How to Lead Small Teams - Lessons Learned From Darth Vader

Six principles you can implement to inspire and motivate.

Love him or hate him, Darth Vader was a force to be reckoned with. As a leader in the galaxy’s largest corporation, he took a hands-on approach in a few high-priority, high-profile projects. Vader didn’t always worry about being liked, but he had an overall proven track record of success (despite a few notable setbacks).

This week, let's unmask the leadership secrets behind that heavy breathing and shiny helmet.

1. Lead by Example: Show Commitment and Dedication to Inspire Your Team

“I find your lack of faith disturbing.”
— Darth Vader

Darth Vader was all about this principle. He was often seen at the forefront of battles, leading Imperial troops into combat. He had an unwavering commitment to the mission, and it’s clear he had high expectations of himself and those around him. Vader not only led the organization, but he could also do any job within it and by doing so he fostered a culture of responsibility and set the tone for the team. He had that “first to the office, last to leave” mentality. His actions spoke louder than words, motivating his team to rise to the occasion and perform at their best.

So how can you channel your inner Sith Lord (minus the cape, breathing issues, and general all around evil vibe) to lead your team?

• Be the first to take on difficult tasks. You don’t have to do all the hard work, but show your team that you’re in the trenches with them.

• Model the kind of attitude you want to see. Show your people what you expect of them by expecting it of yourself.

• Actively listen to team members’ concerns and suggestions. Great leaders try to listen more than they talk.

Remember, leading by example isn't just about being a role model—it's about setting the tone for your entire team. And while we can't all strike fear into the hearts of our enemies with a single breath, we can certainly inspire our teams to reach for the stars.

2. Encourage Innovation: Allow Team Members to Come Up with Creative Solutions

In The Empire Strikes Back, Vader listens to Boba Fett’s suggestion to use Han Solo as bait to capture Luke Skywalker. By considering Fett’s idea, Vader shows that he values innovative thinking. This shows his openness to bold tactics and creative problem-solving, even when they come from outside his usual circle of advisors.

Here’s how you can apply this principle in your own leadership:

• Make time for team brainstorming: Encourage open discussions where all ideas are welcome in an environment that is safe and supportive.

• Recognize and act on good ideas: When a team member suggests a creative solution, take it seriously and consider how it might be implemented, just as Vader did with Fett's plan.

• Foster a culture of trust: Work to create an environment where team members know their contributions are valued, and they feel heard.

Encouraging innovation by valuing and considering your team's creative solutions can lead to breakthroughs and success. Like Vader, a leader who is open to bold ideas can find new and effective ways to achieve their objectives.

3. Clarify Responsibilities: Be Clear on the Roles of Team Members

In "A New Hope," the Death Star isn't just a planet-zapping superweapon—it's a masterclass in organizational structure. The DACI (Driver, Approver, Contributor, Informed) decision-making model is clearly illustrated aboard the battle station. Grand Moff Tarkin acts as the Approver, with ultimate authority over the Death Star’s operations. Darth Vader serves as the Driver, ensuring that Tarkin’s commands are executed. The various officers on the station contribute their expertise on different systems, like weapons and defense, while stormtroopers and other personnel are kept informed of their specific tasks to maintain order and efficiency.

This clear delineation of roles makes sure that every team member knows their responsibilities and how they fit into the overall mission. It also facilitates smooth decision-making and execution, as each person understands their place within the hierarchy.

Want to run your team like a well-oiled Death Star (minus the obvious design flaw)? Here's how:

• Define roles clearly: Use the DACI model to outline who is responsible for driving tasks, who approves decisions, who contributes expertise, and who needs to be informed. This guarantees everyone knows their role in the process.

• Encourage open communication: Make sure team members feel comfortable discussing their roles and any overlaps or gaps in responsibilities. This helps avoid confusion and ensures tasks are completed efficiently.

• Promote teamwork: Yes, roles matter, but remember—you're all on the same Star Destroyer. Encourage collaboration and support across different roles to achieve the best results.

By laying out who does what, you're not just preventing chaos—you're building a team that runs smoothly. When roles are clearly defined, your team can operate more effectively and make decisions that drive success.

4. Hire Slow; Fire Fast: Build a High-Performing Team

In Star Wars: A New Hope, Darth Vader gives us a crash course in extreme performance management. Take Captain Needa, for instance. After the Millennium Falcon vanishes from the Imperial fleet's grasp, Needa decides to man up and face the music. He barely gets out his "Sorry, boss" before Vader turns him into a cautionary tale for middle management everywhere. With a flick of his wrist and a casual "Apology accepted, Captain Needa," Vader demonstrates that in his world, failure isn't just frowned upon—it's a terminal condition.

But in a way, ol' Darthy was onto something.

To be clear, Vader's HR practices weren’t awesome. But beneath that helmet was a leader who knew the importance of having the right crew. He didn't just pick up any rando in a stormtrooper outfit. He assembled his crew with the precision of a man who color-coordinates his closet full of identical black outfits.

