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'''Howard M. Guttman''' (January 17, 1951) is an American management consultant and founder of Guttman Development Strategies, a world-class consulting firm. Guttman is best known for his theories on corporate organizational hierarchies, positing that the traditional, top-down model of management is less effective than the horizontal, high-performance organization, where decisions are made by cross-functional teams with equal authority.
{{Use mdy dates|date=May 2011}}
{{Infobox person
|image=Howard guttman large800.jpg
|caption=Photo of Howard M. Guttman, by Jason Sheldon Photography
|birth_date={{birth date and age|1951|01|17}}
}}


⚫
'''Howard M. Guttman''' (born January 17, 1951) is an American management consultant and founder of Guttman Development Strategies, a consulting firm. Guttman is best known for his theories on corporate organizational hierarchies, positing that the traditional, top-down model of management is less effective than the horizontal, high-performance organization, where decisions are made by cross-functional teams with equal authority.
⚫
Guttman’s theories have garnered him a following in top-management circles, largely due to his books and work with leaders of multi-national corporations who have applied his ideas in day-to-day business operations. He also regularly addresses corporate and academic audiences.


⚫
Guttman's theories have garnered him a following in top-management circles, largely due to his books and work with leaders of multi-national corporations who have applied his ideas in day-to-day business operations. He also regularly addresses corporate and academic audiences.
==Professional Accomplishments==


== Career ==
After graduating from New Jersey’s [[Fairleigh Dickinson University]] in 1972 with a degree in history and education, Howard M. Guttman joined the [[New Jersey Historical Society]] as an associate in education, responsible for developing programs on New Jersey history and culture for teachers and students. After three years, he decided to matriculate in the master’s program at Case Western Reserve’s Mandel School of Applied Social Sciences<ref>http://msass.case.edu/</ref>. He received his M.S., with a focus on organization and community development, and returned to the New Jersey Historical Society as assistant director, responsible for State planning and Federal grant development. During his tenure at the society, Guttman authored 35 articles on New Jersey history. He also consulted with various organizations in the greater-New Jersey metropolitan area on issues related to management and organization development.
After graduating from New Jersey's [[Fairleigh Dickinson University]] in 1972 with a degree in history and education, Howard M. Guttman joined the [[New Jersey Historical Society]] as an associate in education, responsible for developing programs on New Jersey history and culture for teachers and students. After three years, he decided to matriculate in the master's program at Case Western Reserve's Mandel School of Applied Social Sciences.<ref>{{cite web|url=http://msass.case.edu/ |title=Mandel School of Applied Social Sciences: School of Social Work |publisher=Msass.case.edu |access-date=May 13, 2011}}</ref> He received his M.S., with a focus on organization and community development, and returned to the New Jersey Historical Society as assistant director, responsible for State planning and Federal grant development. During his tenure at the society, Guttman authored 35 articles on New Jersey history. He also consulted with various organizations in the greater-New Jersey metropolitan area on issues related to management and organization development.


Guttman’s interest in [[organization development]] consulting led him to apply for a position at [[Automatic Data Processing|Automatic Data Processing (ADP)]]. He joined the company as a management development specialist. At ADP, he deepened his knowledge of the fundamentals of organization development consulting. He was profoundly influenced by his mentor, Vice President of Human Resources Bernie Kessler, from whom he learned how an OD consultant can add significant value to an organization’s bottom line. He was promoted to senior OD consultant before leaving the company.
Guttman's interest in [[organization development]] consulting led him to apply for a position at [[Automatic Data Processing|Automatic Data Processing (ADP)]]. He joined the company as a management development specialist. At ADP, he deepened his knowledge of the fundamentals of organization development consulting. He was profoundly influenced by his mentor, Vice President of Human Resources Bernie Kessler, from whom he learned how an OD consultant can add significant value to an organization's bottom line. He was promoted to senior OD consultant before leaving the company.


