The February edition of Southwest Airlines Spirit magazine has a an article on Good Boss, Bad Boss called Lead the Way. I was both delighted and a bit distrubed to see what a great job they did of capturing the central themes in the book with so few words, and few key pictures. I wrote all those words and the simple page below captures so much it! Below is a somewhat blurry and small jpeg; click here to see the full pdf, which is more clear.
The page is a simple and effective summary of what constitutes a good employer and anything else just wont cut it. I think a quick summary page like this would be a great asset for all companies with a hierarchy structure of levels of bosses and managers because it is an easy way to digest and recognize what is good for your company and what is not in terms of leaders. Unfortunately, even though this page give pretty clear cut definitions of what to do to be a good boss, most people in senior level management positions do not recognize that their employees’ behaviors are a manifestation of there good or bad management and the system of the work environment. It’s only natural that is hard if not sometimes impossible to see your own faults but you can recognize faults in others and I think this is just the sort of thing that happens with bad bosses.
Recognition of what they are doing incorrectly as a leader is only the first step and the second more vital one would be acceptance and willingness to change for the better.
The page is a simple and effective summary of what constitutes a good employer and anything else just wont cut it. I think a quick summary page like this would be a great asset for all companies with a hierarchy structure of levels of bosses and managers because it is an easy way to digest and recognize what is good for your company and what is not in terms of leaders. Unfortunately, even though this page give pretty clear cut definitions of what to do to be a good boss, most people in senior level management positions do not recognize that their employees’ behaviors are a manifestation of there good or bad management and the system of the work environment. It’s only natural that is hard if not sometimes impossible to see your own faults but you can recognize faults in others and I think this is just the sort of thing that happens with bad bosses.
Recognition of what they are doing incorrectly as a leader is only the first step and the second more vital one would be acceptance and willingness to change for the better.
The page is a simple and effective summary of what constitutes a good employer and anything else just wont cut it. I think a quick summary page like this would be a great asset for all companies with a hierarchy structure of levels of bosses and managers because it is an easy way to digest and recognize what is good for your company and what is not in terms of leaders. Unfortunately, even though this page give pretty clear cut definitions of what to do to be a good boss, most people in senior level management positions do not recognize that their employees’ behaviors are a manifestation of there good or bad management and the system of the work environment. It’s only natural that is hard if not sometimes impossible to see your own faults but you can recognize faults in others and I think this is just the sort of thing that happens with bad bosses.
Recognition of what they are doing incorrectly as a leader is only the first step and the second more vital one would be acceptance and willingness to change for the better.
The page is a simple and effective summary of what constitutes a good employer and anything else just wont cut it. I think a quick summary page like this would be a great asset for all companies with a hierarchy structure of levels of bosses and managers because it is an easy way to digest and recognize what is good for your company and what is not in terms of leaders. Unfortunately, even though this page give pretty clear cut definitions of what to do to be a good boss, most people in senior level management positions do not recognize that their employees’ behaviors are a manifestation of there good or bad management and the system of the work environment. It’s only natural that is hard if not sometimes impossible to see your own faults but you can recognize faults in others and I think this is just the sort of thing that happens with bad bosses.
Recognition of what they are doing incorrectly as a leader is only the first step and the second more vital one would be acceptance and willingness to change for the better.
The page is a simple and effective summary of what constitutes a good employer and anything else just wont cut it. I think a quick summary page like this would be a great asset for all companies with a hierarchy structure of levels of bosses and managers because it is an easy way to digest and recognize what is good for your company and what is not in terms of leaders. Unfortunately, even though this page give pretty clear cut definitions of what to do to be a good boss, most people in senior level management positions do not recognize that their employees’ behaviors are a manifestation of there good or bad management and the system of the work environment. It’s only natural that is hard if not sometimes impossible to see your own faults but you can recognize faults in others and I think this is just the sort of thing that happens with bad bosses.
Recognition of what they are doing incorrectly as a leader is only the first step and the second more vital one would be acceptance and willingness to change for the better.
The page is a simple and effective summary of what constitutes a good employer and anything else just wont cut it. I think a quick summary page like this would be a great asset for all companies with a hierarchy structure of levels of bosses and managers because it is an easy way to digest and recognize what is good for your company and what is not in terms of leaders. Unfortunately, even though this page give pretty clear cut definitions of what to do to be a good boss, most people in senior level management positions do not recognize that their employees’ behaviors are a manifestation of there good or bad management and the system of the work environment. It’s only natural that is hard if not sometimes impossible to see your own faults but you can recognize faults in others and I think this is just the sort of thing that happens with bad bosses.
