No, I’m not talking about the song by Edwin Starr, the really good cover by Bruce Springsteen, or one of the funnier scenes from the movie Rush Hour. WAR is a baseball statistic that stands for “Wins Above Replacement.” Through calculations, WAR tries to summarize a baseball player’s total contribution to the team. So how does WAR work? Let’s say you were interested in how valuable a player really was to a baseball team, what that player’s real overall contributions were to a team. To find that out, replace that player with someone who gave minimal effort and did so at minimal cost. WAR would be used to calculate just how many more wins a player would provide the team over-and-above that replacement player that gave minimal effort under minimal cost. Just look at the equations in this snapshot from the Wikipedia website:

For quant-geeky researchers like me, this is cool. I love this stuff, particularly when stats and sports merge together. It’s a beautiful thing.

So what does the WAR statistic have to do with leadership? That’s when it gets even better in my opinion.

1) You as a leader, think about how valuable you are to your organization. How much more value do you give to your organization over-and-above a person who could be slotted into your leadership position who would give minimal effort at minimal cost? Is it a lot? A little? You have a lot of control over that, so think about how you can contribute to your organization through your leadership.

2) Now, think about the people who work directly for and with you. Use the logic of WAR. If your people could be replaced by others who gave minimal effort at minimal cost, how much more value do your people give your organization over these replacements? A lot? A little? If you said a little, you have control over that too. And frankly you may be failing at your job as a leader. You are gagging when it comes to the engagement of your workers. Our CCL research shows that when people feel supported by their organization and their leaders, they are less likely to leave, more committed to their organization, and more satisfied with their job. [tweet this]. You as a leader must foster the engagement of others at work.

So, I encourage and challenge you to think about how you can give your best effort and provide your best contribution to your organization as a leader. And then do it.

More importantly, I encourage and challenge you to think about how you can get the best out of the people who work for and with you. And then do it. [tweet this].

How are you answering both of those questions? Please share your thoughts below so that others can learn from you and continue the conversation using #LeadershipSolutionsCCL on twitter.

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