In 1982, Guttman was hired as national manager of training and development for Johnson & Johnson's consumer products sector<ref>http://www.jnj.com/connect/healthcare-products/consumer/</ref>, where he continued to develop new organization development processes focusing on senior executive teams. When he left J&J in 1988, he had risen to the position of corporate director of human resources.
In 1982, Guttman was hired as national manager of training and development for Johnson & Johnson's consumer products sector,<ref>{{cite web |url=http://www.jnj.com/connect/healthcare-products/consumer/ |title=Consumer Health Products – Johnson & Johnson |publisher=Jnj.com |access-date=May 13, 2011 |archive-date=June 27, 2011 |archive-url=https://web.archive.org/web/20110627054912/http://www.jnj.com/connect/healthcare-products/consumer/ |url-status=dead }}</ref> where he continued to develop new organization development processes focusing on senior executive teams. When he left J&J in 1988, he had risen to the position of corporate director of human resources.


In 1989, Guttman founded Guttman Development Strategies (GDS) in his garage, based on his concept of horizontal, high-performance organizations, which was strongly influenced by the work of [[Peter Drucker]]. He now runs GDS out of a Mt. Arlington, N.J. office.
In 1989, Guttman founded Guttman Development Strategies (GDS), based on his concept of horizontal, high-performance organizations, which was strongly influenced by the work of [[Peter Drucker]]. He now runs GDS out of a Mt. Arlington, New Jersey, office.


GDS works with many senior executive teams, including that of Mars, Incorporated, which was the subject of a TIME magazine article<ref>TIME magazine, February 9, 2009</ref>.
GDS works with many senior executive teams, including that of Mars, Incorporated, which was the subject of a ''[[Time (magazine)|Time]]'' magazine article.<ref>''[[Time (magazine)|Time]]'', February 9, 2009.{{Failed verification|date=November 2022}}</ref>


Guttman’s work and ideas have led him to be named to Leadership Excellence magazine’s list of “Excellence 100 Top Thought Leaders”<ref>http://www.leaderexcel.com/best_100.html</ref>. Guttman’s writing and opinions are sought after by well-known publications and in a variety of forums. In 2004, he was asked to sit for an interview as part of Harvard Business Publishing’s “Results- Driven Manager” series<ref>http://staging.hbp.internetkeep.net/category/results-driven-manager-series</ref>. His article, “Are Your Global Team Members Miles Apart?” is included in ''Harvard Business Review'''s collection, "Managing Teams for High Performance."<ref>Newsletter Collection: Managing Teams for High Performance, Harvard Business Publishing, 2007</ref>. Guttman also frequently addresses corporate and academic audiences, such as [[The Conference Board]] and [[American Management Association|The American Management Association]].
Guttman's work and ideas have led him to be named to ''Leadership Excellence'' magazine's list of "Excellence 100 Top Thought Leaders".<ref>{{cite web |url=http://www.leaderexcel.com/best_100.html |title=Leadership Excellence |publisher=Leaderexcel.com |access-date=May 13, 2011 |archive-url=https://web.archive.org/web/20110501070837/http://www.leaderexcel.com/best_100.html |archive-date=May 1, 2011 |url-status=dead }}</ref> Guttman's writing and opinions are sought after by well-known publications and in a variety of forums. In 2004, he was asked to sit for an interview as part of Harvard Business Publishing's "Results- Driven Manager" series.<ref>{{cite web |last=Business |first=Harvard |url=http://staging.hbp.internetkeep.net/category/results-driven-manager-series |title=Results-Driven Manager Series – Harvard Business Press (staging) |publisher=Staging.hbp.internetkeep.net |access-date=May 13, 2011 |url-status=dead |archive-url=https://archive.today/20101204142540/http://staging.hbp.internetkeep.net/category/results-driven-manager-series |archive-date=December 4, 2010 |df=mdy-all }}</ref> His article, "Are Your Global Team Members Miles Apart?" is included in ''Harvard Business Review''{{'s}} collection, "Managing Teams for High Performance".<ref>Newsletter Collection: Managing Teams for High Performance, Harvard Business Publishing, 2007</ref> Guttman also frequently addresses corporate and academic audiences, such as [[the Conference Board]] and the [[American Management Association]].