Recognition of what they are doing incorrectly as a leader is only the first step and the second more vital one would be acceptance and willingness to change for the better.
The page is a simple and effective summary of what constitutes a good employer and anything else just wont cut it. I think a quick summary page like this would be a great asset for all companies with a hierarchy structure of levels of bosses and managers because it is an easy way to digest and recognize what is good for your company and what is not in terms of leaders. Unfortunately, even though this page give pretty clear cut definitions of what to do to be a good boss, most people in senior level management positions do not recognize that their employees’ behaviors are a manifestation of there good or bad management and the system of the work environment. It’s only natural that is hard if not sometimes impossible to see your own faults but you can recognize faults in others and I think this is just the sort of thing that happens with bad bosses.
Recognition of what they are doing incorrectly as a leader is only the first step and the second more vital one would be acceptance and willingness to change for the better.
The page is a simple and effective summary of what constitutes a good employer and anything else just wont cut it. I think a quick summary page like this would be a great asset for all companies with a hierarchy structure of levels of bosses and managers because it is an easy way to digest and recognize what is good for your company and what is not in terms of leaders. Unfortunately, even though this page give pretty clear cut definitions of what to do to be a good boss, most people in senior level management positions do not recognize that their employees’ behaviors are a manifestation of there good or bad management and the system of the work environment. It’s only natural that is hard if not sometimes impossible to see your own faults but you can recognize faults in others and I think this is just the sort of thing that happens with bad bosses.
Recognition of what they are doing incorrectly as a leader is only the first step and the second more vital one would be acceptance and willingness to change for the better.
Hi Bob,
I’m so glad you posted this because I just flew Southwest over the weekend and was excited to see your work and message in their magazine. Fantastic information!
Hi Bob,
I’m so glad you posted this because I just flew Southwest over the weekend and was excited to see your work and message in their magazine. Fantastic information!
Hi Bob,
I’m so glad you posted this because I just flew Southwest over the weekend and was excited to see your work and message in their magazine. Fantastic information!
Hi Bob,
I’m so glad you posted this because I just flew Southwest over the weekend and was excited to see your work and message in their magazine. Fantastic information!
Hi Bob,
I’m so glad you posted this because I just flew Southwest over the weekend and was excited to see your work and message in their magazine. Fantastic information!
Hi Bob,
I’m so glad you posted this because I just flew Southwest over the weekend and was excited to see your work and message in their magazine. Fantastic information!
Hi Bob,
I’m so glad you posted this because I just flew Southwest over the weekend and was excited to see your work and message in their magazine. Fantastic information!
Hi Bob,
I’m so glad you posted this because I just flew Southwest over the weekend and was excited to see your work and message in their magazine. Fantastic information!
That’s an amazing work Bob. Even that little case about their boss you had posted.
That’s an amazing work Bob. Even that little case about their boss you had posted.
That’s an amazing work Bob. Even that little case about their boss you had posted.
That’s an amazing work Bob. Even that little case about their boss you had posted.
That’s an amazing work Bob. Even that little case about their boss you had posted.
That’s an amazing work Bob. Even that little case about their boss you had posted.
That’s an amazing work Bob. Even that little case about their boss you had posted.
That’s an amazing work Bob. Even that little case about their boss you had posted.
I’ll still read the book.
I’ll still read the book.
I’ll still read the book.
I’ll still read the book.
I’ll still read the book.
I’ll still read the book.
I’ll still read the book.
I’ll still read the book.
Bob,
I’m doing a case study on Southwest Airlines, so your blog caught my eye. I definitely agree that great work places start with people at the top. I take exception though to the comment about throwing out the bad apples. I believe that one should try to understand why an employee is acting that way. This could be of more value. Sure it would be easier to throw the bum out, but it could be well worth the time to find out why and maybe fix a problem that you don’t know about.
Ken
Bob,
I’m doing a case study on Southwest Airlines, so your blog caught my eye. I definitely agree that great work places start with people at the top. I take exception though to the comment about throwing out the bad apples. I believe that one should try to understand why an employee is acting that way. This could be of more value. Sure it would be easier to throw the bum out, but it could be well worth the time to find out why and maybe fix a problem that you don’t know about.
Ken
Bob,
I’m doing a case study on Southwest Airlines, so your blog caught my eye. I definitely agree that great work places start with people at the top. I take exception though to the comment about throwing out the bad apples. I believe that one should try to understand why an employee is acting that way. This could be of more value. Sure it would be easier to throw the bum out, but it could be well worth the time to find out why and maybe fix a problem that you don’t know about.
