Download Decent People, Decent Company: How to Lead with Character at Work and in Life, by Robert L. Turknett, Carolyn N. Turknett
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Decent People, Decent Company: How to Lead with Character at Work and in Life, by Robert L. Turknett, Carolyn N. Turknett
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The inspiring people who lead with integrity, move things forward, garner commitment from others and are willing to ask the tough questions when necessary are the real leaders who generate and sustain cultures of character in organizations. Decent People, Decent Company puts the power to develop the core qualities of leadership character into the hands of anyone dedicated to bringing integrity, respect and personal responsibility back to the workplace. Drawing on more than 25 years of experience working with hundreds of CEOs, managers and teams, this innovative husband-and-wife team provides both the inspiration and the tools to help people move from asking "Why don't they?" to asking "What can I?" With their original and dynamic Leadership Character Model, the Turknetts have captured the essence of what it takes to revitalize attitudes and behavior, unleash leadership integrity and reinvigorate organizations. Decent People, Decent Company identifies the eight essential traits of leadership character: empathy, emotional mastery, lack of blame, humility, accountability, courage, self-confidence and focus on the whole. In chapters that focus on each quality, dozens of leaders bring to life the struggles and triumphs of developing the behaviors of character and ethical leadership required to bring out the best in everyone.
- Sales Rank: #3388301 in Books
- Published on: 2015-03-12
- Released on: 2015-03-12
- Original language: English
- Number of items: 1
- Dimensions: 8.00" h x 1.00" w x 5.00" l, .0 pounds
- Binding: Paperback
- 228 pages
Review
Best seller of 2005. Lays out a proven path and inspiring ideas. -- Business First
By developing what the authors call "self-efficacy," readers become better able to effect change. -- HR Magazine, September 2005
Eye-opening research and expert advice. Offers effective ways for people and organizations to grow, become more effective and succeed. -- Soundview Executive Book Summaries, July 2005
One good book. A tool to help even lost leaders find their way to greatness. -- San Francisco Examiner, Feb. 23, 2005
Presents a proven plan for revitalizing companies by emphasizing changes in behaviors, attitudes, and basic integrity. -- Forecast, February 2005
Spells out integrity in concrete terms that are understandable, measurable, and sensible good business too. -- Business to Business, October 2005
You can bet I'm passing this one along to colleagues. Concepts are "24-hour principles" that apply to your whole life. -- Training, September 2005
From the Publisher
Inspiring people who lead with integrity move things forward, garner commitment from others, and are willing to ask the tough questions when necessary. These are the real leaders who generate and sustain cultures of character in organizations. DECENT PEOPLE, DECENT COMPANY puts the power to develop the core qualities of leadership character into the hands of anyone dedicated to bringing integrity, respect, and personal responsibility back to the workplace--regardless of his or her place in the organization.
Drawing on more than 25 years of experience working with hundreds of CEOs, managers, and teams, this innovative husband-and-wife team provides both the inspiration and the tools to help people move from asking "Why don't they?" to asking "What can I?" With their original and dynamic Leadership Character Model, the Turknetts have captured the essence of what it takes to revitalize attitudes and behavior, unleash leadership integrity, and reinvigorate organizations. DECENT PEOPLE, DECENT COMPANY identifies the eight essential traits of leadership character: empathy, emotional mastery, lack of blame, humility, accountability, courage, self-confidence, and focus on the whole. In chapters that focus on each quality individually, dozens of leaders, in their own words, bring to life the struggles and triumphs of developing the behaviors of character and ethical leadership required to bring out the best in everyone.
From the Author
We wrote DECENT PEOPLE, DECENT COMPANY because we want to help people grow. We believe that developing the character necessary for leadership can be the most rewarding and profound thing you've ever done. It allows you to accomplish more, to genuinely like your job more, to commit more fully to whatever you're doing--whether that's running a Fortune 500 company, organizing a PTA fundraiser, or managing a major project at work--and to simply enjoy life more. It allows you to lead in a way that lends integrity and character to everything you do, and to create organizations where everyone takes responsibility for the financial and ethical success of the company.
American culture is largely shaped by business, and business leaders have a huge impact on the culture at large. Influencing leaders to exercise leadership from a foundation of character is our ultimate goal. From our research and experience, we created the Leadership Character Model as the foundation of our work. We have applied this model with executives and team members for almost 20 years.
The character necessary for leadership is depicted as a scale with respect and responsibility balanced on a base of integrity. When people build relationships based on respect, have a strong sense of personal responsibility, and live with unwavering integrity, they build their own character and foster organizational cultures that encourage decency and growth in everyone. Both the individual and the company come out winners--and so does society as a whole.
