Please Lead Your Staff: Here's How: Humanistic learaship in action, #3

By John Steinberg

Please Lead Your Staff is book three in a three part series on "Humanistic Leadership in Action" by John Steinberrg, PhD. John is the author of 55 books in print and 12 e-books. His background is in educaitonal psychology with fity years of experience as a lecturer, consultant among other positions. This book explores how values and leadership need to be congruent.  We all have interest in our bottom-line and the role of the leader is crucial. The greater the sense of purpose for the organization coincides with leadership policy and practice the more likely the success. In his simple "workshop" like book Steinberg explore this key issue.

 

 

• Language: English
• Publisher: Steinberg Education and Publishing
• Release date: May 5, 2024
• ISBN: 9798224972180

John Steinberg

How to become an even better teacher, leader or communicator. How to teach teachers to teach and trainers to train. How to improve leadership in schools and businesses. How to enhance learning in the classroom and at work. The purpose of teaching and leading and knowing your purpose. Personal development for teachers principals/headmasters/managers. School and organizational development. Alternative learning strategies. Alternative schooling. I have a passion for pedagogy... Teaching is an art, science, and political statement, at least if you are trying to save and improve democracy. Knowledge is the key. Understanding how you are influenced and influenced others is crucial. I am an educational psychologist, Ph.D., and the author of 55 books and 20 e-books. My books and interests include education, teaching, leadership, values education, classroom management, communication - and now even e-book publication. I was born in the USA but have lived in Sweden all my adult life, where I have worked at Örebro university, as an elementary school principal and run my own education and publishing company since 1984. My life theme is empowerment and as I usually say "I train trainers to be trainers and teachers to be teachers, and leaders to lead." My main passion is for learning and how to help individuals and groups learn. I do lectures in both English and Swedish. www.steinberg.se is my Swedish website. Yes, there is an English section too. I also have do The Empowerment Talk Show. Look it up on YouTube: https://www.youtube.com/playlist?list=PLIipUkghgIBCIgH413k4Gt7Mzfeeu7wPv I am in the process of producing a series of short books for educators, leaders, trainers and communicators.

Book preview

Humanistic Leadership in Action

Steinberg Education and Publishing

John Steinberg, Ph.D., has written more than 40 books in the area of behavioral sciences, published in Swedish and other Scandinavian languages. An American living in Sweden since 1971, John is a leading Scandinavian public speaker and consultant as well as being high regarded for his insights about effective leadership in organizations.

John believes that every company can excel in providing superior customer service and staff training, and he is a strong proponent of employee empowerment. He reveals his innovative, easily implemented ideas in three practical, uplifting and passionate books. Please Lead Your Staff is part of the trilogy. His other books focus on staff training and the art of a good conversation.

Contact information: [e-mail]

Please Lead Your Staff: Here’s How

Copyright © 2011 John Steinberg

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All rights reserved. No part of this book may be reproduced in any form or by any electronic or mechanical means without permission in writing from the author and publisher.

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Steinberg Education and Publishing

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SE 193 91 Sigtuna, SWEDEN

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Steinberg, John

Please Lead Your Staff: Here’s How

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Humanistic Leadership in Action

Welcome to the third book of three books for owners, leaders, managers and others with leadership positions within your organization.

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The other two books for leaders and managers are:

Please Train Your Staff: Here’s how – how to create a learning organization.

Please Talk To Your Staff: Here’s how – how to uncover and build upon the strengths of your staff members

These books are based on the following principles:

The principle of mutual benefit. When a staff grows, learns and is acknowledged for members’ contributions, the individual employees and the company will benefit.

The principle of mutual respect. When a business is run with ethical practices, trust and confidence increase among employees and management and with customers.

The principle of a mutual dialog. How sharing ideas, examining challenges and planning with cooperation prepare us for the future.

Welcome!

John Steinberg

Contents

The foundation

What do you want?

