Like this article? PLEASE +1 it! Evan Signature
Evan Carmichael Top Header
Share for a Cause









Push or Pull

Written by: Tom Peters

Article Overview: I have been thinking about the various blogs on leadership lately, and it strikes me that there is a difference of opinion amongst our community on whether employee performance is best improved by pushing or pulling. I believe the best leaders incorporate both into their style.

Free Download - I Hate MBAs/Redux By Tom Peters
Name: Email:

Push or Pull

I have been thinking about the various blogs on leadership lately, and it strikes me that there is a difference of opinion amongst our community on whether employee performance is best improved by pushing or pulling. I believe the best leaders incorporate both into their style. Two sources of data influenced my recent thinking: an oldie but goodie, Daniel Yankelovich and John Immerwahr's 1983 research report, "Putting the Work Ethic to Work," and SuperBowl XLI! Yankelovich and Immerwahr discovered that there was approximately 70% discretionary effort available in most employees. The discretionary effort being the difference between what they have to do to keep their jobs and what they could do if they brought forth all their talent and effort. Then, I was thinking about the difference between the Colts and my team, the Detroit Lions. The Lions have been in the enviable position of having first shot in the draft since I can remember. But largely, the talent they have recruited has been less than stellar. The results stand as a testament to that. [The Lions have never played a Super Bowl.—CM]

It seems to me then, that a leader or manager's first job is to pull out that discretionary effort. This starts with clearly identifying the ambition of the organization and helping each and every employee see their part in realizing that ambition. I still believe that one thing we want from our talent is the sense that they make a difference. In my years as a first-line supervisor, I was always amazed at my weakest performers on the job who did amazing volunteer work after hours. Clearly they had the work ethic; we just didn't define an ambition for them worthy of their best efforts.

Then, there's the Lions. In recent years we have witnessed round one draft picks missing practices, reporting overweight, battling off-field demons, engaging in various criminal behaviors, etc. It seems a little push is in order here. Creating a culture of engagement does not mean letting everyone do their own thing. There is a need for discipline and standards, and for strong management efforts to insure everybody lives up to them. For many of us, our best performance has benefited by a friendly push now and then. Tony Dungy doesn't yell at his players, but he does instill a performance culture. Play your best, or you won't play at all.

So, I would argue for balance. Our talent has to be engaged in a cause, and we must manage performance closely to move in the quickest and straightest line towards our ultimate ambition.

What do you think? Push, pull, or both? Examples? Advice for the Lions?

Related Articles
  Internet Marketing – Are You Using a Push/Pull System?
  Behavioural Intelligence – The Subtle Art of Controlling the Conversation
  Video Marketing Online
  Writing Sales Letters and Pull your customer In.
  Pushing Potential

Home > Entrepreneur-Advice > Tom Peters > Push or Pull
Article Tags: ambition, best efforts, colts, criminal behaviors, daniel yankelovich, demons, detroit lions, difference of opinion, employee performance, first job, line supervisor, oldie but goodie, overweight, pulli, super bowl, superbowl, superbowl xli, testament, volunteer work, work ethic

About the Author: Tom Peters
RSS for Tom's articles - Visit Tom's website

Tom & Bob Waterman coauthored In Search of Excellence in 1982; the book was named by NPR (in 1999) as one of the "Top Three Business Books of the Century," and ranked as the "greatest business book of all time" in a poll by Britain's Bloomsbury Publishing (2002). Tom followed Search with a string of international bestsellers: A Passion for Excellence (1985, with Nancy Austin), Thriving on Chaos (1987), Liberation Management (1992: acclaimed as the "Management Book of the Decade" for the '90s), The Tom Peters Seminar: Crazy Times Call for Crazy Organizations (1993), The Pursuit of WOW! (1994); The Circle of Innovation: You Can't Shrink Your Way to Greatness (1997); and in 1999 a series of books on Reinventing Work: The Brand You50, The Project50 and The Professional Service Firm50. In 2003 Tom and publisher Dorling Kindersley released Re-imagine! Business Excellence in a Disruptive Age; the revolutionary book, an immediate No.1 international best seller, aims to do no less than reinvent the business book through vibrant, energetic presentation of critical ideas.

Click here to visit Tom's website Dashed Line

Tom Peters!
More from Tom Peters
Order Should Not Be Taken For Granted
AHA Redux A Matter of Leadership
How to Stay Innovative
Cheeky Rebelliousness
100 Ways to Succeed 93


Related Forum Posts


Share this article with your friends. Fund someone's dream.

Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.



Featured Article


Bottom Footer
Share for a Cause












Newsletter

Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!
Name:
Email:
Popular Articles

Adjusting Your World

How to Write Your Articles for Better SEO

RULE YOUR BUSINESS LIKE A SHINE STAR
Suggestions

Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.