Gilbert W. Fairholm – författare

Both what leaders do--management--and what they plan for the future--leadership--is faulty today. Performance is low, commitment to excellence is lacking, our expectations are low, unchallenging, and unrealistic. That said, Gilbert W. Fairholm goes on to propose a new philosophical conception of leadership--one that is values-driven, change-oriented, and developmental. Fairholm contends that past theories fail to consider group values as a constraint on leadership performance, and he proposes the constitutional values of respect for life, freedom, happiness, justice, and unity as the basis for a suitable philosophical leadership model. In short, leaders make a priority of one or more of these founding values in addition to any others used in setting their organization's vision. In turn, that vision is the basis of a leader-set organizational culture that applies these values to interpersonal relationships. Values Leadership uses current literature and independent research to provide the rationale for this new thinking on leadership.Divided into three major sections, this twelve-chapter volume reviews the current values-oriented leadership theories; proposes a philosophy of what leaders should think about and value in performing this important, innovative task into the twenty-first century. It details some of the new technologies modern leaders must adopt in striving for excellence in their leadership. The last chapter defines and elaborates the results sought by values leadership theory. Scholars and students in management, public administration, organizational behavior, and psychology as well as professionals in management roles will find this evolving theory of leadership a unique tool for the tasks and missions of the next century.

Leadership is not something one does alone. It is an expression of collective, community action--unified action of leaders and followers who trust enough to jointly achieve mutual goals. The task of creating a culture conducive to interactive trust is perhaps the preeminent leadership task. This practical guide identifies the key elements leaders need to manipulate to create such a trust culture in any work environment. By learning to shape culture to meet changing needs--by learning to be continually responsive to the organization's vision as well as to the needs of a changing follower core--the leader can create the situation necessary for any successful organization, one where followers can trust others and feel free to work together to gain mutually desired goals.

This book seeks to promote a new spiritual approach to organizational leadership that goes beyond visionary management to a new focus on the spiritual for both leader and led. Reflecting on the current crisis of meaning in America, this book takes up the search for significance in peoples' worklives—in the products they produce and in the services they offer. Recognizing that the new corporation has become the dominant community for many— commanding most of our waking hours by providing a focus for life, a measure of personal success, and a network of personal relationships—Fairholm calls on business leaders to focus their attention on the processes of community among their stakeholders: wholeness, integrity, stewardship, and morality.Spiritual leadership is seen here as a dynamic, interactive process. Successful leadership in the new American workplace, therefore, is dependent on a recognition that leadership is a relationship, not a skill or a personal attribute. Leaders are leaders only as far as they develop relationships with their followers, relationships that help all concerned to achieve their spiritual, as well as economic and social, fulfillment.

This book seeks to promote a new spiritual approach to organizational leadership that goes beyond visionary management to a new focus on the spiritual for both leader and led. Reflecting on the current crisis of meaning in America, this book takes up the search for significance in peoples' worklives—in the products they produce and in the services they offer. Recognizing that the new corporation has become the dominant community for many— commanding most of our waking hours by providing a focus for life, a measure of personal success, and a network of personal relationships—Fairholm calls on business leaders to focus their attention on the processes of community among their stakeholders: wholeness, integrity, stewardship, and morality.Spiritual leadership is seen here as a dynamic, interactive process. Successful leadership in the new American workplace, therefore, is dependent on a recognition that leadership is a relationship, not a skill or a personal attribute. Leaders are leaders only as far as they develop relationships with their followers, relationships that help all concerned to achieve their spiritual, as well as economic and social, fulfillment.

In tracing the intellectual roots of business leadership over the last one hundred years, award winning author Gilbert W. Fairholm argues that until recently, spirit and soul have been absent from the major models. After outlining the elements of the five major ideas about leadership, he goes on to define and make operational a new focus that must exist in order to truly understand the leaders' role in relation to workers.The study begins with scientific management and traces the evolution of leadership ideas through the quality movement, on to values-, culture-, and trust-based leadership models, and concluding with an emphasis on spirit in the workplace. It suggests that the leader in the twenty-first century will need to embrace a leadership style based on the main premise of each model along with a focus on ethics, community, service, and spirituality.

