Leadership Behavior Model, Six Leadership Qualities, Win-Win


Quotes from pamphlet:

“The Win-Win leadership style is based on seeking mutual benefit.  This concept is one of Covey’s ‘Seven Habits’ described in his Total Quality Leadership program.  It asks us to re-assess the ‘Forces of Destruction’ that were scripted into each of us in our formative years when we competed for scores and grades.  This ‘Win-Lose’ mentality, based on competition rather than cooperation, is largely responsible for the problems in American management.

To implement the Win-Win style of leadership, we must:

  1. Work from an abundance mentality: ‘There is enough for all to succeed.’
  2. Develop the genuine desire to see the other party win as well, in all matters.
  3. Develop Win-Win relationships among all business stakeholders (customers, vendors, other businesses).
  4. Enter into individual Win-Win performance agreements with team members developed through communication and trust.
  5. Work to remove barriers that rob employees of the joy and pride of workmanship that come with being part of a successful organization.
  6. Vow to support the endeavors of all team members to assure a Win for the team.
  7. Recognize that there are different levels of Win-Win and they are not always equal.

Leadership Behaviors Associated with Win-Win

  1. Feels good about and is committed to the decision and the action plan(s), understanding that it requires time, patience, self-control and courage balanced with consideration (maturity).
  2. Has clear understanding and commitment regarding expectations in five areas: desired results; guidelines; resources; accountabilities; and consequences.
  3. Demonstrates cooperation, internal unity, loyalty to the mission and constancy of purpose.
  4. Asks more, explains more and tell less.
  5. Builds emotional bank accounts by treating others equally, thanking them and recognizing their contributions.”

Personal comments:

These Leadership Behaviors, in theory, would seem to have a positive effect on the organization, when in fact,  these were written by someone who did not actually put them in practice.   Referring to an earlier comment concerning the CEO never buying into the Principled-Centered Leadership idea, the author of this section of the pamphlet never did either.  Subsequent discussions with this individual confirmed that.  This person was still in the “Win-Lose” mentality.

If the intent of conducting these training sessions is to change behavior then individual and team meetings must take place to reinforce the behavior.  Classroom learning without it will be a waste of time and money.  My brief discussions with those I use to work with confirm that there has been little improvement in leadership ability.  Without frank discussions concerning the leadership observed vs. the leadership desired the result is, historically, “give a person a title and their employees morale, productivity, and loyalty will diminish”.

“Leaders are like eagles; they don’t flock; you find them one at a time”

Next: Leadership Behavior Model

Six Leadership Qualities


Author: maxbinkley

Creator of Leadership to the Max My experience in the military helped set the career path for me in human resources. After the military I worked for The Dow Chemical Company and left there in 1993 to venture out on my own. I purchased a small business, then a franchise then started another business in semi-retirement.

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