Management Trends Change, Need for Teamwork Prevails


Alex Pollock

Management fads come and go. It seems like yesterday that knowing and quoting Deming’s 14 Points was the “in” thing. More recently being equipped with tools from programs with titles like Existing for the Customer, Investing in People, Empowering People and Six Sigma was critical to leadership effectiveness. You’re thinking of you own examples I’m sure. Some were life changing..most were not.

As you’ve likely concluded from my previous blogs I’m an avid reader of Gallup research and I found one of their latest books ,”Strengths Based Leadership” by Tom Rath and Barry Conchie, very interesting. Gallup has been studying high performing teams for nearly four decades and have published their “telltale signs”:

  • conflict doesn’t destroy strong teams because strong teams focus on results
  • strong teams focus on what’s best for the organization and then move forward
  • strong teams embrace diversity
  • strong teams are magnets for talent

Some questions to stimulate discussion…from you experience leading or participating on teams, how does this list grab you? Is there one “sign” more important than the others? What essentials are missing? What were some life changing take-a-ways you left management/leadership programs with over the years? In what way did they change your paradigm?

Thanks for sharing!

About Alex Pollock

Alex Pollock has been studying leadership effectiveness for more than 30 years. A former leader in environment, health and safety, and public affairs at The Dow Chemical Co., he learned that we all have leadership roles to play. He enjoys discussing new ideas and sharing practical ways we can all become better leaders.

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  1. Stephen Evanoff

    July 7, 2009

    In my experience, the first point is the hallmark of a high performance team. It is also an indicator of enlightened leadership and secure employees. All this is rare in corporate America. Conflict in the business setting is counter to prevailing norms. We see ourselves as an independent-minded, outspoken people, but in today’s work place we are mostly a “go along to get along” crowd, for a variety of reasons. A European friend of mine, who works internationally as an executive coach, mentioned this to me once with a tinge of disappointment in his voice.

  2. Alex Pollock

    July 7, 2009

    Thanks Stephen. You reminded us that empowerment reality is way behind potential….and helps explain why too many employees still dread Monday’s. I’m also saddened that the current Sustainability push has not generated more Company ambassadors…especially among EHS professionals.

  3. Steohen Evanoff

    July 7, 2009

    Your point about the sustainability movement and the lack of EHS professionals as leaders ties well to James Strock’s blog and associated comments. It’s not too late for us to influence the sustainability movement and lead those efforts within our organizations!

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