Leadership is fundamentally different from management, but traditional leadership skills were based on an ill-fitting, management-oriented model. When leadership is recognized as a discrete professional specialty, new techniques and methods are needed to operationalize the new values-based theories. In addition to distinguishing leadership from management, this book distinguishes inner leadership, practiced by those in the middle ranks, from leadership as practiced by the CEO. Inner leadership is an applied complex of specialized knowledge, theory, skills, attitudes, and attributes used to make things happen in the lives and behavior of other community members.The leader's goal is to cause followers to accept the leader's values—e.g., his or her standards of what are acceptable goals, behavior, and overall conduct—as their own. It is an intimate, personal, life-transforming task that resolves itself into a set of discrete techniques—sets of attitudes, actions, and intentions—that distinguish leaders from managers or other corporate workers. The special focus of the 21 leadership techniques presented here is on those unique methods of group interaction that characterize leadership activities in the middle of the corporation. These techniques represent a substantial body of inner leadership practice that differentiates leadership from all other group roles and functions.

This book seeks to promote a new spiritual approach to organizational leadership that goes beyond visionary management to a new focus on the spiritual for both leader and led. Reflecting on the current crisis of meaning in America, this book takes up the search for significance in peoples' worklives—in the products they produce and in the services they offer. Recognizing that the new corporation has become the dominant community for many— commanding most of our waking hours by providing a focus for life, a measure of personal success, and a network of personal relationships—Fairholm calls on business leaders to focus their attention on the processes of community among their stakeholders: wholeness, integrity, stewardship, and morality.Spiritual leadership is seen here as a dynamic, interactive process. Successful leadership in the new American workplace, therefore, is dependent on a recognition that leadership is a relationship, not a skill or a personal attribute. Leaders are leaders only as far as they develop relationships with their followers, relationships that help all concerned to achieve their spiritual, as well as economic and social, fulfillment.

Leadership is not something one does alone. It is an expression of collective, community action--unified action of leaders and followers who trust enough to jointly achieve mutual goals. The task of creating a culture conducive to interactive trust is perhaps the preeminent leadership task. This practical guide identifies the key elements leaders need to manipulate to create such a trust culture in any work environment. By learning to shape culture to meet changing needs--by learning to be continually responsive to the organization's vision as well as to the needs of a changing follower core--the leader can create the situation necessary for any successful organization, one where followers can trust others and feel free to work together to gain mutually desired goals.

Leadership is fundamentally different from management, but traditional leadership skills were based on an ill-fitting, management-oriented model. When leadership is recognized as a discrete professional specialty, new techniques and methods are needed to operationalize the new values-based theories. In addition to distinguishing leadership from management, this book distinguishes inner leadership, practiced by those in the middle ranks, from leadership as practiced by the CEO. Inner leadership is an applied complex of specialized knowledge, theory, skills, attitudes, and attributes used to make things happen in the lives and behavior of other community members.The leader's goal is to cause followers to accept the leader's values—e.g., his or her standards of what are acceptable goals, behavior, and overall conduct—as their own. It is an intimate, personal, life-transforming task that resolves itself into a set of discrete techniques—sets of attitudes, actions, and intentions—that distinguish leaders from managers or other corporate workers. The special focus of the 21 leadership techniques presented here is on those unique methods of group interaction that characterize leadership activities in the middle of the corporation. These techniques represent a substantial body of inner leadership practice that differentiates leadership from all other group roles and functions.

This updated edition of the award-winning volume is a contemporary guidebook for understanding and using personal power in organizational settings of all kinds.In 1993, when it named the first edition of Organizational Power Politics: Tactics in Organizational Leadership an Outstanding Academic Book, Choice said, "It contributes to the analysis and discussion of an issue that has, as yet, not received adequate attention." Now this acclaimed book returns in a fully updated new edition that gives readers proven strategies for using power to achieve personal and group objectives in all kinds of contexts—work, social, religious, military, and more.Based on extensive research, Organizational Power Politics looks at important underlying theories about the use of interpersonal power, as well as examples of successful operational approaches in the workplace and elsewhere. At its heart are 22 specific power tactics applicable to a wide range of organizations and situations, complete with activities, self-evaluations, and discussion questions that will help anyone sharpen their power skills. This edition features two new chapters: one that looks at multinational organizations and one focusing on the middle layers of large-scale organizations.

