Line Management Zebras, Like Most Line Managers, Are Highly Social
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LEADERSHIP ™ THE MAGAZINE OF LEADERSHIP DEVELOPMENT, MANAGERIAL EFFECTIVENESS, AND ORGANIZATIONAL PRODUCTIVITY VOL.Excellence 24 NO. 12 DECEMBER 2007 Line Management Zebras, like most line managers, are highly social. Some form family groups that remain together for a lifetime, even drinking together at sunset on the waterline. The challenge now is to reinvent management to gain a competitive advantage. GARY HAMEL AND Judgment Calls STEPHEN H. BAUM SUSAN J. BETHANIS LOWELL BRYAN Exercise wisdom in Inside CEOs Conversations Reinventing Management three phases. .7 Seize or create some Create a culture that Bring energy to this shaping experiences. 12 welcomes discussion. 17 area of innovation. .3 JIM TRINKA Leadership Legacies STEVEN BARRY, LOUISE BRUNA MARTINUZZI CLAYTON CHRISTENSEN Model transparency AXON & TOM ATKINSON A Leader’s Mood Beyond Price and keep learning. 8 Ready for Take-Off Do you leave afterglow Look at performance Meet the challenge or aftermath?. .18 dimensions. .4 JIM MCNERNEY of leading growth. 13 Innovation Myths DAVID MCNALLY HAL ADLER Be inspired more by J. ROBERT BEYSTER New Vision, New Year Key Leader your customers. 9 Culture of Success You and I are born Characteristics Observe these nine to create a future. .19 These are gleaned from JOHN IZZO timeless principles. 14 ALAN TODD the best companies. 5 The Buzz Factor Follow four paths MARSHALL GOLDSMITH War for Leaders Improve your model for EILEEN MCDARGH to corporate soul. 10 Achieving Goals developing leaders . .19 Lessons for Leaders Help people set and Note that gratitude LANCE DUBLIN achieve stretch goals. .15 LOIS J. ZACHARY AND transcends latitudes. 6 Only People Change. 11 LORY A. FISCHLER DEEPAK MALHOTRA The FACT Model ALLAN COX AND MAX H. BAZERMAN NOEL TICHY AND It’s an alignment and WARREN BENNIS Collaborative Relations. 11 Conflicts of Interest. .16 engagement tool. 20 Subscription and Renewal Rates: $129 annual (12 issues) E . D . I . T . O . R’S N. O . T . E $199 two years (24 issues) $279 three years (36 issues) (Canadian/foreign add $40 U.S. postage per year.) Corporate Bulk Rates (to same address) Personal Side of Leadership $109 each for 6 to 25 $99 each for 26 to 99 Call for rates on more than 100 copies: The top 100 minds on personal development. 1-877-250-1983 Back Issues: $10.00 each Fax (one article): $8.00 by Ken Shelton 2. Character: values, ethics, beliefs, pur- Leadership Excellence (ISSN 8756-2308), pub- lished monthly by Executive Excellence Publishing, pose, mission, integrity, walk the talk. 1806 North 1120 West, Provo, UT 84604. ince 1995, we have pub- 3. Principles: big message, point of view, Article Reprints: Slished Personal Excellence, tenets, main points. For reprints of 100 or more, please contact the the magazine of life leader- 4. Personality: charisma, style, originali- editorial department at 801-375-4060 or send email to [email protected]. ship; however, this is the first year, we have ty, authenticity, one of a kind. ranked the 100 top minds on the personal 5. 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Contributing Editors: Chip Bell, Dianna Booher, Kevin Cashman, thought leader in the field 8. Influence: differ- Jim Loehr, Norm Smallwood, Joel Barker, Joseph of personal leadership ence, results, change, Grenny, Jim Kouzes development? As with transformation. Wayne Dyer Oprah Winfrey Executive Excellence Publishing: Leadership Excellence (see Ken Shelton, Editor-in-Chief, CEO The Excellence 100 Sean Beck, Circulation Manager our ranking of the top 100 Geoff Pace, Sales Manager thought leaders in team For the past 13 years, Nancy Low, Business Manager and organizational leader- we have published the Allan Jensen, Chief Information Officer ship development in the best minds in the field The table of contents art is a detail from Waterline (image cropped) © Joshua Spies, and November issue of LE), of personal and profes- is courtesy of the artist and art print publish- the standards and expecta- sional development er Greenwich Workshop. tions keep rising. The around a Seven For additional information on artwork by coaches and consultants, Dimension Model of Joshua Spies, please contact: Greenwich Workshop authors and speakers, Personal Excellence. And 151 Main Street mentors and gurus who soon, we will introduce Saymour, CT 06483 Laura Schlessinger Dr. Phil 1-800-243-4246 make our Personal our searchable archive of www.greenwichworkshop.com Excellence 100 Personal list today score well on the some 3,200 PE articles in the new Full view of cover art. following eight criteria: Coach CD and on-line access. 