The anti-CEO playbook

Organisations perform better when leaders do not put themselves at the centre, but build the system in which people can excel.

You may have heard of it: the anti-CEO playbook of Hamdi Ulukaya, the founder of Chobani. It is not an official book, but a way of looking at leadership. Less hierarchy and ego, more attention for people, collaboration, focus and responsibility. Ulukaya argues that organisations perform better when leaders do not put themselves at the centre, but build the system in which people can excel.

The core principles

1. Employees first. Taking good care of employees leads to higher productivity, loyalty and quality. Profit is a consequence, not a goal in itself.
2. Transparency. Share figures and choices with everyone. Then people feel like co-owners and understand why choices are made.
3. Decisions close to the work. Teams take responsibility for quality, customers and results themselves.
4. The leader is a facilitator. Removing obstacles, supporting people, giving direction without micromanagement.
5. Clear values. Simple principles and common sense make organisations more human and faster.
6. The company as a community. People share a goal and share in the success.

Where I agree, and what I add

I see many of these principles in organisations that run well. At the same time, no concept is complete. Two additions from the HELDER method.

Values alone are not enough. People who get room without it being clear how the work is best done will do it their own way. Hence: clear about the what and why, one best way of working for the how, and everyone may improve that way of working.

And putting decisions close to the work only works when it is settled who may decide what. You record that per task, and it grows with people's experience.

Of course every company needs a managing director. The question is which role they choose. Can you give your organisation a high score on each of these six principles?