{"id":285,"date":"2025-07-07T20:16:34","date_gmt":"2025-07-07T15:16:34","guid":{"rendered":"https:\/\/sagadenov.com\/?p=285"},"modified":"2025-07-07T21:44:35","modified_gmt":"2025-07-07T16:44:35","slug":"turn-the-ship-around-by-marquet-david-l-stephen-r-covey","status":"publish","type":"post","link":"https:\/\/sagadenov.com\/?p=285","title":{"rendered":"Turn the Ship Around! A True Story of Turning Followers into Leaders by Marquet, L David"},"content":{"rendered":"\n

Turn the Ship Around!<\/em> is the true story of the commander of the nuclear submarine USS Santa Fe, who transformed the traditional \u201cleader-follower\u201d command model and created a leadership culture where every team member becomes a responsible and proactive leader.<\/p>\n\n\n\n

\n

“My definition of leadership is this: Leadership is communicating to people their worth and potential so clearly that they are inspired to see it in themselves.”<\/p>\n<\/blockquote>\n\n\n\n

The Main Idea of the Book<\/h2>\n\n\n\n

Marquet shows that a true leader is not the one who gives orders from the top down, but the one who gives people the power to make decisions themselves and feel accountable for them.
This approach not only improves efficiency but also builds trust and enthusiasm within the team.<\/p>\n\n\n\n

\n\n\n\n

Marquet\u2019s Key Leadership Principles<\/h2>\n\n\n\n
    \n
  1. Reject Commanding by Orders<\/strong>
    The traditional \u201cI command \u2014 you obey\u201d model doesn\u2019t work in complex situations requiring quick and smart decisions.
    Marquet teaches how to delegate responsibility and authority.<\/li>\n\n\n\n
  2. Create Leadership at All Levels<\/strong>
    Every team member should think and act as a leader, not just as a follower.
    This is achieved through training, trust, and a culture of continuous development.<\/li>\n\n\n\n
  3. Use Questions Instead of Orders<\/strong>
    Instead of giving direct commands, Marquet asked questions that stimulated independent problem solving and thinking development.<\/li>\n\n\n\n
  4. Continuous Competence Development<\/strong>
    Authority transfer requires confidence that people have the knowledge and experience to decide. Training and practice are essential.<\/li>\n\n\n\n
  5. Feedback and Support<\/strong>
    A leader is not just a source of commands but a support system, helping the team grow and correct mistakes.<\/li>\n<\/ol>\n\n\n\n
    \n\n\n\n

    Practical Advice from the Book<\/h2>\n\n\n\n
      \n
    • Delegate decisions and authority \u2014 don\u2019t fear imperfect choices. Mistakes are part of growth.<\/li>\n\n\n\n
    • Learn to ask the right questions \u2014 stimulate thinking and discussion instead of dictating.<\/li>\n\n\n\n
    • Invest in your team\u2019s development \u2014 build leadership skills and expertise.<\/li>\n\n\n\n
    • Build a culture of trust \u2014 mistakes are learning opportunities, not reasons for punishment.<\/li>\n\n\n\n
    • Encourage and support initiative \u2014 recognize those who take ownership.<\/li>\n<\/ul>\n\n\n\n
      \n\n\n\n

      Why This Matters for Modern Business and IT<\/h2>\n\n\n\n

      In a fast-changing world, rigid top-down command structures are outdated. Marquet shows how to build flexible, adaptive teams where responsibility and leadership belong to everyone.
      This helps teams react faster to change, reduce risks, and motivate employees.<\/p>\n\n\n\n

      \n\n\n\n

      Key Quotes from the Book<\/h2>\n\n\n\n
      \n

      \u201cThe leader-leader structure is fundamentally different from the leader-follower structure. At its core is the belief that we can all be leaders and, in fact, it\u2019s best when we all are leaders.\u201d<\/p>\n<\/blockquote>\n\n\n\n

      \n

      \u201cLeadership is not some mystical quality that some possess and others do not. As humans, we all have what it takes, and we all need to use our leadership abilities in every aspect of our work life.\u201d<\/p>\n<\/blockquote>\n\n\n\n

      \n

      \u201cLeadership is giving control, not taking control.\u201d<\/p>\n<\/blockquote>\n\n\n\n

      \n

      \u201cMy definition of leadership is this: Leadership is communicating to people their worth and potential so clearly that they are inspired to see it in themselves.\u201d<\/p>\n<\/blockquote>\n\n\n\n

      \n\n\n\n

      Additional Insights and Examples from the Book<\/h2>\n\n\n\n

      1. The \u201cI intend to\u2026\u201d Mechanism<\/h3>\n\n\n\n

      Officers declare their intent before acting, e.g.:
      \u201cI intend to take the submarine to 400 feet.\u201d<\/em>
      This increases accountability while allowing freedom to act.<\/p>\n\n\n\n

      2. Moving Control to Where the Information Is<\/h3>\n\n\n\n

      Marquet eliminated the habit of routing all decisions upward, instead empowering those closest to the knowledge.
      Example:<\/em> Signing of leave requests was delegated to the senior enlisted leader (Chief of the Boat), cutting through layers of approval.<\/p>\n\n\n\n

      3. Culture of \u201cDo It Yourself\u201d<\/h3>\n\n\n\n

      When every member feels responsible and able to influence outcomes, efficiency grows dramatically.
      Example:<\/em> The Santa Fe team became the most successful and recognized in the submarine fleet, despite starting from the lowest point.<\/p>\n\n\n\n

      4. Rejecting Micromanagement<\/h3>\n\n\n\n

      Marquet taught to trust people by giving them authority and responsibility, which increased initiative and engagement.<\/p>\n","protected":false},"excerpt":{"rendered":"

      Turn the Ship Around! is the true story of the commander of the nuclear submarine USS Santa Fe, who transformed the traditional \u201cleader-follower\u201d command model and created a leadership culture where every team member becomes a responsible and proactive leader. “My definition of leadership is this: Leadership is communicating to people their worth and potential […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-285","post","type-post","status-publish","format-standard","hentry","category-about-my-read-books"],"_links":{"self":[{"href":"https:\/\/sagadenov.com\/index.php?rest_route=\/wp\/v2\/posts\/285","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sagadenov.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sagadenov.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sagadenov.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/sagadenov.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=285"}],"version-history":[{"count":3,"href":"https:\/\/sagadenov.com\/index.php?rest_route=\/wp\/v2\/posts\/285\/revisions"}],"predecessor-version":[{"id":296,"href":"https:\/\/sagadenov.com\/index.php?rest_route=\/wp\/v2\/posts\/285\/revisions\/296"}],"wp:attachment":[{"href":"https:\/\/sagadenov.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=285"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sagadenov.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=285"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sagadenov.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=285"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}