1. Preparation: Academic, professional, Here’s our 2007 listing of the Top 100 and life preparation. thought leaders: PERSONAL 14. Cheryl Richardson 36. John Maxwell 58. David Brownstein 80. Richard N. Bolles 15. Zig Ziglar 37. Patricia Fripp 59. Andy Andrews 81. Jason Womack THE Copyright © 2007 Executive Excellence Publishing.No 16. Peter Block 38. Matthew Kelly 60. Joel Barker 82. Nido Qubein part of this publication may be reproduced or transmit- 17. Marshall Goldsmith 39. Ben/Rosamund Zander 61. Suze Orman 83. Connie Podesta ted without written permission from the publisher. xcellence Quotations must be credited. xcellence 18. Nathaniel Branden 40. Ken Shelton 62. Julie Fuimano 84. Dianna Booher E 100 19. Oprah Winfrey 41. Ken Blanchard 63. Bob Davies 85. David Bach EXCELLENCE 20. Stephen R. Covey 42. Chris Widener 64. Noah Blumenthal 86. Lance Secretan 21. Lou Tice 43. Eileen McDargh 65. Victoria Castle 87. Matthew May 1. Robert Kiyosaki 22. Tom Crum 44. Beverly Kaye 66. Jim Cathcart 88. Bob Green 2. Wayne Dyer 23. David Allen 45. Bruce Cryer 67. Fran Harris 89. Robert Moss 3. Les Brown 24. Phil McGraw 46. Mark Victor Hansen 68. Patrick Lencioni 90. Martin Seligman 4. Joel Osteen 25. Guy Kawasaki 47. Matthew Cossolotto 69. Tony Schwartz 91. Jack Groppel 5. Tom Peters 26. Richard Chang 48. Robert Silverstone 70. Bob Danzig 92. Mike Krzyzewski 6. Depak Chopra 27. Jim Rohn 49. Kathy Smith 71. Jimmy Calano 93. Valorie Burton 7. Laura Schlessinger 28. Tony Allesandra 50. Amanda Gore 72. Mary Lee LaBay 94. Neil Fiore 8. Jim Loehr 29. Paul Zane Pilzer 51. Suzy Allegra 73. John Izzo 95. John Strelecky 9. Dave Ulrich 30. Marc Allen 52. Phil Geldart 74. Jay Forte 96. Deb D’Lorio 10. Charles Garfield 31. Jack Canfield 53. Charlene Proctor 75. Wolf Rinke 97. Susan Apollen 11. Lance Armstrong 32. Eileen McDargh 54. Tony Robbins 76. Leslie Froene 98.Michael Shenkman 12. Denis Waitley 33. Debbie Allen 55. Hyrum Smith 77. John Scherer 99. Linda Nacif 13. Brian Tracy 34. Leslie Groene 56. Dave Durand 78. Angelica Wagner 100.Tim Gallwey 35. Steve Young 57. Jim Meier 79. Keith Ferrazzi 2 Leadership Excellence MANAGEMENT INNOVATION overtly hierarchical management. Increasingly, the work of manage- ment won’t be done by managers—it will be pushed out to the periphery Reinventing Management and embedded in systems. Thinking- Old models of managing people lag behind the times. intensive people are increasingly self- directed—or directed as much by their the gifts of creativity and passion and peers as they are by supervisors. The initiative?” You can’t command those challenge is to enable such people to capabilities. Imagination and commit- make thousands of individual deci- ment are things that people choose to sions about how to live and work with- bring to work every day—or not. in the infrastructure you create. You’ve The technology of management is got to make it easy and natural for changing radically for three reasons. people to work alone and with others. by Gary Hamel and Lowell Bryan First, powerful new tools for coordi- Many executives believe that while a nating human effort are profoundly few people may be clever and creative, OU’RE CHALLENGED TO CHANGE IN changing the work of management. most folks aren’t (creative apartheid). Yways for which you have no Second, we face increasing demand for Great companies, like Toyota, mobilize precedent because your current deci- companies to be adaptable, innovative, the intelligence of “ordinary” workers. sion-making practices, designs, and and exciting places to work. Third, we Going forward, no company can afford employee and customer relations can’t face a revolution in expectations, as to waste one iota of imagination and guarantee your survival. Since old young employees—the first intellectual power. models of managing people and com- generation that has grown You need to bring talent panies lag behind the need for collab- up on the Web—assume or knowledge marketplaces oration and wealth creation, you must that your contribution inside, build formal net- bring the same energy to innovative should be judged simply works, introduce dynamic management that you bring to innov- on the merits of what you management principles, ative products and services. do, not on the basis of your enable peer-based decision- Only new approaches to managing title, credentials, or provi- making, and widely dis- people and organizing talent to maxi- dence. They’ve drawn this tribute the tools of mize wealth creation will provide lesson from their experi- creativity in order that competitive advantage.