Okay, I'm not suggesting you start force-choking underperformers (the HR followups alone would be a nightmare). But there's a lesson here: be picky about who you let into your inner circle. When hiring, be as selective as you are with your time. Choose team members who'll contribute long-term value, not those who'll have you searching for a replacement within weeks. It's about finding people who align with your goals and can grow with your team.

But once you've got your team assembled, channel your inner Vader and don't wait to make tough calls. Vader made quick and decisive moves when a team member’s performance was lacking. It sounds harsh, but removing underperformers quickly is essential to maintaining team morale and productivity.

Here’s how you can apply this principle:

• Screen thoroughly during the hiring process: Take your time to assess candidates not just for their skills, but for how well they fit with your team’s culture and mission.

• Set clear expectations from the start: Each team member needs to know what is expected of them and how their performance will be evaluated.

• Act quickly if someone isn’t working out: If a team member isn’t meeting the necessary standards, address the issue promptly. Sometimes the best move is to part ways swiftly to protect the overall team dynamic.

Building a high-performing team isn’t just about finding the best talent—it’s about making sure everyone on the team is fully committed and capable of contributing to the mission. And as Darth Vader shows us, sometimes the toughest decisions are the most necessary ones.

5. Provide Resources and Support: Equip Your Team for Success

In The Empire Strikes Back, Darth Vader shows us that even Sith Lords understand the importance of supporting their teams. When the Millennium Falcon disappears, Vader doesn't just pace around raspy and pointing fingers. He takes action, providing his team with everything they need to get the job done.

Vader mobilizes an entire fleet of Star Destroyers, recruits top-tier bounty hunters, and offers substantial rewards for information. By going all-in on resources, Vader demonstrates his commitment to the mission and his team's success. He's not just barking orders from his meditation chamber; he's actively removing obstacles and providing tools for victory.

Here's how you can channel your inner Sith Lord to support your team:

1. Offer guidance and support: Be available to help navigate challenges. Sometimes, your team needs a leader, not just a boss in a scary mask.

2. Clear the path: Actively work to remove obstacles. Whether it's bureaucratic red tape or an asteroid field, help your team navigate the challenges.

3. Provide the right tools: Make sure your team has the technology, training, and support they need. In other words, don't send them to fight the Rebellion with a blaster that's out of charge.

By investing in your team's success, you're setting the stage for impressive results. Remember, a well-equipped team is like a fully operational Death Star – capable of tackling even the most challenging objectives. Just maybe aim for less planet-destroying and more goal-achieving.

6. Stay Adaptable: Be Willing to Adjust Plans as Situations Change

In Return of the Jedi, Darth Vader showcases adaptability during the critical moments aboard the second Death Star. At first, he's all about turning Luke to the dark side - it's bring-your-kid-to-work day, Sith style. However, as things unfold, Vader begins to sense the conflict within himself and realizes that Luke’s appeals to his former self are affecting him more than he expected.

The situation reaches a critical point when the Emperor orders Luke's execution. Vader now faces a pivotal decision: stick to the original plan or protect his son. In a moment that reshapes the entire Star Wars saga, Vader chooses family over loyalty to the Empire. He decides to save Luke, turning against the Emperor and sacrificing himself in the process.

This sudden shift in allegiance isn't just a dramatic plot twist—it's a great example of adapting to changing circumstances. Vader's decision to alter course in response to new information and emotional revelations ultimately changes the fate of the galaxy. It shows that even the most seemingly steadfast leaders must be prepared to reassess their choices when faced with new realities.

Here’s how you can apply this principle in your leadership:

• Stay attuned to changing dynamics: Like Vader, be mindful of how situations and people may change, and be ready to adjust your approach accordingly.

• Be open to re-evaluating goals: Sometimes, sticking to the original plan isn’t the best option. Be willing to shift your objectives if circumstances call for it.

• Empower your team to adapt: Encourage your team to be flexible and responsive to new challenges, just as Vader ultimately responded to the shifting dynamics between himself, Luke, and the Emperor.

Staying adaptable allows you to respond effectively when unexpected changes occur. Just as Vader made a crucial adjustment at a key moment, a leader who is willing to change course can guide their team through uncertainty and achieve better outcomes.

Conclusion

Darth Vader might not win any "Employee of the Month" awards, but his leadership style offers some surprisingly valuable lessons. From leading by example to staying adaptable in the face of rebellion (or just typical daily challenges), there's a lot we can learn from the Dark Lord of the Sith.

Remember, great leadership isn't about force-choking your way to the top. It's about inspiring your team, fostering innovation, and creating an environment where everyone knows their role in conquering the ga— er, achieving your team’s goals.

So, the next time you face a leadership challenge, take a deep breath (hopefully easier than Vader's) and ask yourself: "What would Darth do?" (Then maybe dial it back juuuust a notch.)

And may the workforce be with you!