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Center for Grateful Leadership – BEST PRACTICES

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    • #9179

      YouTube is excellent resource for free training for virtually any topic.  A wealth of material resides there to learn visually as well.  A search of GRATEFUL LEADERSHIP will share many valuable CGL resources as well

    • #9000

      I believe most of the 14 TQM concepts tie right into CGL concepts 🙂


      Deming offered 14 key principles to managers for transforming business effectiveness. The points were first presented in his book Out of the Crisis.  Although Deming does not use the term in his book, it is credited with launching the Total Quality Management movement.

      1. Create constancy of purpose toward improvement of product and service, with the aim to become competitive, to stay in business and to provide jobs.
      2. Adopt the new philosophy. We are in a new economic age. Western management must awaken to the challenge, must learn their responsibilities, and take on leadership for change.
      3. Cease dependence on inspection to achieve quality. Eliminate the need for massive inspection by building quality into the product in the first place.
      4. End the practice of awarding business on the basis of a price tag. Instead, minimize total cost. Move towards a single supplier for any one item, on a long-term relationship of loyalty and trust.
      5. Improve constantly and forever the system of production and service, to improve quality and productivity, and thus constantly decrease costs.
      6. Institute training on the job.
      7. Institute leadership (see Point 12 and Ch. 8 of Out of the Crisis). The aim of supervision should be to help people and machines and gadgets do a better job. Supervision of management is in need of overhaul, as well as supervision of production workers.
      8. Drive out fear, so that everyone may work effectively for the company. (See Ch. 3 of Out of the Crisis)
      9. Break down barriers between departments. People in research, design, sales, and production must work as a team, to foresee problems of production and usage that may be encountered with the product or service.
      10. Eliminate slogans, exhortations, and targets for the work force asking for zero defects and new levels of productivity. Such exhortations only create adversarial relationships, as the bulk of the causes of low quality and low productivity belong to the system and thus lie beyond the power of the work force. 1.Eliminate work standards (quotas) on the factory floor. Substitute with leadership.
      two. Eliminate management by objective. Eliminate management by numbers and numerical goals. Instead substitute with leadership.
      11. Remove barriers that rob the hourly worker of his right to pride of workmanship. The responsibility of supervisors must be changed from sheer numbers to quality.
      12. Remove barriers that rob people in management and in engineering of their right to pride of workmanship. This means, inter alia, abolishment of the annual or merit rating and of management by objectives (See Ch. 3 of Out of the Crisis).
      13. Institute a vigorous program of education and self-improvement.
      14. Put everybody in the company to work to accomplish the transformation. The transformation is everybody’s job.

    • #8989

      CONTINUOUS IMPROVEMENT & TQM concepts by William Edwards Deming

      I believe a spirit of continous improvement applies to the art of grateful leadership & acknowlegment as we continue to fine tune these skills.  Deming is one of my all time management heros.  His priniciples of total quality management apply to doing things better & even being better human beings. 

      A decade after WWII, Japan went from being an enemy nation to a great friend & 2nd largest economy in the work by a focus on quality & improving over time. I believe through kindness, acknowledgment, positive outlooks, etc. his leadership provides a past role model in grateful leadership, as signified in links below:

      QUOTE: Many in Japan credit Deming as one of the inspirations for what has become known as the Japanese post-war economic miracle of 1950 to 1960, when Japan rose from the ashes of war on the road to becoming the second-largest economy in the world through processes partially influenced by the ideas Deming taught. Deming advocated that all managers need to have what he called a System of Profound Knowledge, consisting of four parts:

      1.Appreciation of a system: understanding the overall processes involving suppliers, producers, and customers (or recipients) of goods and services (explained below);
      2.Knowledge of variation: the range and causes of variation in quality, and use of statistical sampling in measurements;
      3.Theory of knowledge: the concepts explaining knowledge and the limits of what can be known.
      4.Knowledge of psychology: concepts of human nature.

      He explained, “One need not be eminent in any part nor in all four parts in order to understand it and to apply it. The 14 points for management in industry, education, and government follow naturally as application of this outside knowledge, for transformation from the present style of Western management to one of optimization.”  “A manager of people needs to understand that all people are different. This is not ranking people. He needs to understand that the performance of anyone is governed largely by the system that he works in, the responsibility of management.

    • #8879


      It’s easy to see Grateful Leadership working when superstars on the team contribute and “score the winning touchdown” … However, the spriit of Grateful leadership is needed at all times— including the difficult employee situations as well.  For example, employees might be experiencing performance or other work issues.  These need to be addressed in a private, caring, patient and positive manner to get them back on track again. And employees sometimes remember how managers act on their worst day, more so than their best days.

      John Maxwell’s leadership blog shares 10 guidelines that tie right into CGL concepts in a detailed manner. 

      TEN GUIDELINES FOR CONFRONTATION — So, keeping in mind the overall goals of clarifying, and treating the person the way they would want to be treated, here are my Ten Guidelines for Confrontation:

      1.  Confront others in private.
      2.  Confront as soon as possible and not look for “a better time.”
      3.  Stick to the issue at hand.
      4.  Make thy point and not repeat it.
      5.  Deal only with actions that can be changed.
      6.  Avoid sarcasm (especially in an email or text).
      7.  Avoid words like always and never because they are rarely accurate.
      8.  Ask questions and offer suggestions.
      9.  Don’t apologize for the confrontation.
      10. Remember to highlight the person’s positive contributions.

      • This reply was modified 3 years, 7 months ago by harrywaldron.
    • #8826


      In our busy lives, we can sometimes miss the roses as we race along the hectic course.  As an example, these 5 to 10 minute podcasts are highly motivational, positive, and can help one start the day on the “right footing” 🙂

      So in the context, of “Try it – you’ll like it“, please sample some of these as they are great free resources that promote CGL concepts.

      TIP:  These can be downloaded & then copied to a PC, laptop, smart phone, mp3 player, etc.  For example, I have all of these downloaded to a library, where I have copied to my mp3 player & can listen to these while gardening, hiking, driving to work, etc. as desired.


      • This reply was modified 3 years, 8 months ago by harrywaldron.
      • This reply was modified 3 years, 7 months ago by harrywaldron.
    • #8824

      Please share some of  your BEST PRACTICES in promoting CGL concepts (e.g., gratitude, acknowledgement, affirmation, positive thinking, etc.) … I will start with some personal experiences used in business world related to written communications:

      As many of us have to respond to email constantly, placing sincere expressions of gratitude & acknowledgement creatively within these can be helpful.  For example, starting an email with “Thank You” as 1st two words or elsewhere in a sentence later can make that appreciation standout better (than the standard signature line closing).  Also, even old fashioned thankful cards with handwritten notes stand out verses just sending a global email to team.



      • This topic was modified 3 years, 8 months ago by harrywaldron.
      • This topic was modified 3 years, 7 months ago by harrywaldron.
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