Leading Change: The Argument For Values-Based Leadership

by James O'Toole

Book Overview

" An] important new book . . .Mr. O'Toole puts soul and values squarely back into a vital topic, leadership." --Tom Peters The New York Times Book Review "A deeply philosophical and eminently practical study of leadership as change." --James MacGregor Burns Pulitzer Prize and National Book Award winner, and author of Leadership Current management philosophy advocates an outmoded Machiavellian approach to running organizations: Leaders are told in...

• Format: Paperback
• Language: English
• ISBN: 0345402545
• ISBN13: 9780345402547
• Release Date: April 1996
• Publisher: Ballantine Books
• Length: 304 Pages
• Weight: 0.66 lbs.
• Dimensions: 0.8" x 5.5" x 8.4"

Customer Reviews

weLEAD Book Review by the Editor of leadingtoday.org

Author James O'Toole is definitely not afraid of creating controversy. His book is a refreshing approach to leadership in many ways. Stylistically and philosophically, Leading Change is a different kind of book about leaders and the natural resistance of the change process. O'Toole left a comfortable 20 year university chair in academia to begin working with the Aspen Institute. This experience was a major inspiration in writing this enterprising book. Perhaps the most daring aspect of Leading Change is O'Toole's clear repudiation of the contingency theories so prevalent today in leadership research and coaching programs. He obviously did not come to this conclusion frivolously. This work includes his observations and experience from over two decades of working with both corporate leaders and with respected mentors such as Bennis, Drucker, Gardner, DePree and others! O'Toole loudly proclaims that the contingency theories so revered today simply don't work in the long run. He maintains that by their very design they typically destroy trust between leaders and followers. He then offers a values-based alternative, which is a primary focus of the book. Leading Change begins with O'Toole drawing a number of deep analogies from a painting by James Ensor. He immediately draws you into the books theme by probing a number of profound leadership questions and scenarios analogous to paintings theme. As an author, he seeks to answer three related questions: 1. What are the major causes of resistance to change?2. How can leaders effectively and morally overcome that resistance?3. Why is the dominant philosophy of leadership, based on contingency theory, neither an effective nor a moral guide for people who wish to lead change? To answer these questions O'Toole divides the book into two halves. The first half deals with leaders and the second half with followers. The main theme of his work is to seriously question the validity of contingency theory and propose the alternative of value-based leadership behavior. O'Toole writes, "Instead, values-based leadership is an attitude about people, philosophy, and process. To overcome the resistance to change, one must be willing, for starters, to change oneself. In essence, then, values-based leadership is "unnatural."" If you want to read and digest a book that will challenge both you and much present thinking about leadership, this book is definitely for you!

Strategies for Challenging the Status Quo

It is extremely difficult to overcome what James O'Toole calls "the ideology of comfort and the tyranny of custom." In Leading Change, he explains why. Organizations and their leaders must not simply change to accommodate new realities; they must transform themselves effectively. According to O'Toole, "today's executives believe they are struggling with an unprecedented leadership challenge to create internal strategic unity within a chaotic external environment....Executives know what needs to be done and even how to do it. Nonetheless, they are unable to lead change effectively. Explaining the sources of this paradox and offering a practical way to resolve it are the purposes of this book." Leading Change is divided into two parts within which O'Toole addresses three separate but related questions: 1. What are the causes of resistance to change? 2. How can leaders effectively and morally overcome that resistance? 3. Why is the dominant philosophy of leadership, based on contingency theory, neither an effective nor a moral guide for people who wish to lead change? For O'Toole, values-based leadership is provided by those he calls "Rushmoreans": They possess courage, authenticity, integrity, vision, passion, conviction, and persistence. To vary degrees, "Rushmoreans" listen to others, encourage dissenting opinion among their closest advisers, grant ample authority to their subordinates, and lead by example rather than by fiat, manipulation, or coercion. Granted, history produces very few Washingtons, Jeffersons, Lincolns, and Roosevelts. Nonetheless, according to O'Toole, there is much of value to learned from them by those who struggle with "an unprecedented leadership challenge to create internal strategic unity within a chaotic external environment...." In Part One, O'Toole explains why values-based leadership is more effective than any other, notably "tough" or "amoral" leadership which is frequently (and inaccurately) characterized as being "realistic." For O'Toole, democratic leadership "is not about voting; it is about the democratic value of inclusion. There is nothing oxymoronic, chaotic, or ineffective about leadership based on that moral principle." In Part Two, O'Toole shifts his attention to followers inorder to discover why we all resist change that would be in our self-interest to embrace, and, why followers so often resist the leadership they claim to crave. For O'Toole, Shakespeare had it right when explaining resistance to change: "The fault, dear Brutus, is not in our stars/But in ourselves." In Chapter 7, O'Toole briefly examines 33 of the most popular hypotheses concerning the root causes of resistance. They include the usual suspects: homeostasis (i.e. change is unnatural), stare decisis (i.e. status quo is preferable), inertia (i.e. difficulty of altering course), self-interest (i.e. What's in it for me?), and fear (i.e. of unknown). Of course, there are exceptions to each of the 33; also, all are never present in