Ken
Bob,
I’m doing a case study on Southwest Airlines, so your blog caught my eye. I definitely agree that great work places start with people at the top. I take exception though to the comment about throwing out the bad apples. I believe that one should try to understand why an employee is acting that way. This could be of more value. Sure it would be easier to throw the bum out, but it could be well worth the time to find out why and maybe fix a problem that you don’t know about.
Ken
Bob,
I’m doing a case study on Southwest Airlines, so your blog caught my eye. I definitely agree that great work places start with people at the top. I take exception though to the comment about throwing out the bad apples. I believe that one should try to understand why an employee is acting that way. This could be of more value. Sure it would be easier to throw the bum out, but it could be well worth the time to find out why and maybe fix a problem that you don’t know about.
Ken
Bob,
I’m doing a case study on Southwest Airlines, so your blog caught my eye. I definitely agree that great work places start with people at the top. I take exception though to the comment about throwing out the bad apples. I believe that one should try to understand why an employee is acting that way. This could be of more value. Sure it would be easier to throw the bum out, but it could be well worth the time to find out why and maybe fix a problem that you don’t know about.
Ken
Bob,
I’m doing a case study on Southwest Airlines, so your blog caught my eye. I definitely agree that great work places start with people at the top. I take exception though to the comment about throwing out the bad apples. I believe that one should try to understand why an employee is acting that way. This could be of more value. Sure it would be easier to throw the bum out, but it could be well worth the time to find out why and maybe fix a problem that you don’t know about.
Ken
Bob,
I’m doing a case study on Southwest Airlines, so your blog caught my eye. I definitely agree that great work places start with people at the top. I take exception though to the comment about throwing out the bad apples. I believe that one should try to understand why an employee is acting that way. This could be of more value. Sure it would be easier to throw the bum out, but it could be well worth the time to find out why and maybe fix a problem that you don’t know about.
Ken
“Being in a position of leadership is the most surefire way to become oblivious and emotionally insensitive.” That is a pretty strong statement that I’m not sure I agree with. But you’re right, you’d better fight this tendency will all you have. Not much else matters if you don’t walk the walk.
I’ll be flying SWA this week again. After this primer, I’ll have to pass the time on my flight with the original.
Thanks!
“Being in a position of leadership is the most surefire way to become oblivious and emotionally insensitive.” That is a pretty strong statement that I’m not sure I agree with. But you’re right, you’d better fight this tendency will all you have. Not much else matters if you don’t walk the walk.
I’ll be flying SWA this week again. After this primer, I’ll have to pass the time on my flight with the original.
Thanks!
“Being in a position of leadership is the most surefire way to become oblivious and emotionally insensitive.” That is a pretty strong statement that I’m not sure I agree with. But you’re right, you’d better fight this tendency will all you have. Not much else matters if you don’t walk the walk.
I’ll be flying SWA this week again. After this primer, I’ll have to pass the time on my flight with the original.
Thanks!
“Being in a position of leadership is the most surefire way to become oblivious and emotionally insensitive.” That is a pretty strong statement that I’m not sure I agree with. But you’re right, you’d better fight this tendency will all you have. Not much else matters if you don’t walk the walk.
I’ll be flying SWA this week again. After this primer, I’ll have to pass the time on my flight with the original.
Thanks!
“Being in a position of leadership is the most surefire way to become oblivious and emotionally insensitive.” That is a pretty strong statement that I’m not sure I agree with. But you’re right, you’d better fight this tendency will all you have. Not much else matters if you don’t walk the walk.
I’ll be flying SWA this week again. After this primer, I’ll have to pass the time on my flight with the original.
Thanks!
“Being in a position of leadership is the most surefire way to become oblivious and emotionally insensitive.” That is a pretty strong statement that I’m not sure I agree with. But you’re right, you’d better fight this tendency will all you have. Not much else matters if you don’t walk the walk.
I’ll be flying SWA this week again. After this primer, I’ll have to pass the time on my flight with the original.
Thanks!
“Being in a position of leadership is the most surefire way to become oblivious and emotionally insensitive.” That is a pretty strong statement that I’m not sure I agree with. But you’re right, you’d better fight this tendency will all you have. Not much else matters if you don’t walk the walk.
I’ll be flying SWA this week again. After this primer, I’ll have to pass the time on my flight with the original.
Thanks!
“Being in a position of leadership is the most surefire way to become oblivious and emotionally insensitive.” That is a pretty strong statement that I’m not sure I agree with. But you’re right, you’d better fight this tendency will all you have. Not much else matters if you don’t walk the walk.
