Talking to one of my buddies in maintenance. Many of the Airtran leaders are starting to take Management positions at their station overseeing them. This is going over like a lead balloon.
Talk of the good old days under Herb and "Servant Leadership" came up during the conversation.
Although contract positions are not being interviewed because of collective bargaining agreements should there should be the same expectation for management?
Why is the company not interviewing for those positions keeping in mind our classic style of leadership? Why are they are diluting of management under Airtran with no sense of history or knowledge as to what has made Southwest Airlines successful? Finally, we spoke of our positions without the "Classic" style of leadership of the past will make Southwest no more than just a place to punch a clock.
Are these fears unfounded?
Leadership expectations at Southwest: develop people, build great teams, think strategically, excellent results and the identification with the values of the company.
Based on these expectations it becomes clear how the theoretical approach to specific guidelines and principles of conduct was formulated. Therefore very careful attention is paid to whether potential employees meet the values of the company: "Hire for attitude and train for skill". The value system consists of three core values: "warrior spirit", as defined by the desire to get excellent results, "a servant's heart" or “to put others first”, as well as "a fun-loving attitude," which means not to take themselves too seriously. The executive’s purpose is also to create a very positive and familiar working environment. The "fun" image of Southwest has become an important part of the corporate culture. It´s also in the company´s best interests to communicate this to their customers. These are also characteristics of the behavior of a servant leader: active listening, empathy, healing and the formation of a community.
http://en.wikipedia.org/wiki/Servant_leadership
Talk of the good old days under Herb and "Servant Leadership" came up during the conversation.
Although contract positions are not being interviewed because of collective bargaining agreements should there should be the same expectation for management?
Why is the company not interviewing for those positions keeping in mind our classic style of leadership? Why are they are diluting of management under Airtran with no sense of history or knowledge as to what has made Southwest Airlines successful? Finally, we spoke of our positions without the "Classic" style of leadership of the past will make Southwest no more than just a place to punch a clock.
Are these fears unfounded?
Leadership expectations at Southwest: develop people, build great teams, think strategically, excellent results and the identification with the values of the company.
Based on these expectations it becomes clear how the theoretical approach to specific guidelines and principles of conduct was formulated. Therefore very careful attention is paid to whether potential employees meet the values of the company: "Hire for attitude and train for skill". The value system consists of three core values: "warrior spirit", as defined by the desire to get excellent results, "a servant's heart" or “to put others first”, as well as "a fun-loving attitude," which means not to take themselves too seriously. The executive’s purpose is also to create a very positive and familiar working environment. The "fun" image of Southwest has become an important part of the corporate culture. It´s also in the company´s best interests to communicate this to their customers. These are also characteristics of the behavior of a servant leader: active listening, empathy, healing and the formation of a community.
http://en.wikipedia.org/wiki/Servant_leadership