This updated edition of the award-winning volume is a contemporary guidebook for understanding and using personal power in organizational settings of all kinds.In 1993, when it named the first edition of Organizational Power Politics: Tactics in Organizational Leadership an Outstanding Academic Book, Choice said, "It contributes to the analysis and discussion of an issue that has, as yet, not received adequate attention." Now this acclaimed book returns in a fully updated new edition that gives readers proven strategies for using power to achieve personal and group objectives in all kinds of contexts—work, social, religious, military, and more.Based on extensive research, Organizational Power Politics looks at important underlying theories about the use of interpersonal power, as well as examples of successful operational approaches in the workplace and elsewhere. At its heart are 22 specific power tactics applicable to a wide range of organizations and situations, complete with activities, self-evaluations, and discussion questions that will help anyone sharpen their power skills. This edition features two new chapters: one that looks at multinational organizations and one focusing on the middle layers of large-scale organizations.

In tracing the intellectual roots of business leadership over the last one hundred years, award winning author Gilbert W. Fairholm argues that until recently, spirit and soul have been absent from the major models. After outlining the elements of the five major ideas about leadership, he goes on to define and make operational a new focus that must exist in order to truly understand the leaders' role in relation to workers.The study begins with scientific management and traces the evolution of leadership ideas through the quality movement, on to values-, culture-, and trust-based leadership models, and concluding with an emphasis on spirit in the workplace. It suggests that the leader in the twenty-first century will need to embrace a leadership style based on the main premise of each model along with a focus on ethics, community, service, and spirituality.

This text explains why values-based spiritual leadership that coalesces employees into a harmonious group is the only way to successfully manage increasingly diverse workers in the 21st century.A person's values are the most powerful factor defining his or her actions; everyone has a value system or a spiritual component that triggers their behavior. Our personal values are a more powerful force upon individual action than corporate policy, procedures, tradition or peer pressure. Since the work environment is where the typical worker will spend the most time—more than at home with family, with friends, or at church—it is reasonable that workers will have spiritual demands as well as economic needs from their work lives. Unfortunately, this is a task managers are not prepared to meet.Real Leadership: How Spiritual Values Give Leadership Meaning argues that values-based—i.e., spiritual—leadership is the only way to do leadership in today's globalized, multi-differentiated world. The author traces the development of real leadership through five generations of theory, then builds a strong case for the values leadership strategy because of its ability to unify workers… and because it allows them to find personal meaning in the workplace task at hand.

This text explains why values-based spiritual leadership that coalesces employees into a harmonious group is the only way to successfully manage increasingly diverse workers in the 21st century.A person's values are the most powerful factor defining his or her actions; everyone has a value system or a spiritual component that triggers their behavior. Our personal values are a more powerful force upon individual action than corporate policy, procedures, tradition or peer pressure. Since the work environment is where the typical worker will spend the most time—more than at home with family, with friends, or at church—it is reasonable that workers will have spiritual demands as well as economic needs from their work lives. Unfortunately, this is a task managers are not prepared to meet.Real Leadership: How Spiritual Values Give Leadership Meaning argues that values-based—i.e., spiritual—leadership is the only way to do leadership in today's globalized, multi-differentiated world. The author traces the development of real leadership through five generations of theory, then builds a strong case for the values leadership strategy because of its ability to unify workers… and because it allows them to find personal meaning in the workplace task at hand.

hand. Indeed, we do not easily move out of one mind-set into another. What we believe to be true given our particular experience often seems to be the only truth. Often we need some outside force to trigger reevaluation and rethinking. That triggering force to intellectual growth may be a new idea, a new situation, a new value, a new boss, or some other significant emotional event – maybe, even, a new book. The Resear ch F oundation This book is founded on two pillars: one, a model of five leadership mind-sets c- mon in the last 100 years first presented in Gilbert W. Fairholm ’s (1998a, 1998b) book, Perspectives on Leadership: From the Science of Management to its Spiritual Heart ; and two, Matthew R. Fairholm’s (2002) dissertation, Conceiving Leadership: Exploring Five Perspectives of Leadership by Investigating the Conceptions and Experiences of Selected Metropolitan Washington Area Municipal Managers , which analyzed and validated the perspectives model (see the Appendix for more details). The data collected confirm there are five distinct perspectives of leadership evident in the 100-year history of leadership study and practice. The resulting model defines the five perspectives in terms of descriptions of leadership in action, leadership tools and behaviors, and the way leaders approach their relationship to followers. The five perspectives are related hierarchically so that they progressively encompass a unique perspective of the leadership phenomenon.