Guttman is the author of ''Great Business Teams: Cracking the Code for Standout Performance''<ref>John Wiley, 2008</ref>, named one of the Top Business Books of 2008 by Soundview Executive Book Summaries.<ref>http://www.summary.com/summaries/2008-summaries/</ref> He is also the author of ''When Goliaths Clash: Managing Executive Conflict to Build a More Dynamic Organization'',<ref>AMACOM, 2003; Mt. Arlington Business Press 2008</ref> named by Soundview as one of the Top Business Books of 2003.
Guttman is the author of ''Great Business Teams: Cracking the Code for Standout Performance'',<ref>John Wiley, 2008</ref> named one of the top business books of 2008 by Soundview Executive Book Summaries.<ref>{{cite web|url=http://www.summary.com/summaries/2008-summaries/ |title=Soundview Executive Book Summaries: 2008 Summaries |publisher=Summary.com |access-date=May 13, 2011}}</ref> He is also the author of ''When Goliaths Clash: Managing Executive Conflict to Build a More Dynamic Organization'',<ref>AMACOM, 2003; Mt. Arlington Business Press 2008</ref> named by Soundview as one of the Top Business Books of 2003.


His third book, ''Coach Yourself to Win: 7 Steps to Breakthrough Performance on the Job and in Your Life''<ref>Mc-Graw-Hill, 2010</ref>, attempts to show individuals how they can apply Guttman’s executive coaching process to their everyday lives.
His third book, ''Coach Yourself to Win: 7 Steps to Breakthrough Performance on the Job and in Your Life'',<ref>Mc-Graw-Hill, 2010</ref> attempts to show individuals how they can apply Guttman's executive coaching process to their everyday lives.

⚫
== Basic ideas==


⚫
== Basic ideas ==
Several core ideas run through Guttman's consulting and writings:
Several core ideas run through Guttman's consulting and writings:


=== Horizontal, high-performance organizations ===
=== Horizontal, high-performance organizations ===
⚫
Howard Guttman argues that business organizations should abandon hierarchical models and move to what he terms the "horizontal, high-performance model". In this model, decisions are made by teams composed of personnel from different functions within the organization.


⚫
Guttman defines a high-performance team as a workgroup that has reached agreement in five key areas: strategy; operational goals; roles and responsibilities; protocols, or ground rules; and business relationships/interdependencies. In such groups, there should be no leader per se; rather "every member of every team is a leader", and each member holds the others accountable.
⚫
Howard Guttman argues that business organizations should abandon hierarchical models and move to what he terms the “horizontal, high-performance model.” In this model, decisions are made by teams composed of personnel from different functions within the organization.


⚫
=== Executive coaching ===
⚫
Guttman defines a high-performance team as a work-group that has reached agreement in five key areas: strategy; operational goals; roles and responsibilities; protocols, or ground rules; and business relationships/interdependencies. In such groups, there should be no leader per se; rather “every member of every team is a leader,” and each member holds the others accountable.
⚫
Guttman's executive coaching theories revolve around attempting to challenge behavior, not thoughts. He believes that a key factor in behavior change is the reframing of perceptions, which he refers to as "going-in stories". These stories make up the inner narrative that people tell themselves about why they behave as they do. Guttman suggests that to break through the barriers that have been holding them back, executives and individuals need to become conscious of their negative "going-in stories" and replace them with positive ones.


=== Essential management skills ===
⚫
===Executive coaching===
⚫
With its global reach and matrixed structure, the modern corporation is significantly different from that of the past. This new model, in which work is done primarily by cross-functional teams, requires a new set of skills, including influencing, active listening, and conflict management. In the horizontal organization that Guttman sees emerging, these skills, once thought to be at best peripheral, now are central to the achievement of superior individual, team, and organization performance.
⚫
Guttman’s executive coaching theories revolve around attempting to challenge behavior, not thoughts. He believes that a key factor in behavior change is the reframing of perceptions, which he refers to as “going-in stories.” These stories make up the inner narrative that people tell themselves about why they behave as they do. Guttman suggests that to break through the barriers that have been holding them back, executives and individuals need to become conscious of their negative “going-in stories” and replace them with positive ones.


