Discipline 1: Build a Cohesive Leadership Team

- The leadership team is small enough (three to ten people) to be effective.

- Members of the team trust one another and can be genuinely vulnerable with each other.

- Team members regularly engage in productive, unfiltered conflict around important issues.

- The team leaves meetings with clear-cut, active, and specific agreements around decisions.

- Team members hold one another accountable to commitments and behaviors.

- Members of the leadership team are focused on team number one. They put the collective priorities and needs of the larger organization ahead of their own departments.

Discipline 2: Create Clarity

- Members of the leadership team know, agree on, and are passionate about the reason that the organization exists.

- The leadership team has clarified and embraced a small, specific set of behavioral values.

- Leaders are clear and aligned around a strategy that helps them define success and differentiate from competitors.

- The leadership team has a clear, current goal around which they rally. They feel a collective sense of ownership for that goal.

- Members of the leadership team understand one another's roles and responsibilities. They are comfortable asking questions about one another's work.

- The elements of the organization's clarity are concisely summarized and regularly referenced and reviewed by the leadership team.

Discipline 3: Overcommunicate Clarity

- The leadership team has clearly communicated the six aspects of clarity to all employees.

- Team members regularly remind the people in their departments about those aspects of clarity.

- The team leaves meetings with clear and specific agreements about what to communicate to their employees, and they cascade those messages quickly after meetings.

- Employees are able to accurately articulate the organization's reason for existence, values, strategic anchors, and goals.

Discipline 4: Reinforce Clarity

- The organization has a simple way to ensure that new hires are carefully selected based on the company's values.

- New people are brought into the organization by thoroughly teaching them about the six elements of clarity.

- Managers throughout the organization have a simple, consistent, and nonbureaucratic system for setting goals and reviewing progress with employees. That system is customized around the elements of clarity.

- Employees who don't fit the values are managed out of the organization. Poor performers who do fit the values are given the coaching and assistance they need to succeed.

- Compensation and reward systems are built around the values and goals of the organization.