BOOK
DISCUSSION:
August 14th, 2001
10:00 – 12:00
Spirit of the Squirrel: Worthwhile Work
Way of the Beaver: In Control of Achieving the Goal
Gift of the Goose: Cheering Each Other On
Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Spirit of the Squirrel
WORTHWHILE WORK
1) Knowing we make the world a better place
2) Everyone works toward a common goal
3) Values guide all plans, decisions, and actions.
The Spirit of the Squirrel fulfills God’s Plan for the Forest
Col 3:23
Whatever you do, work at it with all your heart, as working for the Lord, not for men, 24 since you know
that you will receive an inheritance from the Lord as a reward. It is the Lord Christ you are serving.
Jer 32:38
They will be my people, and I will be their God. 39 I will give them singleness of heart and action, so that
they will always fear me for their own good and the good of their children after them.
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Spirit of the Squirrel
Why does this matter? Why is it so important?
In your area, what is already working ~ what is going well?
What specifically can we do more of, better or differently?
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Way of the Beaver
IN CONTROL OF ACHIEVING THE GOAL
1)
A playing field with clearly marked territory.
2)
Thoughts, feelings, needs, and dreams are
respected, listened to, and acted upon.
3)
Able but challenged.
The Way of the Beaver Fulfills God’s Plan for the Beaver
Eph 4:15
Instead, speaking the truth in love, we will in all things grow up into him who is the Head, that is, Christ. 16
From him the whole body, joined and held together by every supporting ligament, grows and builds itself up in love,
as each part does its work.
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Way of the Beaver
Why does this matter? Why is it so important?
In your area, what is already working ~ what is going well?
What specifically can we do more of, better or differently?
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
The Gift of the Goose
CHEERING OTHERS ON
1) Active or passive, congratulations must be TRUE.
2) No score, no game, and cheer the progress.
3) E = MC2 ~ Enthusiasm equals mission time cash and
congratulations.
The Gift of the Goose is God’s Gift We Give Each Other.
1Thes 5:11
1 Cor 12:26
Therefore encourage one another and build each other up, just as in fact you are doing.
If one part suffers, every part suffers with it; if one part is honored, every part rejoices with it .
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Gift of the Goose
Why does this matter? Why is it so important?
In your area, what is already working ~ what is going well?
What specifically can we do more of, better or differently?
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Putting it all together …
“You’re right, the Spirit of the Squirrel and the Way of the Beaver provide the spark. The Gift of
the Goose is like throwing gasoline on the spark.”
p. 134
“I was discovering that the secrets to being Gung Ho yourself were the same as they were for
organizations. …Andy and I may have talked about Gung Ho’ing the plant, but what we were
really doing was getting individuals Gung Ho about their own work.”
p. 120
People who set out to accomplish something that they believe is important and worthwhile—
that’s right work—need to make a contribution to the way that work is done—that’s right way.
Put those two together and you’ve got a mission. But the driving force behind people as they
pursue a true mission is a reason for doing the work. A need to be fulfilled. You reward people
by fulfilling those needs.
p. 137
How did it happen? How did people change? It was just like Andy said. Trust. Telling the
truth. Building self-esteem. Rewarding people who didn’t yank levers. Rewarding people who
shared information. Setting stretching goals. Living our values. Training, training, training,
and them more training. And not just on plant-related topics. A learning, growing mind is an
open mind, and we needed open minds.
p. 160
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Obstacle for managers…
First, team members had to be willing, even eager, to take on considerable extra responsibility.
People don’t do that without time to think. Lots of time. Pig commitment is never instant.
Second, managers had to give up the levers of control they’d worked a lifetime to get a hold of.
They’d suffered fifteen years or more to get a level to yank and now we were saying there was a
better way: Don’t yank the lever. …Believing there was a meaningful management role beyond
lever yanking required a stretch.
p. 121
Grandfather’s lessons may be simple, but they need time to settle in. You need to get some
sparks going before you fan the flames with the Gift of the Goose.
p. 135
Any manager has only so much cash for payroll, and when it runs out, that’s it. No personal
responsibility. But every manager has an unlimited supply of congratulations available. If they
come up short it’s their own fault…
p. 141
I now realize that high school physics texts are excellent management primers. Bodies at rest
have inertia. It requires extra energy to get them moving, but once going they have momentum.
If Andy’s three secrets were stones, I imagine each would be a different size for everyone, and
for every organization. Some would be harder to move than others—but once they were on the
move, watch out!
p. 158
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Einstein’s theory of motivation:
E = mc2
Enthusiasm equals Mission times Cash and Congratulations
Congratulations are simply an affirmation that who people are and what they do matter and that
they are making a valuable contribution toward achieving the shared mission—right work done
the right way. Spirit of the Squirrel, Way of the Beaver.
p. 139
Active and Passive congratulations TRUE:

T imely,

R esponsive,

U nconditional,

E nthusiastic.
The Gift of the Goose doesn’t have the impact unless the Spirit of the Squirrel and Way of the
Beaver are also present. Otherwise it would be like spreading fertilizer on rock. A few fast
sprouts where a little seed and soil meet in a crevice perhaps, but nothing worthwhile or
permanent.
p. 145
“Andy said congratulations could be placed on a continuum from left to right.
The further to the right congratulations were, the more effective they were.”
p. 146
Programmed -------------------------
---------------------- Spontaneous
Blanket --------------------------------
--------------------------- Individual
General --------------------------------
----------------------------- Specific
------------------------------ Unique
Traditional ----------------------------
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Gung Ho!
High Five!
WORTHWHILE
WORK
Providing Purpose
and Values
The One Minute Manager
Builds High Performing
Teams
Purpose and Values
Empowerment
Unleashing and
Developing Skills
Relationships and
Communications
IN CONTROL OF
ACHIEVING THE GOAL
Flexibility
Creating Team
Power
Optimal Performance
Recognition and
Appreciation
CHEERING EACH
OTHER ON
Keeping the Accent
on the Positive
Morale
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Keeping it Positive: The Enlightened Leadership Framework1
1. What is already working?
 What are our strengths?
 Why are we successful?
 Where do we agree?
2. What, specifically causes it to work?
3. What is our objective/goal/vision?
4. What would be the benefits to our customers, our
organization, our department, each other, me of reaching our
goal?
5. What specifically can we do more of, better or differently to
begin to move toward our goal?
 How will we do it?
 Who will do What by When?
 How will we measure it?
1
Based on concepts in: Enlightened Leadership: Getting to the Heart of Change, by Ed Oakley and Doug Krug.
Simon & Schuster, New York, 1991.
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Gung Ho!
Turn on the People in Any Organization
by Ken Blanchard and Sheldon Bowles
BOOK DISCUSSION
Evaluation-Feedback Form
8/14/2001
1.
How would you evaluate the course overall?
Excellent
2.
Good
Fair
Poor
Very Good
Good
Fair
Poor
Agree
Not Sure
Disagree
Strongly Disagree
Agree
Not Sure
Disagree
Strongly Disagree
Not Sure
Disagree
Strongly Disagree
3
2
Unacceptable
Instructor kept the program alive and interesting:
Strongly Agree
7.
Very Good
Audio/visual aids were used effectively:
Strongly Agree
6.
Poor
The content was clear and understandable:
Strongly Agree
5.
Fair
Usefulness of the handouts:
Excellent
4.
Good
Topics covered were relevant to your needs or concerns:
Excellent
3.
Very Good
Agree
Instructor’s subject knowledge was:
Outstanding
4
8.
Would you recommend this course to a team member?
Yes
No
9.
How could we improve this course for next time?
10.
What did you appreciate most about this class?
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