I’ll be flying SWA this week again. After this primer, I’ll have to pass the time on my flight with the original.
Thanks!
Hi Bob,
We had a case study on Southwest Airlines last week. In fact, I think that this article can be added to other materials that we read for the this case study. “Lead the Way” is a good subject to be taught in class (Maybe next semester). Moreover, I do agree with this sentence and like it: “The best bosses evoke a feeling of ‘my boss has my back.’”
Hi Bob,
We had a case study on Southwest Airlines last week. In fact, I think that this article can be added to other materials that we read for the this case study. “Lead the Way” is a good subject to be taught in class (Maybe next semester). Moreover, I do agree with this sentence and like it: “The best bosses evoke a feeling of ‘my boss has my back.’”
Hi Bob,
We had a case study on Southwest Airlines last week. In fact, I think that this article can be added to other materials that we read for the this case study. “Lead the Way” is a good subject to be taught in class (Maybe next semester). Moreover, I do agree with this sentence and like it: “The best bosses evoke a feeling of ‘my boss has my back.’”
Hi Bob,
We had a case study on Southwest Airlines last week. In fact, I think that this article can be added to other materials that we read for the this case study. “Lead the Way” is a good subject to be taught in class (Maybe next semester). Moreover, I do agree with this sentence and like it: “The best bosses evoke a feeling of ‘my boss has my back.’”
Hi Bob,
We had a case study on Southwest Airlines last week. In fact, I think that this article can be added to other materials that we read for the this case study. “Lead the Way” is a good subject to be taught in class (Maybe next semester). Moreover, I do agree with this sentence and like it: “The best bosses evoke a feeling of ‘my boss has my back.’”
Hi Bob,
We had a case study on Southwest Airlines last week. In fact, I think that this article can be added to other materials that we read for the this case study. “Lead the Way” is a good subject to be taught in class (Maybe next semester). Moreover, I do agree with this sentence and like it: “The best bosses evoke a feeling of ‘my boss has my back.’”
Hi Bob,
We had a case study on Southwest Airlines last week. In fact, I think that this article can be added to other materials that we read for the this case study. “Lead the Way” is a good subject to be taught in class (Maybe next semester). Moreover, I do agree with this sentence and like it: “The best bosses evoke a feeling of ‘my boss has my back.’”
Hi Bob,
We had a case study on Southwest Airlines last week. In fact, I think that this article can be added to other materials that we read for the this case study. “Lead the Way” is a good subject to be taught in class (Maybe next semester). Moreover, I do agree with this sentence and like it: “The best bosses evoke a feeling of ‘my boss has my back.’”
Love how they fit all of this into one page! I am thankful to work for a “good” boss, but have definitely had my share of “bad” ones. Nothing makes you want to leave your job more than having a boss who doesn’t stick up for you or a boss who never gets out of your way. Definitely going to pick the full version of this book up.
Love how they fit all of this into one page! I am thankful to work for a “good” boss, but have definitely had my share of “bad” ones. Nothing makes you want to leave your job more than having a boss who doesn’t stick up for you or a boss who never gets out of your way. Definitely going to pick the full version of this book up.
Love how they fit all of this into one page! I am thankful to work for a “good” boss, but have definitely had my share of “bad” ones. Nothing makes you want to leave your job more than having a boss who doesn’t stick up for you or a boss who never gets out of your way. Definitely going to pick the full version of this book up.
Love how they fit all of this into one page! I am thankful to work for a “good” boss, but have definitely had my share of “bad” ones. Nothing makes you want to leave your job more than having a boss who doesn’t stick up for you or a boss who never gets out of your way. Definitely going to pick the full version of this book up.
Love how they fit all of this into one page! I am thankful to work for a “good” boss, but have definitely had my share of “bad” ones. Nothing makes you want to leave your job more than having a boss who doesn’t stick up for you or a boss who never gets out of your way. Definitely going to pick the full version of this book up.
Love how they fit all of this into one page! I am thankful to work for a “good” boss, but have definitely had my share of “bad” ones. Nothing makes you want to leave your job more than having a boss who doesn’t stick up for you or a boss who never gets out of your way. Definitely going to pick the full version of this book up.
Love how they fit all of this into one page! I am thankful to work for a “good” boss, but have definitely had my share of “bad” ones. Nothing makes you want to leave your job more than having a boss who doesn’t stick up for you or a boss who never gets out of your way. Definitely going to pick the full version of this book up.
