Title: Great Leaders Have No Rules: Contrarian Leadership Principles to Transform Your Team and Business
Author: Kevin Kruse
Year of Publication: 2019

Summary of Key Points and Actions

1. Close Your Open Door Policy

Key Point:
Kruse challenges the conventional wisdom about open-door policies. He argues that while the intent of being accessible and approachable is noble, it can lead to interruptions, inefficiency, and dependency. Instead, leaders should focus on fostering a culture of trust and self-sufficiency.

Action:
Set specific times for team members to bring issues or ideas to you, such as “office hours,” and encourage them to solve smaller issues independently. This cultivates problem-solving skills and reduces unnecessary disruptions.

Example from the Book:
In the book, Kruse mentions a leader who found that by setting two one-hour blocks each week for open-door time, he drastically reduced interruptions. As a result, his team members became more resourceful.

2. Be Likable, Not Liked

Key Point:
Leaders should prioritize being respected and effective over being liked. Trying to please everyone can dilute a leader’s decision-making and authoritative presence.

Action:
Focus on making tough decisions that are in the best interests of the organization and its long-term goals, even if they are unpopular in the short term.

Example from the Book:
Kruse highlights a CEO who had to make significant cuts during an economic downturn. Despite initial resistance and unpopularity, the firm’s turnaround validated his decisions and eventually earned him long-term respect.

3. Lead with Love, Not Fear

Key Point:
Employees respond better to leaders who inspire and motivate through positive reinforcement rather than fear and intimidation.

Action:
Show genuine interest in your team’s personal and professional growth. Regularly acknowledge and celebrate their achievements both small and large.

Example from the Book:
Kruse illustrates this with a story of a manager who shifted from using fear to motivate to recognizing her team’s small wins. This change resulted in a more engaged and productive team.

4. Eliminate Rules

Key Point:
Over-regulating and standardizing processes can stifle creativity and autonomy. Rules are often created for the minority who might abuse freedoms, but they can hinder the majority who won’t.

Action:
Empower teams by setting broad guidelines and principles instead of rigid rules. Trust them to act in the best interest of the organization.

Example from the Book:
Kruse cites an organization that abolished their formal dress code and instead relied on a simple principle: “dress appropriately for your day.” This led to greater employee satisfaction and did not negatively impact professionalism.

5. Shut Off Your Life-Support System

Key Point:
Dependency on technology, particularly email, can distract leaders from meaningful, strategic work.

Action:
Implement tech-free times or entire days where you focus solely on strategic thinking, deep work, and face-to-face interactions.

Example from the Book:
Kruse describes a leader who practiced “Email-Free Fridays.” This allowed him to delve into deep work and strategic planning, ultimately resulting in more innovative ideas and forward-thinking initiatives.

6. Play Favorites

Key Point:
Contrary to popular belief, playing favorites is about focusing on and investing in your best performers to maximize their strengths and contributions.

Action:
Identify top performers and provide them with additional resources, mentoring, and development opportunities. Their success will elevate the entire team.

Example from the Book:
Kruse mentions an HR manager who annually identified her top 10% employees and spent extra time coaching and developing them, which led to higher overall team performance and innovation.

7. Reveal Everything (Even Salaries)

Key Point:
Transparency builds trust and dispels rumors, leading to a more cohesive workplace.

Action:
Be transparent about company finances, decisions, and even salaries if possible. Share the rationale behind decisions to build trust and understanding.

Example from the Book:
An example Kruse provides is a company that opened its books to employees, which significantly increased trust and minimized feelings of inequity and speculation.

8. Show Weakness

Key Point:
Leaders who show vulnerability foster authenticity and deeper connections with their teams.

Action:
Share personal stories, admit when you don’t have all the answers, and be honest about your challenges. This encourages a culture of openness and mutual support.

Example from the Book:
Kruse recalls a leader who began her meetings sharing personal and professional struggles, leading to a more authentic and supportive team dynamic.

9. Tell the Truth (Always)

Key Point:
Honesty is non-negotiable. Deceiving or withholding information from employees can erode trust and morale.

Action:
Commit to radical honesty in all communications. This includes sharing bad news promptly and clearly, without sugarcoating.

Example from the Book:
Kruse talks about a leader who decided to transparently communicate about a major financial loss. Despite the tough news, employees appreciated the honesty and rallied together to work on solutions.

10. Create Space

Key Point:
Innovation and creativity flourish when employees have unstructured time and space to think.

Action:
Encourage blocks of free time where team members can work on passion projects or explore new ideas without the constraint of regular tasks and deadlines.

Example from the Book:
An example given is a company that implemented “20% Time,” a concept popularized by Google, allowing employees to spend one-fifth of their time on any project they choose. This led to innovative ideas and increased engagement.

11. Excite and Delight

Key Point:
A motivated and happy team leads to a high-performing organization. Small acts of appreciation can lead to a significant boost in morale and productivity.

Action:
Regularly inject fun and surprise into the workplace, such as spontaneous celebrations, personal thank-you notes, or unexpected treats.

Example from the Book:
Kruse narrates the story of a manager who would spring for impromptu team lunches and occasional office games, creating a more engaged and happier team environment.

12. Don’t Have Rules; Have Beliefs

Key Point:
Rigid rules restrict. Principles and beliefs guide actions while allowing flexibility.

Action:
Communicate clear organizational values and principles that everyone understands and can interpret in their daily work.

Example from the Book:
Kruse mentions a company that moved from a strict 9-5 schedule to a principle of “work when you’re most productive.” Some employees started working unconventional hours, leading to higher job satisfaction and productivity.

Conclusion

Kevin Kruse’s Great Leaders Have No Rules offers a fresh and contrarian take on leadership, focusing on creating trust, openness, and empowering employees. By implementing these principles, leaders can develop high-functioning teams that are autonomous, innovative, and engaged. From closing open door policies to eliminating rigid rules and creating space for creativity, Kruse provides practical and actionable advice backed by real-world examples. By focusing on these unconventional strategies, leaders can transform their teams and businesses for the better.