This article stands in support of Eacott's primary intention of promoting a relational approach to leadership. However, its distinctiveness is in how this relational quality of leadership is understood, described and defended. In contrast to the essentially philosophical description provided by Eacott, this article offers a far more…

Discusses problems that arise when employees are asked to cooperate with each other to improve the company but are rewarded for individual performance. Offers solutions such as rewarding behaviors and offering a combination of salary plans. (JOW)

Today's companies are looking for managers who are independent and have the courage of their convictions. Although companies want leaders who will speak their minds, the new leaders must be team players who are devoted to helping to realize the chief operating officer's vision. (JOW)

Defines self-managed work teams as small groups of co-workers who share tasks and responsibilities of a well-defined segment of work. Discusses internal and external leadership, the role of the administrator, the coach, and the advisor, and organizational considerations. (JOW)

States that esprit de corps is essential in companies that run 24-hour operations and depend on shiftworkers. Describes training programs that bring cohesion to daily targets and allow compatibility between the work force and the companies' methods of operation. (JOW)

Teams avoid pitfalls of hierarchies but have their own drawbacks related to five categories: leadership, accountability, the nature of the task, multiskilling, and human imperfection. Instead of being viewed as a panacea, teams should be recognized as another way of organizing human beings to get the job done. (JOW)

In an interview, business professor Jane Dutton talks about her book, "Energize Your Workplace: How to Create and Sustain High-Quality Connections at Work" (Jossey-Bass, 2003). She organized her book around what she describes as a "deceptively simple" premise: "The energy and vitality of individuals and organizations alike depends on the quality…

Instead of a cast of characters, not unlike those of the television show "Seinfeld," school boards should be an ensemble. When a board collaborates in a trusting, positive atmosphere of mutual respect, these qualities are ultimately reflected in the classroom. Lists six questions that can help difficult boards find ways to work together. (MLF)

Describes the Myers-Briggs Type Indicator (M-BTI), which evaluates people's preferences with regard to their involvement with the outside world, the way they receive information, the manner in which they make judgments, and their approach to interacting with the outside world. Discusses application of the M-BTI in community colleges for team…

Rather than workplace wellness and stress management programs, the most important factors affecting job stress are personal power/control of job factors, reduced work load, and work teams. (SK)

Suggests that individuals can compile an action plan for professional and organizational change that aligns personal and organizational priorities by considering leadership, coaching, corporate citizenship, change management, efficiency, teamwork, customer focus, and decision making. Presents models and assessment instruments for personal…

The culture of an organization helps to determine the degree to which a new way of working is adopted and used. Team-based decision making in colleges and universities, as in other institutions, is more likely to be successful if organizational beliefs support the idea that change strengthens organizational goals. (Author/MSE)

For successful school reform, educators must think differently about the purpose of schools and educational delivery, and redesign infrastructures built on shared values and beliefs, multiple interacting linkages, and teamwork. School leaders are catalysts for change and, working with the school's power agents and modeling expected behaviors,…

In financially troubled times, the college or university must develop a culture of leadership. Leadership development programming can strengthen the institution by fostering a team approach to solving institutional problems, by increasing the effectiveness and efficiency of human resources, and by creating a pool of qualified professionals for…

As the reward-and-punish psychology of leadership becomes less effective and the problems besetting educational institutions mount, professional educators have exciting opportunities to engage in more democratic, effective, and rewarding leadership. Specific suggestions are made on what leaders can do to bring about more spirited leadership.…