🥃 Extreme Ownership in Action: Leadership Lessons with Jon Uliano
- sal1881
- Apr 11
- 3 min read
Episode 6 of the One Pour Problems Podcast
👋 About This Episode
In this episode of the One Pour Problems podcast, I sat down with Jon Uliano, COO of ACMT, for a meaningful conversation over a pour of Old Forester bourbon. We dug into one of the most powerful ideas shaping modern leadership: Extreme Ownership.
Jon shares how this mindset has transformed his leadership style, culture-building strategies, and team dynamics at ACMT—while reflecting on what it means to truly lead by example, no matter your role in the organization.
🧠 What is Extreme Ownership?
"It’s not just a tool. It’s a mindset.” – Jon Uliano
Coined by Navy SEALs Jocko Willink and Leif Babin, Extreme Ownership is about taking full responsibility—for everything in your sphere, including outcomes beyond your direct control.
For Jon, it’s about building a culture where everyone feels empowered to lead, speak up, and drive improvement.
💡 6 Leadership Takeaways from Jon Uliano
1. Leaders Belong on the Floor, Not Just in the Office
Jon doesn’t hide in a corner office. His daily mission includes walking the production floor, talking to employees, and solving problems where they actually happen. The best leaders don’t just direct—they connect.
“If you’re disconnected from the floor, you’ve lost touch with reality.”
2. You Don’t Need a Title to Lead
Leadership can—and should—happen at every level. Jon shared a story about his early years as a part-time stocker, organizing inventory in a way that caught his team’s attention.
“I was just stacking boxes. But the way I did it changed how others worked around me.”
3. Mistakes Are a Tool for Growth, Not Grounds for Fear
At ACMT, the team uses the phrase “put the fish on the table.” It means: surface problems, don’t hide them. Mistakes are expected. What matters is what we learn from them—and how we prevent them in the future.
“The only mistake we can’t fix is the one we don’t talk about.”
4. Culture > Quick Fixes
When hiring, Jon is focused on long-term cultural alignment—not just filling a seat.
“We’re not perfect. But we protect our culture fiercely. A short-term hire can have long-term consequences.”
Jon even revisits core values with existing employees to ensure the mission stays top of mind.
5. Empowerment is Built, Not Granted
Extreme ownership starts with belief. That’s why Jon ensures every employee, from onboarding onward, knows they have the authority to identify and fix problems—no matter their role.
“We tell people: If it’s right for the company, customer, and you can stand behind it—just do it.”
6. Great Leaders Ask Questions, Not Give Orders
One of Jon’s hardest leadership lessons? Learning to pause before giving the answer.
“Your job isn’t to have all the answers. It’s to ask the right questions—and guide your team to figure it out themselves.”
He sees himself more as a facilitator than a boss. And it works.
🛠 How to Introduce Extreme Ownership in a New Role
Whether you're stepping into a new leadership role or trying to influence your current organization, Jon shared these simple steps:
Start with self-education. Read Extreme Ownership by Jocko Willink and Leif Babin.
Lead by example. Own mistakes, remove blame, and praise team accountability.
Encourage curiosity. Ask questions that challenge people to find answers.
Support initiative. When people bring solutions, prioritize and execute.
“No matter your role, you have influence. The way you carry yourself makes waves.”
💬 Final Thoughts
This conversation was a reminder that the best leadership doesn’t come from the top down—it comes from the inside out. Ownership is contagious. Whether you're a COO or a new hire on the shop floor, you can shape culture, inspire others, and drive real, lasting change.
So pour a glass, put the fish on the table, and lead like you mean it.
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