Stutman: Leaders motivate more effectively by practicing consistent fan-ness
Randall Stutman · Randall Stutman - Admired Leadership (Capital Allocators, EP.150) · Jul 27, 2020 · at 16:46
Randall Stutman, founder of Admired Leadership, outlines his behavioral framework of 'fan-ness' as an actionable alternative to psychological profiling in leadership.
0:00 / 0:25exact quote · 25.2s
720p mp4 · rendered on demand · StarZero watermark
“And that by being a great fan of other people, and showing your fan-ness, and asking yourself the question in almost every context, what would a fan do here? What would somebody who's your fan do? That becomes a very different thing because you can work on your fantasy and be a better fan all the time, and now you don't have to think about the situation or the people involved. Your job is just to simply develop your skill base around the behaviors of fantasy.”
quote is from the automated transcript, cleaned for reading: filler sounds and stutters are removed, nothing is rephrased. names can be misheard (the analysis reads context, assessments check outside sources). how →
More from Randall Stutman
Stutman: Low-empathy leaders can build relational closeness through deep understanding
“They've learned to create relational closeness without empathy. They've learned to create it without being warm and fuzzy and giving people a lot of couch time. What they've done is they've invest deeply in those people and understanding them.”
Stutman: Hedge fund managers lack people willing to speak truth to them
“The biggest issues for hedge fund managers, as far as I'm concerned, is a couple things. Number one, many of them like themselves way too much, and so they really need somebody that's willing to be honest with them. They're very powerful people, both financial…”
Stutman: High public profile is an enemy that invites scrutiny and lawsuits
“Profile is your enemy. It makes you a target for litigation. It makes you a target for media scrutiny. It makes you a target for pure jealousy. Profile for all great leaders, unless they can't avoid it, Is your enemy, and your job is not to covet profile.”
Stutman: Interviewing leaders is ineffective because they don't know what they do
“We normally don't learn all that much when we interview leaders. Just like a great ball player, they don't know what they do.”