Replies to This Discussion

Permalink Reply by John C. Turley on February 20, 2011 at 10:51pm

Gore Associates sounds like a pragmatic and adaptive form of communism in a capitalist economy.  This is probably anathema to the business community, especially since the model works.  OK, there will be no more mention of communism and communists, but rather a focus on leadership.  Curiousity, courage, community and action are the key components of leadership as taught at the University of Denver.  All of the excercises and lectures challenge the participants to demonstrate their leadership skills.  Similar to the successes at Gore Associates, leadership and the above four attributes compel associates to step forward and to make their contributions accordingly.  Money is not the primary motivator for leaders, but the desire to be recognized by one's peers (associates) for developing meaningful initiatives and witnessing their implementation and fruition.  This is also true in regard to the work of fellow associates.

Similarly in the Jesuit tradition, the focus is on:

• Being a contemplative in action
• Finding God in all things
• Practicing effective love shown in deeds
• Examining one's actions and thoughts daily
• Service to mankind with humility

 

The Gore business model levels the organization so that all employees become contributors and leaders to the continued success of the enterprise.  Titles and power are less important than thoughtful contributions to move the corporation forward.  No idea is without merit.  As a result, there are parallels at Gore Associates between the U of Denver key leadership principles and the Jesuit reference points.  Leadersdhip equates to a selflessness in the service of the greater good.

 

Strong ADR specialists will take a page or two from Gore Associates book on leadership by leveling the playing field with their clients in dispute resolution.  The emphasis is on ADR leadership and collaborative efforts as opposed to focusing on titles, power and positions.  As a leader, mentor, sponsor and associate, the mediator facilitates the emergence of the mutually crafted solution by the disputants.  In line with the above points, the financial solution, albeit an important part of the mutually arrived solution, is not the principal source of satisfaction for the engaged parties.  The solution is the answer and the source of meaningful accomplishment.   Both parties designed the outcome to their satisfaction with the help of the mediator as leader.  This is the greatest lesson from the readings, the Creighton education, and the role of the mediator in society.

JCT

 

Permalink Reply by Jeff Thompson on February 23, 2011 at 8:15pm

John,

 

You said:

 

Money is not the primary motivator for leaders,

 

I agree with this and I think the motivation (for mediators) comes from an altruistic approach based on compassion, emapthy, concern and understanding.  Of course with each person being different and unique, it might be explained differently (for example, not many fellow cops will use the word empathy or compassion) and applied in each person's unique way, but in the end, I think those are main ingredients.

That said, I think money is not something 100% absent from the mind either.  I think, perhaps as one way to explain it, is being a successful mediator comes from acting with the above mentioned traits while realizing that money is one of the many fruits of success.

 

You add to the same sentence:

 

but the desire to be recognized by one's peers (associates) for developing meaningful initiatives and witnessing their implementation and fruition

I am not sure if I agree in that recognition by one's peers is a primary goal, but perhaps more a secondary result and/or goal.  I think being successful creates thats recognition.

Permalink Reply by John C. Turley on February 23, 2011 at 9:45pm

Jeff:

Here is more information on my initial post.  Money is important to all workers up to a certain point.  Once people attain a desired level of income, their motivation to succeed is based on self actualization and peer recognition.  Certainly, if a worker is under paid, then he/she seeks higher compensation either at the job or elsewhere. 

In this context, I agree with you that peer recognition comes after financial goals are attained.  This was the problem that my company addressed when motivating top sales producers across industries to produce higher and higher levels of sales.  Once a level IV salesperson is earning $500,000 per year, another $50,000 is a tax issue.  The top producer then seeks the elite status of reaching higher levels of production that no one else can achieve.  The recognition comes in the form of membership in the President's Club or some form of elite recognition.  This process formalizes the acknowledgement that the person is indeed successful amongst his peers.  I am speaking about sales, but the same is true in non sales positions.  People want to be acnowledged for their contributions and their value.  I do not disagree with you as much as I am adding more information to my initial post.

JCT