O'Toole Debunks Situational Leadership

I consistently use Leading Change in a class I teach on leadership and decision making. The author, James O'Toole, does a particularly good job of debunking the the popular myths of situational leadership -- and it should be a must read for that reason alone -- but he also does a great job of explaining why leading social and/or cultural changes are so much more difficult than leading technological changes. And in doing so, he explains why most of the popular books on business and leadership are no more useful than the plethora of diet books on the market.

"Why aren't they following me?"ÿ

It is extremely difficult to overcome what James O'Toole calls "the ideology of comfort and the tyranny of custom." In Leading Change O'Toole explains the causes oif resistance. Only by understanding those causes can a leader overcome them. O'Toole insists that organizations and their leaders must not simply change to accommodate new realities. To do so would merely be expediency. Also, such accommodation could create other (perhaps even more painful) new realities Organizatiopns must transform themselves constantly and effectively while, and here is a key point, sustaining certain non-negotiable core values.According to O'Toole, "today's executives believe they are struggling with an unprecedented leadership challenge to create internal strategic unity within a chaotic external environment...Executives know what needs to be done and even how to do it. Nonetheless, they are unable to lead change effectively. Explaining the sources of this paradox and offering a practical way to resolve it are the purposes of this book."After many years of active involvement with all manner of organizations, O'Toole obviously understands why there is such great resistance to change. Also, he knows why visionaries such as Robert Owen fail to attract the support they need. However the magnificence of a given vision, only effective leadership can ensure that such a vision has a sustainable, enduring impact.O'Toole concludes this brilliant book with a rejection of leadership by command, manipulation, or paternalism...insisting once again that only value-based leadership can be both moral and effective. "Once a leader makes that commitment, all the other pieces will eventually fall into place, bit by bit." Those who admire this book as much as I do are encouraged to read the recently published Leadership A to Z in which O'Toole provides a "guide for the appropriately ambitious." It is a stunning intellectual achievement. Also, with the O'Toole wit in top form, it is also a joy to read.

A must read for the contemporary leader or would-be leader.

"Leading Change" is a must read (and know) for anyone who would be a leader in the post- industrial era when change is the only constant. O'Toole makes the cogent and eminently believeable argument that a morals-based leadership philosophy is the only way to succeed in any endeavor as we move away from an industrial paradigm. It marches in lock-step with reviews of the involvement modern generations want in their lives. No longer is it moral to treat followers as anything but co-equals in the process (if it ever was). . . command and control, the anything goes of contingency, and situational (leadership) ethics must die, or the organization that practices it will. This work of O'Toole fits perfectly with the last four chapters of Jospeh Rost's work on "Leadership for the 21st Century," Peter Senge's "Fifth Discipline," all of Max DePree's works, Collins and Porras' "Built to Last," and Greenleaf's "Servant Leadership." Any real leader will know these four books forwards and backwards as they go the heart of leadership in the real world of today, and certainly tomorrow.