The bottom line

Humanistic psychology

The struggle between control and freedom

Self-motivation

Six control models

Leadership models

Framing: A balanced model

Six methods for following up

Simplicity, Security and Possibility

The politeness principle

The 50-50 principle

The 80-20 principle

Common sense, courage and the word No

Coffee, cakes and flowers

The Gallup Twelve

Preparing for leadership

Self-awareness

The people purpose

Suggested readings

The foundation

Each well-built house has a solid foundation. The house you are building together with your colleagues is founded on these fundamentals:

The clarity and purpose of your mission

The philosophy of your leadership

The relationships with customers and other outside collaborators

The relationships and trust you build within your organization

The effectiveness of how your organization is managed and organized

The economic base that gives you the leeway to explore and experiment

The recognition of future trends and needs

In this book we will start by exploring the philosophy of your leadership. Soon we will get to the book’s main message – how you put that philosophy into every day practice. How you put your philosophy into practice affects the clarity and purpose of your mission, your external and internal relationships, the quality of your products and services, the effectiveness of your organization and in the end your bottom-line.

Many writers, consultants and business leaders have written about the consequences of the information age and the age of the knowledge worker. We know that our work places are being transformed. While these trends are most evident in countries and cultures that have a high level of wealth and creativity, there are countless examples of the highly structured businesses still modeled after the patterns of the industrial age. In the newly emerging and developing countries such as India and China we are beginning to see a movement towards creativity and the need for new management styles will soon become more evident.

This book and its sister books, Please Train Your Staff: Here’s How and Please Talk to Your Staff: Here’s How are dedicated to the concept of empowerment. Empowerment is a trendy word, but a word with enormous consequences. It means that we see our colleagues and fellow-workers as partners in development. When we encourage the learning and growth of each and every employee we are saying that the more people who use their better selves at work the more the likelihood that both individuals and the whole organization will benefit.

In older style organizations we did not see empowering the employee as a necessity. We rather saw it as a disturbance to the status quo. The quiet, industrious worker with a specific job instruction, role to fill and quota to meet was the ideal. Top management mandated the structure, routines, products, processes and tightly controlled each phase of production and implementation.

Surely there is still a need for controlling systems, quality assurance and product reliability. Yet we know that for this to happen we need to involve the whole staff not just top management in developing relevant routines and delivering good results.

How do we do this is the subject of this three-part book series. My answer: train your staff, talk to your staff and lead your staff in a manner that adheres to the value we call empowerment. This means looking for strengths not weaknesses. This means hunting for possibilities and encouraging potential not by limited and detailed job descriptions. This means trusting the ability of each and every person to constructively contribute to the development of the organization, not only restricting development to the top managers.

To some this may seem very naïve. To others this is a self-evident movement that cannot be denied.

Rest assured. In the journey you will take through this book, and hopefully even the other two in this series, I will not dwell on history, statistics, theory nor even examples of this transformation. I am a how-to person. How do you educate and train people to participate in development? How do you talk to people and encourage the maximum utilization of their potential? How, exactly, does the way you carry out your leadership affect your results?

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What do you want?

We are almost always both leaders and employees at the same time. Even the CEO of Fortune 500 companies answer to their boards of directors and investors. A fundamental question, as we start our quest towards a new style of leadership is, how do you want to be treated by your boss or bosses or your board?

I don’t think it is very difficult to answer that question. I am assuming the following:

You wish to be treated with respect. You know that everyone cannot love everyone all the time, but you want to be treated well and seen as a unique contributor with unique skills, experiences, talent and possibilities.

You want to have meaning and to feel a higher purpose. The more meaning the more you engage yourself with what you are doing.

You want challenges. You want some variety to try new things every once in a while and projects that test your skills and stretch your competencies.

You want to have a voice, to be asked for and feel free to give your opinions and suggestions. You want to be able to influence the way things are done.

You want to focus on your strengths. You want your talents to be both recognized and utilized.

You want to see results, feel a