hand. Indeed, we do not easily move out of one mind-set into another. What we believe to be true given our particular experience often seems to be the only truth. Often we need some outside force to trigger reevaluation and rethinking. That triggering force to intellectual growth may be a new idea, a new situation, a new value, a new boss, or some other significant emotional event – maybe, even, a new book. The Resear ch F oundation This book is founded on two pillars: one, a model of five leadership mind-sets c- mon in the last 100 years first presented in Gilbert W. Fairholm ’s (1998a, 1998b) book, Perspectives on Leadership: From the Science of Management to its Spiritual Heart ; and two, Matthew R. Fairholm’s (2002) dissertation, Conceiving Leadership: Exploring Five Perspectives of Leadership by Investigating the Conceptions and Experiences of Selected Metropolitan Washington Area Municipal Managers , which analyzed and validated the perspectives model (see the Appendix for more details). The data collected confirm there are five distinct perspectives of leadership evident in the 100-year history of leadership study and practice. The resulting model defines the five perspectives in terms of descriptions of leadership in action, leadership tools and behaviors, and the way leaders approach their relationship to followers. The five perspectives are related hierarchically so that they progressively encompass a unique perspective of the leadership phenomenon.

This book is about values and principles that have formed the backbone of the exceptionality of America. These values and principles have shaped the way leadership in America has evolved and prescribed the way leaders have practiced their craft. It is about what both leaders and their followers implicitly know about what a good leader is and does and about why they follow one leader and not another. The book is about how leaders in all facets of society think—or should think—about their interrelationships with other human beings. For relationships is the essence of leadership. We can only lead those in some kind of association with us as. Only together can we do whatever task the leader of our particular organization asks of us today and every day of our lives. This is true not just at work, but in the family, our collective social and recreational pursuits, and even when alone doing something we want to get done. Because all we do ultimately will impact our attitudes and actions or those of others. For that finally is what leadership is—impact on another!This book identifies the values and principles of leadership the founding leaders identified and used and that have marked American culture for over two centuries in all dimensions of life. It defines and delimits the actions and attitudes of mind of the exceptional leaders who first articulated and then led in terms of those values as they made America. The ideas about exceptional leadership discussed are taken from their own leadership example and from their thoughtful conclusions. The ideas are fully American. These first leaders drew up the blueprint for what America is and has become. Their creation has survived countless challenges over the two hundred years of its creation to become the United States of America.

hand. Indeed, we do not easily move out of one mind-set into another. What we believe to be true given our particular experience often seems to be the only truth. Often we need some outside force to trigger reevaluation and rethinking. That triggering force to intellectual growth may be a new idea, a new situation, a new value, a new boss, or some other significant emotional event – maybe, even, a new book. The Resear ch F oundation This book is founded on two pillars: one, a model of five leadership mind-sets c- mon in the last 100 years first presented in Gilbert W. Fairholm ’s (1998a, 1998b) book, Perspectives on Leadership: From the Science of Management to its Spiritual Heart ; and two, Matthew R. Fairholm’s (2002) dissertation, Conceiving Leadership: Exploring Five Perspectives of Leadership by Investigating the Conceptions and Experiences of Selected Metropolitan Washington Area Municipal Managers , which analyzed and validated the perspectives model (see the Appendix for more details). The data collected confirm there are five distinct perspectives of leadership evident in the 100-year history of leadership study and practice. The resulting model defines the five perspectives in terms of descriptions of leadership in action, leadership tools and behaviors, and the way leaders approach their relationship to followers. The five perspectives are related hierarchically so that they progressively encompass a unique perspective of the leadership phenomenon.

