Could It Be?

Posted by Scott Williams
6 Comments
October 9, 2007
Leadership | Life Application

I remember when I got my first job as a warden of an adult penitentiary.  I was actually replacing a guy who had been a warden for many years and had that “Old School” warden mentality.  An “Old School” warden would basically sit behind their desk and give directions and not spend much time walking the yard and talking; similar to some “Old School” pastors.  My first week on the job, I asked the current Warden if we could walk the yard/units together; and I was amazed at the responses that we got from the inmates.  Many were yelling and saying “We have not seen that guy walk through here in over a year.”  I had some successful experience operating juvenile correctional facilities; however this was my first adult corrections leadership opportunity.  My philosophy was to always walk the yard, walk the units and talk to the inmates, while empowering my staff to do the same; you would be amazed at the difference that it makes. 

I would walk the units every day and field a bunch of complaints and begin to build relationships.  As the weeks went by the complaints were down, inmates began to respond differently to one another; as well as being more respectful of the guards.  Incidents and behavioral problems began to decline and there was an awkwardly comfortable feeling.  What was happening!  Could it be the fact that people are beginning to care about people; as well as accepting their role?  Could it be that the inmates are being respectful, because they are being respected?  Could it be that the correctional staff began to realize that it is OK to be firm and still treat people with dignity?  Could it be that the “Old School” doesn’t always work and we can learn something from the “New School?”  Could it be that loving your neighbor as yourself, might just have some positive implications?

What are some situations where the “Old School” method didn’t or doesn’t work?  What “New School” methods in your church, business, or life are working?  Could it be………?

  • Roger

    In my world at the office I do not give my employees a list of what they need to do that day. I turn it around and make them send me a list at the end of the day of what they did to legitimize their position. This way they feel like they are part of the decision making and 9 times out of 10 they do more than I would have asked them to do and they are happy about it. Since they made the decision to do the work instead of me forcing them to do it they have ownership of it.

  • http://www.crossroadsmovement.com J.W.

    I used to be in law enforcement and there was (and still IS in a lot of cases) an old school of thought that says “Do what I tell you and don’t ask questions”…similar to the “YES man” mentality. This is so stifling to a group of leaders and actually to the executive or pastor. I can’t tell you how many times my core team has prevented me from making a mistake and helped me to achieve. Now this comes from creating an environment where my leaders (in the corporate world or church setting) take ownership of the vision and tell me, “JW you’re wrong and here’s what I think we should do…”

  • http://hamfighters.blogspot.com Patrick Sievert

    I work in the oilfield, and the “old school” approach is pretty prevalent. When people make mistakes (which happens all the time), most of the other supervisors will usually just call the person a “dummy” (well, not quite in those terms, but you know what I mean) and tell them how much they messed up (and therefore made him look bad).

    I try to take a little different approach though. Generally speaking, I think people know when they mess up. Obviously, there are exceptions to that, and in those cases I take care to make sure the person knows the mistakes they made. But more often than not, when someone makes an error, they realize it. What I try to do then, is not focus on the error, but rather how to correct it.

    When you teach people why they made an error and how to correct it, they not only are more equipped to do their job well, but they take pride in it because they actually know what they’re doing – they become more than just a monkey in a hardhat.

  • http://blessedbyburdens.com filobeto

    Great post Scott. POSITIONAL LEADERSHIP is an oxymoron. People do things for three reasons, Want to, Have to or they feel like they need to. The truth is that it is a leaders job to move people from “have to” to “want to”. This is very difficult to do from behind a desk, without involvement. This is even more important in a church. When church staff and volunteers are lead they have to want to. The “old school” approach in a church would make for a drop in staff and volunteers.

  • Scott Williams

    Roger- Empowering+Encourafing=Performing! :-)
    J.W.- I encourage my employees to tell me when I suck or at least have a contrary opinion.
    Patrick- I always say let’s not focus on the problem and begin to look at some solutions. I heard T.D. Jakes give a talk where he stated that he tells his employees to not bring him problems but rather solutions.
    Filobeto- Many people think they can be successful w/ positional equity; however it will only last for a short period, relational equity is long term.

  • http://www.manymeadows.blogspot.com Robin

    “I would walk the units every day and field a bunch of complaints and begin to build relationships.”
    Scott, I believe this is the key to any successful institution, be it corrections, a church body, or a family. I’ve witnessed your ability to cross barriers with a smile, a kind word, a joke….who WOULDN’T catch the passion and vision you carry? Keep sharing what’s inside! It’s contagious!!

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