Love how they fit all of this into one page! I am thankful to work for a “good” boss, but have definitely had my share of “bad” ones. Nothing makes you want to leave your job more than having a boss who doesn’t stick up for you or a boss who never gets out of your way. Definitely going to pick the full version of this book up.
Hi Bob, Are you familiar with the studies out of the Netherlands and South Africa regarding the “universal” relational structures of all pedagogic and andragogic learning events?
Yonge, UC Davis, translating Oberholzer and Landman, says 3 basic relationship structures are essentially needed for any learning/leading event to be successful: trust, understanding and authority.
Any teacher or leader’s first acts must be to survey the landscape of people they have been charged with leading, and then strategically begin to build and grow and maintain those 3 key relationships with each individual.
Are you familiar with this research? jeffrog@hotmail.com Jeff Rogers
Hi Bob, Are you familiar with the studies out of the Netherlands and South Africa regarding the “universal” relational structures of all pedagogic and andragogic learning events?
Yonge, UC Davis, translating Oberholzer and Landman, says 3 basic relationship structures are essentially needed for any learning/leading event to be successful: trust, understanding and authority.
Any teacher or leader’s first acts must be to survey the landscape of people they have been charged with leading, and then strategically begin to build and grow and maintain those 3 key relationships with each individual.
Are you familiar with this research? jeffrog@hotmail.com Jeff Rogers
Hi Bob, Are you familiar with the studies out of the Netherlands and South Africa regarding the “universal” relational structures of all pedagogic and andragogic learning events?
Yonge, UC Davis, translating Oberholzer and Landman, says 3 basic relationship structures are essentially needed for any learning/leading event to be successful: trust, understanding and authority.
Any teacher or leader’s first acts must be to survey the landscape of people they have been charged with leading, and then strategically begin to build and grow and maintain those 3 key relationships with each individual.
Are you familiar with this research? jeffrog@hotmail.com Jeff Rogers
Hi Bob, Are you familiar with the studies out of the Netherlands and South Africa regarding the “universal” relational structures of all pedagogic and andragogic learning events?
Yonge, UC Davis, translating Oberholzer and Landman, says 3 basic relationship structures are essentially needed for any learning/leading event to be successful: trust, understanding and authority.
Any teacher or leader’s first acts must be to survey the landscape of people they have been charged with leading, and then strategically begin to build and grow and maintain those 3 key relationships with each individual.
Are you familiar with this research? jeffrog@hotmail.com Jeff Rogers
Hi Bob, Are you familiar with the studies out of the Netherlands and South Africa regarding the “universal” relational structures of all pedagogic and andragogic learning events?
Yonge, UC Davis, translating Oberholzer and Landman, says 3 basic relationship structures are essentially needed for any learning/leading event to be successful: trust, understanding and authority.
Any teacher or leader’s first acts must be to survey the landscape of people they have been charged with leading, and then strategically begin to build and grow and maintain those 3 key relationships with each individual.
Are you familiar with this research? jeffrog@hotmail.com Jeff Rogers
Hi Bob, Are you familiar with the studies out of the Netherlands and South Africa regarding the “universal” relational structures of all pedagogic and andragogic learning events?
Yonge, UC Davis, translating Oberholzer and Landman, says 3 basic relationship structures are essentially needed for any learning/leading event to be successful: trust, understanding and authority.
Any teacher or leader’s first acts must be to survey the landscape of people they have been charged with leading, and then strategically begin to build and grow and maintain those 3 key relationships with each individual.
Are you familiar with this research? jeffrog@hotmail.com Jeff Rogers
Hi Bob, Are you familiar with the studies out of the Netherlands and South Africa regarding the “universal” relational structures of all pedagogic and andragogic learning events?
Yonge, UC Davis, translating Oberholzer and Landman, says 3 basic relationship structures are essentially needed for any learning/leading event to be successful: trust, understanding and authority.
Any teacher or leader’s first acts must be to survey the landscape of people they have been charged with leading, and then strategically begin to build and grow and maintain those 3 key relationships with each individual.
Are you familiar with this research? jeffrog@hotmail.com Jeff Rogers
Hi Bob, Are you familiar with the studies out of the Netherlands and South Africa regarding the “universal” relational structures of all pedagogic and andragogic learning events?
Yonge, UC Davis, translating Oberholzer and Landman, says 3 basic relationship structures are essentially needed for any learning/leading event to be successful: trust, understanding and authority.
Any teacher or leader’s first acts must be to survey the landscape of people they have been charged with leading, and then strategically begin to build and grow and maintain those 3 key relationships with each individual.
Are you familiar with this research? jeffrog@hotmail.com Jeff Rogers
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