Bob and Lyn Turknett
Most helpful customer reviews
0 of 0 people found the following review helpful.
Research driven actionable leadership book for new and advanced leaders
By Josh N
Exceptional book on leadership! The most successful leaders are able to balance between driving and supporting employees. Leaders that drive too hard are looked at as authoritarian and cruel (even if they aren't), while leaders who are too supportive can be perceived as weak and lacking results (even if they achieve them). In their model, the driven leader would be high on the respect scale and the supportive leader on responsibility. They are the two sides of the pendulum that need to be balanced. Each side can be broken into smaller parts like empathy, accountability, and confidence. Turkentt breaks down each section into relatable stories and actionable advice, while also digging into the foundational research to support the methods. This is now a staple book I use when training leaders on our team. Even the most advanced leaders can take away actionable improvements from this book.
4 of 4 people found the following review helpful.
From Citizen Rebellion in the Holocaust to Corporate HR: Decency Rules the Day
By Shel Horowitz
Here's a book that approaches integrity in business not from the marketing side, but from management and human resources. And one that will almost surely build your personal communication skills, and thus the effectiveness of yourself, your reports, your supervisor, and your company.
I recommend reading Andra Media's "Conflict Unraveled" first, as it provides a nice framework to better understand and appreciate the information in this newer work.
It takes a while to get into the somewhat stiff writing style, but it's worth the effort. Focused as it is on character principles as management tools, it's an excellent counterpart to my book, Principled Profit: Marketing that Puts People First, and a strong reminder that the success and empowerment of our own employees not only our responsibility as ethical leaders, but also crucial to our own success. And yet, DPDC is also willing to step well outside the business world for the perfect example: such as the quiet heroism of Miep Gies, the Dutch secretary who sheltered Anne Frank and her family, and who saved Anne's diary after the Nazis raided the hidden dwelling.
Some of the specific goodies I found:
* Change agents within an organization are most successful when they start by publicly acknowledging what people are doing right--to catch and report their success just as so many of us are quick to catch and announce what's wrong.
* People rise to our expectations; if we express the attitude that they are fully capable of the task they've taken on, they will succeed.
* Integrity is a balance of the twin principles of respect and responsibility, which the Turknetts see as the fundamental elements, the Yin and Yang, of human interaction. Under the category of respect, the authors group empathy, emotional mastery, lack of blame, and humility (each with its own chapter); the responsibility attributes include accountability, courage, self-confidence and integrity or wholeness.
* Managers can learn a great deal by implementing "skip-level reports," where an employee communicates directly with the supervisor's supervisor.
* It's vital to understand the difference between inquiry--probing to learn what others think, what approaches they might use--and advocacy for your own position.
* Blame is "a poisonous response" and isn't ever productive.
* Keep your promises!
* Perhaps most important, it's never too late to implement changes in the relationships at a company.
On that last point, the book is filled with stories of executives and managers who were perceived as arrogant, not listening, needing to be protected from hurtful (but necessary) information, and driving forward their own agenda without meaningful input from others. Yet, in every case cited, once the manager became aware of the problem and took responsibility for it, change occurred very rapidly--usually within even a week or two. Once direct reports started feeling that they were being heard and their advice was sought and implemented, major barriers crumbled quickly.
In the last section, the authors note that sometimes doing the right thing is not obvious. We all know not to steal, but when forced between betraying a confidential information or allowing a friend to make a disastrous decision, the choice is not easy. Yet, the authors cite a study of CEOs by the Southern Institute for Business and Professional Ethics; 99 percent felt that high ethical standards strengthen a company's competitive position. To conclude, the Turknetts offer six tools to build personal integrity, and five to strengthen the integrity of a company.
People who follow this philosophy may also want to look at the Business Ethics Pledge campaign, located at principledprofits.com
0 of 0 people found the following review helpful.
A leadership manual that emphasizes integrity
By Rolf Dobelli
Robert L. Turknett and Carolyn N. Turknett wrote this book before the corporate scandals of Enron, Tyco and WorldCom, so their emphasis on integrity as a crucial component of leadership is prescient. They believe in emotional and life balance rather than ambition, and cooperation rather than competition. Every chapter is full of examples of people who have taken leadership roles based on these values, showing that it is, in fact, possible. We recommend this book to leaders and aspiring leaders - whether of organizations, companies, departments, or even social or family groups - who wish to find out how they, as individuals, can lead with integrity. Leaders who truly believe in what they are doing and the people they are leading will embrace the challenge of further developing themselves using this leadership character model.
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