Lead Management

The William Glasser Institute also works extensively with organizations, corporations, the government and non-profit groups to replace External Control Psychology with Internal Control as the psychology that drives the system. In practice, this means moving along a continuum toward lead-management.

Lead managers continually work on the system to create a non-coercive environment which encourages employees to self-evaluate and achieve quality work. The only way any organization is able to achieve this goal of quality rests with the lead manager’s ability to persuade employees to continually upgrade their system of communicating that builds trust and helps employees establish the relationships that lead to quality.

The following grid is one example of how people in any system can self-evaluate where they are on the continuum by using their knowledge of choice theory and reality therapy. There are a myriad of characteristics that describe management styles so all staff is encouraged to discuss their perception of various characteristics and their impact on the system.

RT/CT Boss   Lead   Laissez-faire
Work Environment
coerciveneed-to-know basisexternally motivatelittle if any input supportivetransparentinternally motivatedinput involves others uncertainever changinginconsistentsporadic
Quality World Pictures
bossmy way / only waynarrowfew options groupinput of groupbroadmany options depends on dayagrees with allboth waysvaries
Present Behaviors
Total Behaviors
uses deadly habitsset rulesevaluates othersreprisals uses caring habitsinvolves groupuses criteriaimproves system combines bothsays okayuncleardoes both/none
Comparing Place
system of punishmentcriteria set by boss develops system of self/co-verificationcriteria by leaders/workers never the same
Plan into Action
deadlines set by bossnew rules set by boss involvement based on strengthsworkers’ input appreciated what is deemed necessary at the timedepends on the circumstances