Leadership in today's corporations is exercised not merely, or even primarily, by those at the very top of the organizational charts, but also by the many employees who find themselves in the middle of the corporation. These managers, directors, and vice presidents practice inner leadership in both senses of the term. They lead from within the organization, rather than from the top. They lead from within themselves, seeking to guide others by the light of their own core values and goals, which may be distinct from, if complementary to, the organization's goals. How they do so, and how they can be more effective inner leaders, is the focus of this book for current and aspiring leaders as well as their academic colleagues.Fairholm explains that there are four key characteristics that distinguish inner leaders from CEOs. First, inner leaders inhabit a unique corporate culture in which they relate not only to subordinates, but to peers and supervisors as well. Second, inner leaders' authority is often more a function of their personalities and personal charisma than it is of their official positions. Third, inner leaders have the ability to create a subculture within the corporation that facilitates attainment of their personal and professional goals and is consistent with their personal values. Fourth, inner leaders use different technologies (techniques, methods, and approaches) in the pursuit of their objectives. Current and aspiring leaders as well as their academic colleagues will benefit from this work.

This book deals directly with the characteristics of the relationships that the leader builds in the context of the work environment. It argues that the prevailing work community work culture is intended to help the leader lead but, increasingly it impedes the leader’s work.  Leadership is a function of the leader’s values, attitudes, and aspirations: leadership flows from the leader’s spiritual character-defining core essence. However, the author argues that cultural forces coming from both inside and outside the workplace, often designed to promote diversity, inclusivity, and tolerance, have introduced into the work culture values and behavior that are pathological to executing effective leadership and detrimental to the health of work communities. While attractive on the surface, these new values are toxic to the idea of relationship and thus threaten the work community culture, in effect "killing leadership."This book will arm leaders with the tools, resources, and techniques to recognize and overcome workplace pathologies.  After reading this book, leaders will:have a complete understanding of the key principles of spirit-based values leadership see clearly that the leader’s values shape both the leader’s one-on-one relationships with coworkers and are at the center of the work culture they create to re-enforce coworker actions and decisionsappreciate more fully the power of the ambient work culture to influence coworkers toward leader set values and methods guiding the work communityknow the toxic effect on doing leadership of introducing non-work values and standards into the work community cultureunderstand the arguments against allowing subgroups of the work community to form and practice values opposed to the values the leader has set for the full groupbe better prepared to deal with the consequences of encountering evil, hatred and/or fear in theworkplacerealize that not all coworkers are uniformly honest and truthful and learn ways to counter this behavior and still accomplish the work community’s goals and ensure its productivityThe result is a pragmatic approach to aligning values, behaviors, and performance, while enhancing the principles of effective and positive leadership throughout the organization.

This book deals directly with the characteristics of the relationships that the leader builds in the context of the work environment. It argues that the prevailing work community work culture is intended to help the leader lead but, increasingly it impedes the leader’s work.  Leadership is a function of the leader’s values, attitudes, and aspirations: leadership flows from the leader’s spiritual character-defining core essence. However, the author argues that cultural forces coming from both inside and outside the workplace, often designed to promote diversity, inclusivity, and tolerance, have introduced into the work culture values and behavior that are pathological to executing effective leadership and detrimental to the health of work communities. While attractive on the surface, these new values are toxic to the idea of relationship and thus threaten the work community culture, in effect "killing leadership."

This book will arm leaders with the tools, resources, and techniques to recognize and overcome workplace pathologies.  After reading this book, leaders will:

have a complete understanding of the key principles of spirit-based values leadership see clearly that the leader’s values shape both the leader’s one-on-one relationships with coworkers and are at the center of the work culture they create to re-enforce coworker actions and decisionsappreciate more fully the power of the ambient work culture to influence coworkers toward leader set values and methods guiding the work communityknow the toxic effect on doing leadership of introducing non-work values and standards into the work community cultureunderstand the arguments against allowing subgroups of the work community to form and practice values opposed to the values the leader has set for the full groupbe better prepared to deal with the consequences of encountering evil, hatred and/or fear in theworkplacerealize that not all coworkers are uniformly honest and truthful and learn ways to counter this behavior and still accomplish the work community’s goals and ensure its productivity

The result is a pragmatic approach to aligning values, behaviors, and performance, while enhancing the principles of effective and positive leadership throughout the organization.