture of trust and mutual respect within their organizations.
5. Communication is Key
Effective communication is another critical lesson from Cuervo’s book. Clear, open, and honest communication is the foundation of successful leadership. In my role, I prioritize regular check-ins with my team, transparent discussions about company goals, and open channels for feedback. This ensures that everyone is aligned and informed, which is essential for maintaining morale and productivity. The Harvard Business Review underscores the importance of communication, noting that it is a key driver of employee engagement and organizational success.
6. Adaptability and Flexibility
Cuervo teaches that leaders must be adaptable and flexible in their approach. The ability to pivot in response to changing circumstances is crucial in today’s dynamic work environment. As an HR manager, I often face unexpected challenges, from shifts in company policy to addressing sudden team needs. By staying adaptable, I can respond to these situations effectively, ensuring that my team remains resilient and focused. Research in the Journal of Social and Clinical Psychology suggests that adaptable leaders are better equipped to handle stress and maintain team performance during times of change.
7. Building a Collaborative Culture
One of the key strategies from Leaders Don’t Command is fostering a culture of collaboration. Cuervo believes that the best results come from teamwork, where diverse perspectives are valued, and everyone works towards a common goal. In my HR role, I promote collaboration by encouraging cross-functional projects and facilitating open forums for idea-sharing. The Journal of Business and Psychology supports this, stating that collaborative work environments lead to higher levels of innovation and employee satisfaction.
8. Recognition and Appreciation
Cuervo highlights the importance of recognizing and appreciating employees’ contributions. In my experience, acknowledging hard work and celebrating successes is crucial for maintaining a motivated and engaged team. I make it a point to provide regular feedback and show appreciation, whether through formal recognition programs or simple, heartfelt thanks. According to the Journal of Positive Psychology, employees who feel appreciated are more likely to be committed to their work and perform at higher levels.
9. Fostering Trust and Transparency
Trust and transparency are pillars of effective leadership, as emphasized by Cuervo. Building trust involves being honest, consistent, and reliable. In my role as an HR manager, I strive to foster an environment where trust is paramount. I ensure that all communication is transparent, policies are fair, and decisions are made with integrity. The Harvard Business Review notes that trust is a critical component of organizational success, leading to stronger team cohesion and improved performance.
10. Continuous Learning and Development
Finally, Cuervo advocates for a commitment to continuous learning and development, both for leaders and their teams. In the fast-paced world of work, staying updated on new skills and knowledge is essential. I prioritize continuous learning by encouraging professional development opportunities for my team and leading by example by pursuing my own growth. The Academy of Management Journal highlights that organizations that invest in continuous learning are more likely to retain top talent and maintain a competitive edge.
Conclusion
Leaders Don’t Command by Jorge Cuervo offers timeless wisdom on what it means to lead effectively in today’s world. These 10 key lessons—focusing on influence over authority, empathy, empowerment, leading by example, communication, adaptability, collaboration, recognition, trust, and continuous learning—are strategies I apply daily in my role as an HR manager. By incorporating these principles into your own leadership style, you can create a positive, productive, and empowering work environment that drives success for both your team and your organization.
