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5 Lessons Rick Rubin Can Teach Us About Leadership

5 Lessons Rick Rubin Can Teach Us About Leadership

Rick Rubin is one of music’s most influential people. He’s produced some of the worlds greatest albums, saved the careers of flailing musicians and created two of the worlds most iconic brands.

Producing over 180 albums with an incredibly eclectic discography: from Neil Diamond to Slayer, Kanye West to Johnny Cash and System of Down to Run DMC. Chances are, you’re a Rick Rubin fan without even realising it.

But, being able to work with all these larger than life musicians at their most vulnerable state has given him a great insight in to being a leader. How to bring the best out of people, when they’re feeling their worst. To quote the late, great Johnny Cash, ‘I’ll always trust Rick because he believed in me, when I didn’t believe in myself.’

Here’s ‘X’ Lessons in Leadership we can learn from DJ Double RR, gleaned from his most recent interview with Zane Lowe:

1. Don’t Be Afraid To Take Risks

‘Every step of the way, people tried to talk me out of what I was going to do next’.

When he first took on the Rap Scene, after starting up Def Jam records from his dorm room – people said, ‘Why Rick? You’re into Punk!’, yet without that first step, artists like Run DMC and LL Cool J would never have changed the face of modern Hip-Hop. Then, at the time he was starting his American label, post all the rap success, people asked ‘Why would you want to sign a rock artist? You’ve had so much success with Rap’.

But he still went ahead and did it. Because, it felt right to him. It seemed the correct direction to go in order to push himself and his fans in the right direction.

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Without him taking those risks though, we would never have had iconic albums like ‘Californication’ by the Red Hot Chilli Peppers, or Johnny Cash’s ‘American Recordings’.

Part of being a leader is trusting yourself and having the strength of resolve in the decisions you make. Not being scared of the unknown, or failing if you try. As a leader, it’s your job to pave the way for your followers and show them that risks are there to be taken – even when people say you’re stupid to do so.

2. Have A Clear Vision

Rick’s focus was always on the art, no matter what the label or the marketing teams said. His relationship with Russel Simmons was strained in the battle between Business and Artistic Merit – and Rick chose art every time.

Sales figures and pie charts have never meant much to him – all that mattered was that he could put out the best possible version of the CD for the fans to hear. His vision, whether working with someone at the start of their career, or coming to the end has always been the same, ‘It’s all about the music’.

And, every decision he makes has to fall in line with it.

As a leader you need to ask yourself, ‘Whats my vision?’. No matter what you want to lead in, you should have a clear view of where it is you’re going, or what you’re trying to achieve. Something to galvanise everyone that’s a part of it, so that you can work towards it.

Martin Luther King Jr. had a dream. Sir Ken Robinson wants to change Education. And Rick Rubin wants to create the best possible music.

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What’s your vision?

3. Know When To Change Course

Rick has been an avid risk taker throughout his career, but he’s also smart enough to know when something isn’t working out. As I mentioned before, his relationship with Russel Simmons was strained in the battle of Business over Music – so he confronted the problem and decided to leave Def Jam Records.

It wasn’t done out of malice or from a position of bad will, but because it was the right thing to do for their futures.

As a leader, it’s up to you to understand when a battle isn’t being won or when you’re energy is being expended too much in the wrong direction – and take a step away, or change the course of the problem.

You wouldn’t steer your car in to a tree on purpose, and you shouldn’t do it with yourself and those who follow you. Be big enough to understand when something is wrong and change the course.

 

4. Your Way Isn’t The Only Way

Rick’s way of producing has taken him to the top of his game and shown genres in a whole different light. But in his late twenties and early thirties, many relationships with artists broke down because he fought to make sure it was done his way.

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In his later years though, Rick stopped pushing his way on the artists, and started asking them what their way would be. Going through the band, taking their idea’s and going with the best idea that came along – even if it didn’t match up with his way in any way at all.

His results?

Better albums. Better relationships. Better ideas.

A leader’s aim is to facilitate the people they work with. To bring the best out of the resources they have to work with. Most of the time, your idea won’t be the strongest, or someone in your group will have a better suggestion. Put pride to one side, and listen to those around you – they have the answer you’re looking for.

5. Not Everybody Is Going To Like You

Rick may be one of the most revered music producers alive, but he isn’t without his critics. Corey Taylor of Slipknot is extremely Anti-Rick, even though he produced one of their greatest albums to date.

But, Rick takes it in his stride.

‘It’s strange, me and ‘The Clown’, the leader of the band, were so much on the same page – but the rest of the band, not so much.’

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Not everyone is going to love everything you do, every step you take or every decision you follow through on. You can be the best in the world at what it is that you do, but people still won’t like it. It’s impossible to please everybody and appeal to everyone on every level.

So stop trying.

A Leader knows who their followers are, what their vision is – and sticks to it. Regardless of whether it pleases people or not. As long as you can be proud of the outcome, and it’s done for the right reasons, nothing else matters.

 

 

Featured photo credit: Bryce Duffy via cdn.pastemagazine.com

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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