A year with Peter Drucker : 52 weeks of coaching for leadership effectiveness : based on the work of Peter F. Drucker PDF
Preview A year with Peter Drucker : 52 weeks of coaching for leadership effectiveness : based on the work of Peter F. Drucker
Dedication This book is dedicated to my sons, Pat and Joe, with love. Acknowledgments I first want to thank Bob Buford. Bob is the founder of Leadership Network and the Halftime Institute, and an author of numerous books including the best- selling book Halftime and the recently released book Drucker & Me. Bob gave me access to recordings and transcripts of what is referred to in the book as “The Drucker-Buford Dialogue Project.” The dialogue is a series of mentoring consultations between Bob and Peter Drucker, and includes consultations with a number of other leaders in private and social sector organizations. These consultations took place from 1984 to September 2005, the last one just two months before Drucker’s death on November 11, 2005. Bob and his assistant Derek Bell provided me with available source materials, CDs, and transcripts in 2008, and Bob encouraged me to engage in the research necessary to write this book. Derek and I consulted with Bob and many other leaders in the social sector between 2009 and 2013. Without Bob’s support and encouragement, and Derek’s help, this book would not have been possible. Bob’s personal assistant, BJ Engle, was a source of information and encouragement to me. Thank you, BJ. Steve Hanselman, my friend and agent, worked with me over a two-year period to help design the structure of the book so that it would provide a yearlong mentoring experience for executives and those aspiring to become executives. Thank you, Steve. I would like to thank Hollis Heimbouch, Vice President/Publisher of HarperBusiness. Hollis helped to refine the structure of the book at a critical point in the writing process. Eric Myers served as my editor throughout and helped me immensely with the detailed editorial issues that we confronted in creating a book that would mentor executives in both business and public service. Thank you, Eric. The copyeditor, Ms. Susan Gamer, did the most thorough job of copyediting I have ever experienced. I am grateful to Hollis, Eric, Penny Makras, Joanna Pinsker, Anna Brower, Oliver Munday, and all those involved at HarperBusiness. Mr. Ming Lo Shao, founder and chairman of the Bright China Group, has provided me with research support during this and several previous research and publication projects. Thank you, Mr. Shao. Kathy Holden, my assistant at the Peter F. Drucker and Masatoshi Ito Graduate School of Management of Claremont Graduate University, was available to provide assistance I needed during the entire time I worked on this book. Thanks, Kathy. The Drucker Literary Trust cooperated with me in writing this book by granting permission to use relevant passages from Peter Drucker’s books. In addition, Doris Drucker has been a constant source of friendship and inspiration to me as I have tried to advance the legacy of Peter Drucker. At 103 she was looking forward to reading this book. But she died on October 1, 2014. I will miss her warmth, her sense of humor, and her encouragement. In addition to the transcripts, Derek and I interviewed Jim Mellado. Jim, now president of Compassion International, Colorado Springs, Colorado, gave of his time to discuss with Derek Bell and me the work of the Willow Creek Association and its premier event, the Global Leadership Summit, whose purpose is to diffuse innovations throughout society. Thank you, Jim. I had numerous conversations with Dr. Chuck Fromm, president of Maranatha Music for twenty-five years and founder and president of Worship Leader magazine. Chuck participated in a number of Drucker-Buford meetings and was very helpful to me in contextualizing issues of succession, especially those issues involved in succeeding charismatic founders of large organizations. Three friends, with expertise in the subject matter of this book, listened and encouraged me throughout the entire research and writing process. Thanks to Professors Steve Davis and Donald Griesinger, and to John Pusztai. Finally and most important, my wife, Judy, listened and commented on the numerous drafts this book went through. To say that she helped and encouraged me is an understatement because no one knows what went into this book and no one gave more support to me than Judy. Thank you once again, Judy. Contents Dedication Acknowledgments Introduction EFFECTIVE LEADERS Week 1: Developing Leaders, Not Functionaries: Effective Leaders Get the Right Things Done and You Can Trust Them Week 2: Questions to Ask Before Committing a Portion of Your Life to the Service of an Organization MANAGEMENT IS A HUMAN ACTIVITY Week 3: Three Fundamental Questions for a Functioning Society of Organizations Week 4: Education and Management: Keys to Economic Development Week 5: Management Rooted in the Nature of Reality SETTING YOUR SIGHTS ON THE IMPORTANT, NOT THE URGENT Week 6: Make the Important Rather Than the Urgent Your Priority in Life Week 7: Manage in Two Time Dimensions THE ROAD MAP TO PERSONAL EFFECTIVENESS Week 8: Concentration Week 9: Organize Work for Effectiveness Week 10: Information