Assignment 4: Leadership Style: What Do People Do When They Are Leading?
Dr. Carla Henryhand
BUS-520
Leadership Style: What Do People Do When They Are Leading?
Introduction
There have been a number of renowned leaders in contemporary times who excelled above the rest. In examining the factors that contribute to effective and successful leaders, leadership style always emerge as a crucial component. Leadership style is “the pattern of behavior and actions that leaders make over a period of time as perceived by followers. It is how leaders behave, over time, when they are trying to influence the performance of others” . The current discourse hereby aims to investigate the leadership style and effectiveness of the selected Chief Executive Officer (CEO), Gary Kelly, of Southwest Airlines. The research would initially present a brief background of the CEO, prior to delving into his leadership style and philosophy; the leadership style’s impact on organizational culture; and the CEO’s personal and organizational values. Likewise, an evaluation on the manner by which the CEO’s values influence ethical behavior would also be explored. In addition, Kelly’s strengths and weaknesses would be determined, in conjunction with identifying the quality which is deemed most instrumental in contributing to the leader’s success. Finally, the manner by which communication and collaboration; as well as how power and politics influence various group dynamics within the organization would also be expounded.
Brief Background of the CEO
Gary C. Kelly is currently the Chairman of the Board, the President, as well as the CEO of Southwest Airlines. He was noted to have obtained a degree in Bachelor Business Administration in Accounting from the University of Texas and is deemed a Certified Public Accountant . Kelly was reported to have started his career at Southwest Airlines as a Controller in 1986 and rose through the ranks, first as Chief Financial Officer in 1989 up to 2004 and eventually as “Vice President Finance, then Executive Vice President and CFO, before being promoted to CEO and Vice Chairman in July 2004” (Southwest Airlines, 2013, par. 2; Bloomberg Businessweek, 2013).
The CEO’s Leadership Style and Philosophy
Gary Kelly’s greeting message as seen in its official website is the acknowledgement that Southwest Airlines is more than just a fleet of airplanes – it was confirmed that the organization, above all, is company of people . From this message, it could be deduced that he manifests a democratic leadership style; one that acknowledges the importance of people in contributing towards the organization’s mission: “dedication to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit” (Soutwest Airlines: Mission, 2013, par. 1). A democratic leadership style was noted to exemplify a sharing of power and authority with the members of the organization; where employees are appropriately consulted and even equally encouraged to express their personal or professional opinions towards the betterment of the organization . From the mission statement, it could be evaluated that the philosophy being embodied by Gary Kelly perfectly exudes warmth, friendliness and a commitment to both customer service and a company spirit.
In addition, Gary Kelly also practices servant leadership. His message entitled “Making Connections” simply revealed the secret to his leadership style: “we do have one rule that overrides all others, and that is The Golden Rule—treating others as you wish to be treated. We’ve found over our 42-year history that if we hire People with passionate
Servant’s Hearts and empower them to do what’s right, they will consistently surprise, delight, and amaze our Customers” .
The CEO’s Leadership Style and Organizational Culture
The leadership style exemplified by Gary Kelly is also consistent with the organization’s
culture: “the development, improvement, and refinement of the originality, individuality, identity, and personality of a given people” . Through the exhibited democratic leadership style, it could be interpreted that the organization and its leaders have openly believed in harnessing and developing the talents and abilities of its people.
The CEO’s Personal and Organizational Values
The organizational values that were repeatedly emphasized include: keeping their people happy, who in turn, takes care of making their customers happy. The satisfaction and delight experienced by customers allow the organization to generate loyalty which is instrumental to their continued financial success/
Evaluation on the Manner by which CEO’s Values Influence Ethical Behavior
The values which are noted above are evidently in conformity to ethical, moral, and legal standards. By announcing one of the organization’s motto: A Servant’s Heart, the following principles attest to adherence to ethical behavior: “Follow The Golden Rule; Adhere to the Principles; Treat others with respect; Put others first; Be egalitarian; Demonstrate proactive Customer Service; Embrace the SWA Family” . All of these values and principles support conformity to a code of conduct and behavior that acknowledges observance of doing what is right and ethical.
The CEO’s Three (3) Greatest Strengths and Three (3) Greatest Weaknesses
The three (2) greatest strengths exhibited by Gary Kelly are as follows: (1) being charismatic; (2) being humble despite the authority and power exemplified as a leader; and (3) being genuinely concerned on the personal and professional growth and development of his people. On the other hand, some of the weaknesses that Kelly seem to exhibit are: (1) having to assume a governing role at all times which could have prevented him from looking at things from the perspectives of personnel who are at the lower levels of the echelon; (2) seeing things always on a macro-oriented perspective due to the position and roles assumed in the organization; and (3) being too people-oriented could have set-backs in terms of having tendencies to focus on tasks and endeavors which need to be undertaken.
The Quality which Contributes Most to this Leader’s Success
One is convinced that the quality which contributes most to Gary Kelly’s success is his exhibiting a servant’s heart. The values, strengths, philosophies and goals of the organization all stem from his servant leadership style, as well as in manifesting a democratic style. Both of these styles freely and genuinely emanate from a sincere heart which is fully and comprehensively committed to the professional growth of his people.
How Communication and Collaboration; Power and Politics Influence Organizational Dynamics
Communication is a crucial since “the ultimate goal of communication is to share meanings (and) to share them in order to arrive at the outcome for which communication is intended” . Since Gary Kelly had been openly acknowledging that “Everything begins and ends with our People” , it is presumed that the organization applies an open communication across organizational lines. Likewise, it was also evident that since Kelly’s leadership has valued people and their development through the length of service within organization, it is expected that collaboration, participation, empowerment and camaraderie are part of the organizational culture.
Concurrently, power could be described as emanating from the leadership style applied by Kelly. Power was defined as “the ability to influence the behavior of others to bring about desired results”. From the way that Southwest continues to influence people towards achievement of defined goals simply indicate that there is power that effectively exudes from the leadership style and skills exemplified by Kelly. It was emphasized that due to Southwest Airlines’ “Brand rankings, great pay and benefits, history of no layoffs or furloughs, and our world-famous
Culture, a lot of great folks want to work at Southwest” . All of these facets prove that Gary Kelly is indeed one of the most effective and successful leaders of contemporary times.
References
Bloomberg Businessweek. (2013, September 3). Southwest Airlines Co.: Gary C. Kelly. Retrieved from investing.businessweek.com: http://investing.businessweek.com/research/stocks/people/person.asp?personId=187856&ticker=LUV
Martires, C. (2004). Human Behavior in Organizations. Quezon City: National Bookstore.
Martires, C., & Fule, G. (2004). Management of Human Behavior in Organizations. Quezon City: National Bookstore.
Southwest Airlines. (2013). Channels: Gary C. Kelly. Retrieved from swamedia.com: http://www.swamedia.com/channels/Officer-Biographies/pages/gary_kelly#content
Southwest Airlines. (2013). Making Connections. Retrieved from southwest.com: http://www.southwest.com/assets/pdfs/about-southwest/garys-greeting.pdf
Southwest Airlines. (2013). Our Culture. Retrieved from southwest.com: http://www.southwest.com/html/about-southwest/careers/culture.html
Soutwest Airlines. (2013). About Southwest. Retrieved from southwest.com: http://www.southwest.com/html/about-southwest/
