11 replies to this topic

[wnbubbleboy]

Talking to one of my buddies in maintenance. Many of the Airtran leaders are starting to take Management positions at their station overseeing them. This is going over like a lead balloon.

Talk of the good old days under Herb and "Servant Leadership" came up during the conversation.

Although contract positions are not being interviewed because of collective bargaining agreements should there should be the same expectation for management?

Why is the company not interviewing for those positions keeping in mind our classic style of leadership? Why are they are diluting of management under Airtran with no sense of history or knowledge as to what has made Southwest Airlines successful? Finally, we spoke of our positions without the "Classic" style of leadership of the past will make Southwest no more than just a place to punch a clock.

Are these fears unfounded?

Leadership expectations at Southwest: develop people, build great teams, think strategically, excellent results and the identification with the values of the company.

Based on these expectations it becomes clear how the theoretical approach to specific guidelines and principles of conduct was formulated. Therefore very careful attention is paid to whether potential employees meet the values of the company: "Hire for attitude and train for skill". The value system consists of three core values: "warrior spirit", as defined by the desire to get excellent results, "a servant's heart" or “to put others first”, as well as "a fun-loving attitude," which means not to take themselves too seriously. The executive’s purpose is also to create a very positive and familiar working environment. The "fun" image of Southwest has become an important part of the corporate culture. It´s also in the company´s best interests to communicate this to their customers. These are also characteristics of the behavior of a servant leader: active listening, empathy, healing and the formation of a community.

http://en.wikipedia....vant_leadership

[AvTech04]

wnbubbleboy, on 15 January 2012 - 10:34 AM, said:

Talking to one of my buddies in maintenance. Many of the Airtran leaders are starting to take Management positions at their station overseeing them. This is going over like a lead balloon.

Talk of the good old days under Herb and "Servant Leadership" came up during the conversation.

Although contract positions are not being interviewed because of collective bargaining agreements should there should be the same expectation for management?

Why is the company not interviewing for those positions keeping in mind our classic style of leadership? Why are they are diluting of management under Airtran with no sense of history or knowledge as to what has made Southwest Airlines successful? Finally, we spoke of our positions without the "Classic" style of leadership of the past will make Southwest no more than just a place to punch a clock.

Are these fears unfounded?

Leadership expectations at Southwest: develop people, build great teams, think strategically, excellent results and the identification with the values of the company.

Based on these expectations it becomes clear how the theoretical approach to specific guidelines and principles of conduct was formulated. Therefore very careful attention is paid to whether potential employees meet the values of the company: "Hire for attitude and train for skill". The value system consists of three core values: "warrior spirit", as defined by the desire to get excellent results, "a servant's heart" or “to put others first”, as well as "a fun-loving attitude," which means not to take themselves too seriously. The executive’s purpose is also to create a very positive and familiar working environment. The "fun" image of Southwest has become an important part of the corporate culture. It´s also in the company´s best interests to communicate this to their customers. These are also characteristics of the behavior of a servant leader: active listening, empathy, healing and the formation of a community.

http://en.wikipedia....vant_leadership

Oh don't worry, I'm sure they will be on the chopping block here shortly. Moving them over now, allow the CBA's to come together with confidence b/c the management team was brought over, then start slimming the fat off... This GK guy is pretty devious...

[tech2101]

wnbubbleboy, on 15 January 2012 - 10:34 AM, said:

Talking to one of my buddies in maintenance. Many of the Airtran leaders are starting to take Management positions at their station overseeing them. This is going over like a lead balloon.

Talk of the good old days under Herb and "Servant Leadership" came up during the conversation.

Although contract positions are not being interviewed because of collective bargaining agreements should there should be the same expectation for management?

Why is the company not interviewing for those positions keeping in mind our classic style of leadership? Why are they are diluting of management under Airtran with no sense of history or knowledge as to what has made Southwest Airlines successful? Finally, we spoke of our positions without the "Classic" style of leadership of the past will make Southwest no more than just a place to punch a clock.

Are these fears unfounded?

Leadership expectations at Southwest: develop people, build great teams, think strategically, excellent results and the identification with the values of the company.

Based on these expectations it becomes clear how the theoretical approach to specific guidelines and principles of conduct was formulated. Therefore very careful attention is paid to whether potential employees meet the values of the company: "Hire for attitude and train for skill". The value system consists of three core values: "warrior spirit", as defined by the desire to get excellent results, "a servant's heart" or “to put others first”, as well as "a fun-loving attitude," which means not to take themselves too seriously. The executive’s purpose is also to create a very positive and familiar working environment. The "fun" image of Southwest has become an important part of the corporate culture. It´s also in the company´s best interests to communicate this to their customers. These are also characteristics of the behavior of a servant leader: active listening, empathy, healing and the formation of a community.

http://en.wikipedia....vant_leadership

I was so pleasantly surprised to see a thread titled "Servant Leadership"!

Many could learn from studying him, good and bad.

How Full is Your Bucket?

[Kev3188]

tech2101, on 16 January 2012 - 05:11 PM, said:

I was so pleasantly surprised to see a thread titled "Servant Leadership"!

As was I! Hopefully, this thread will take some interesting twists and turns...

[lineguy]

My observation is, it is awful hard to get fired at SWA. Sometimes you wonder if there is any accountability in management.

[AvTech04]

Well that's great! This whole time, people have been parading around how great of a company SWA is and how wondeful it is to work there but to me it seems like it's just more of the same!! All this promise of a better QOL and instead it's starting to sound like Obama's presidency!! Not only is the crap upper management from AT going over and infecting SWA, but it's starting to sound like SWA already has a pretty infected management team already...

[buscador]

AvTech04, on 17 January 2012 - 10:49 PM, said:

Well that's great! This whole time, people have been parading around how great of a company SWA is and how wondeful it is to work there but to me it seems like it's just more of the same!! All this promise of a better QOL and instead it's starting to sound like Obama's presidency!! Not only is the crap upper management from AT going over and infecting SWA, but it's starting to sound like SWA already has a pretty infected management team already...

All together now,,,

Kum ba yah! Kum ba yah

[wnbubbleboy]

AvTech04, on 17 January 2012 - 10:49 PM, said:

Well that's great! This whole time, people have been parading around how great of a company SWA is and how wondeful it is to work there but to me it seems like it's just more of the same!! All this promise of a better QOL and instead it's starting to sound like Obama's presidency!! Not only is the crap upper management from AT going over and infecting SWA, but it's starting to sound like SWA already has a pretty infected management team already...

AvTech

Your premise is adviserial. I can tell you, we are flawed, but the management people I know try to work hard had taking care of their people. We have a shared history though. Most know what Herb and Colleen have in mind when they advance to a leadership roll. If you haven't lived our history then you would not know that. Put a lot of years in here seeing the Culture "infected" would be a very sad thing indeed.

Comeover with a sense of humility you will go far. I don't say that because you or anyone else are coming over from Airtran either...I say that because I came over humbly from Brand X years ago.. The difference for me though is it took three interviews to get a 6.50 hr ramp job....I knew the opportunity that presented itself. I took it..... and it was very hard a first. But it was the people and leadership that got me through ...So I do worry about a team of leaders who share no common bond of those hardships because that is what ties us together....

You will not win any friends trashing the company who brought you in and have given you this opportunity with no questions asked. That in itself should be a say alot for our manangment team.