Literacy for Executive Effectiveness Week 11: Principles of Professional Leadership and Management MANAGEMENT IN A PLURALISTIC SOCIETY OF ORGANIZATIONS Week 12: Management: “The Governing Organ of All Institutions of Modern Society” Week 13: The First Job in Any Organization Is to Make Top Management Effective Week 14: Control by Mission and Strategy, Not by Hierarchy Week 15: Sustaining the Spirit of an Organization NAVIGATING A SOCIETY IN TRANSITION Week 16: Our Problems in the United States Are Social Problems Week 17: Rough Period of Transition Ahead for America Week 18: A Major Period of Transition for Society and Individuals Week 19: Seeing the Future That Has Already Happened: Social and Demographic Changes Emerging in the United States Week 20: Seeing the Future That Has Already Happened: Turmoil in Education MAINTAINING YOUR ORGANIZATION THROUGH CHANGE Week 21: Continuity and Change Week 22: Systematic Abandonment and Innovation Week 23: Using the Mission Statement to Create Unity in the Organization Week 24: A Primer on Market Research of Noncustomers Week 25: Phase Changes as Organizations Grow and Change STRUCTURING YOUR ORGANIZATION Week 26: Centralization, Confederation, and Decentralization Week 27: The Networked Organization: A Model for the Twenty-First Century MANAGING YOUR MEMBERS Week 28: Managing the Superstar Week 29: A Second Chance for Failures Week 30: What Kind of Organizations Does America Need to Strengthen Society? THE SUCCESSION DECISION Week 31: The Succession Decision: Maintaining the Spirit of the Organization Week 32: Planning for Succession in Organizations LESSONS FROM THE SOCIAL SECTOR ON THE POWER OF PURPOSE Week 33: Mission Week 34: Accommodating Various Constituencies in a Mission Week 35: The Salvation Army Week 36: Diffusion of Innovation—Public Schools Week 37: Application of Peter Drucker’s Methodology of Social Ecology DEVELOPING ONESELF FROM SUCCESS TO SIGNIFICANCE Week 38: Pursuing Significance After Success Week 39: Work in an Area of Your Unique Contribution Week 40: Individuals May Need a Process to Help Them Move from Success to Significance Week 41: Where Do I Really Belong? Week 42: Halftime Is an Entrepreneurial Enterprise Week 43: A Catalyst to Help People Manage Themselves and Move to the Second Half of Their Lives CHARACTER AND LEGACY Week 44: Our Society in the United States Has Lost Its Sweetness Week 45: The Power of Purpose: Rick Warren on Peter Drucker Week 46: The Stewardship of Affluence and the Stewardship of Influence Week 47: Making Ourselves Useful to Others and to Ourselves Week 48: What Do Leaders Stand For? Week 49: You Become a Person by Knowing Your Values Week 50: What Do You Want to Be Remembered For? Week 51: “We Mentor . . . Because We Can Envision What a Person Can Become” Week 52: Peter Drucker’s Ten Principles for Finding Meaning in the Second Half of Life, As Reported by Bob Buford Lessons Learned Appendix Notes Bibliography Index About the Author Also by Joseph A. Maciariello Credits Copyright About the Publisher Introduction Peter Drucker mentored executives and other knowledge workers for over a half century through his consulting, teaching, and publications. As a longtime student and colleague of his, I have had the opportunity to observe his mentoring directly and I have benefited from his counsel. It began in 1981, when I attended a PhD seminar he taught in Claremont. I also had the opportunity to learn from him during the twenty-six years I spent as his colleague at what is now the Peter F. Drucker and Masatoshi Ito Graduate School of Management of Claremont Graduate University. When Drucker reduced his teaching, I had the opportunity to teach the course “Drucker on Management” to executives and MBA students in Claremont and around the world for approximately ten years. I then coordinated a team- taught course, “The Drucker Difference,” involving the entire Drucker faculty. Finally, I had the extraordinary opportunity to work directly with him during the last six years of his life. Then in 2008, Bob Buford asked me to assemble, analyze, edit, and study the transcripts and listen to the recordings of Drucker’s mentoring of him and a number of other leaders associated with his Leadership Network and the Halftime Institute. In addition, I later conducted and transcribed interviews related to what I have called the Drucker-Buford Dialogue Project, which took place from 1984 to 2005. I have devoted much of my time during the past six years to developing the ideas contained in this mentoring book, an opportunity given to me by Bob Buford. The purpose of this book is to share Drucker’s management techniques with fans the world over. Through a year of readings, lessons, and questions, you will get a chance to experience Drucker’s mentorship. The objective is to share Drucker’s mentorship program with you just as he shared it with Buford and with a number of others. Drucker’s work has had a tremendous impact on the management of large- scale organizations, a product of the twentieth century. Drucker codified the practice of management in 1946 and 1954, largely on the basis of his consulting experience and his knowledge of the social sciences and humanities, including
The list of books you might like
