Fierce Leadership

About the Author

Susan Scott is the founder of Fierce, Inc., a global training company whose clients include notable companies such as Yahoo!, Starbucks, Cisco, New York Life, Coca-Cola, Best Buy, and LEGO. She is also the author of "Fierce Conversations: Achieving Success at Work & in Life, One Conversation at a Time." Scott's work focuses on enhancing leadership through authentic and meaningful conversations, promoting genuine connections in the business environment.

Main Idea

Fierce Leadership: A Bold Alternative to the Worst "Best" Practices of Business Today by Susan Scott challenges conventional business practices that are widely accepted but ultimately detrimental. Scott introduces the concept of "fierce leadership," which emphasizes authentic, direct, and meaningful conversations as the foundation for effective leadership. By identifying and replacing ineffective practices, leaders can create a more engaged, productive, and positive workplace culture.

Table of Contents

1. Introduction
2. The Idea of Fierce
3. Fierce Practice #1: From 360-Degree Anonymous Feedback to '365' Face-to-Face Feedback
4. Fierce Practice #2: From Hiring for Smarts to Hiring for Smart+Heart
5. Fierce Practice #3: From Holding People Accountable to Modeling Accountability and Holding People Able
6. Fierce Practice #4: From Employee Engagement Programs to Actually Engaging Employees
7. Fierce Practice #5: From Customer Centricity to Customer Connectivity
8. Fierce Practice #6: From Legislated Optimism to Radical Transparency
9. Conclusion: Crossing the Bold Line

The Idea of Fierce

Scott introduces the concept of "fierce" by emphasizing the importance of real, honest conversations in shaping organizational culture. She uses the metaphor of "squid eye," the ability to see hidden issues within an organization, to illustrate how leaders can identify and address detrimental practices. According to Scott, a single meaningful conversation can change the trajectory of a career, a company, or a relationship.

"The conversation is the relationship, and while no single conversation is guaranteed to change the trajectory of a career, a company, a relationship or a life, any single conversation can." - Susan Scott

implementing the idea of fierce in leadership:

• Encouraging open and honest communication at all levels of the organization
• Identifying and addressing issues promptly and transparently
• Fostering a culture of trust and authenticity

Fierce Practice #1: From 360-Degree Anonymous Feedback to '365' Face-to-Face Feedback

Scott argues that anonymous feedback is ineffective because it lacks specificity and accountability. Instead, she advocates for "365" face-to-face feedback, where feedback is given openly and continuously throughout the year.

"Feedback is invaluable. It's anonymity that is the problem." - Susan Scott

implementing '365' face-to-face feedback:

• Providing feedback immediately after an event or action
• Focusing on positive feedback as much as constructive criticism
• Ensuring feedback is specific, actionable, and owned by the giver

Fierce Practice #2: From Hiring for Smarts to Hiring for Smart+Heart

Scott highlights the importance of hiring individuals who are not only intelligent but also emotionally intelligent. She argues that leaders who connect with their teams on an emotional level are more effective and can drive better results.