===Essential management skills ===
=== Ideas in practice ===
⚫
A number of senior executives have offered written commentary on how they have put Guttman's ideas into practice in their organization. Guttman's quarterly e-newsletter, ''GDS Insights'', includes interviews with senior executives who explain how they have applied the concepts and the results they have achieved. Among them: Brian McNamara, chief executive officer, GlaxoSmithKline; Bob Gamgort, chairman and chief executive officer, Keurig Dr Pepper; Todd Lachman, president and CEO, [[Sovos Brands]]; and Charlie Jacobs, chief executive officer Delaware North's Boston Holdings and alternate governor Boston Bruins.<ref>{{Cite web |url=http://www.guttmandev.com/newsletter.shtml |title=Archived copy |access-date=December 20, 2010 |archive-date=December 20, 2010 |archive-url=https://web.archive.org/web/20101220104702/http://guttmandev.com/newsletter.shtml |url-status=dead }}</ref>
⚫
With its global reach and matrixed structure, the modern corporation is significantly different from that of the past. This new model, in which work is done primarily by cross-functional teams, requires a new set of skills, including influencing, active listening, and conflict management. In the horizontal organization that Guttman sees emerging, these skills, once thought to be at best peripheral, now are central to the achievement of superior individual, team, and organization performance.


⚫
Guttman Development Strategies' white paper, "Organization Development: Accelerating to High Performance Through Multi-Tier Alignments", includes three case studies, based on interviews with company leaders, which demonstrate the concepts in use in Mars, Inc.'s Latin American Division; Redken USA; and INTTRA, Inc.
===The Ideas in Practice===
⚫
A number of senior executives have offered written commentary on how they have put Guttman's ideas into practice in their organization. Guttman's quarterly e-newsletter, ''GDS Insights'', includes interviews with senior executives who explain how they have applied the concepts and the results they have achieved. Among them: Petros Kalkanis, managing director of consumer healthcare, J&J Russia; John Cowles, CEO, Touchstone Wireless; Paul Sturman, president, Wyeth Consumer Healthcare; and Thomas Craig Williams, Ph.D., vice president, global organizational effectiveness for Walmart's Global People Division.<ref>Archived interviews with these and other executives can be found at http://www.guttmandev.com/newsletter.shtml</ref>


⚫
== References ==
⚫
Guttman Development Strategies' White Paper, "Organization Development: Accelerating to High Performance Through Multi-Tier Alignments," includes three case studies, based on interviews with company leaders, which demonstrate the concepts in use in Mars, Inc.'s Latin American Division; Redken USA; and INTTRA, Inc.
⚫
<!--- See http://en.wikipedia.org/wiki/Wikipedia:Footnotes on how to create references using<ref></ref> tags which will then appear here automatically -->

⚫
== References==
⚫
<!--- See http://en.wikipedia.org/wiki/Wikipedia:Footnotes on how to create references using <ref></ref> tags which will then appear here automatically -->
{{Reflist}}
{{Reflist}}


=== Books by Howard M. Guttman ===
=== Books by Guttman ===
⚫
* {{cite book|last=Guttman|first=Howard M.|title=Coach Yourself to Win: 7 Steps to Breakthrough Performance on the Job and in Your Life|publisher=McGraw-Hill|location=New York, N.Y.|date=October 8, 2010|isbn=978-0-07-164034-3|url-access=registration|url=https://archive.org/details/isbn_9780071640343}}
⚫
* {{cite book |author=Guttman, Howard M. |title=Great Business Teams: Cracking the Code for Standout Performance |publisher=John Wiley & Sons |location=Hoboken, N.J. |year=2008 |isbn=978-0-470-12243-3 }}
⚫
* {{cite book |author=Guttman, Howard M. |title=When Goliaths Clash: Managing Executive Conflict to Build a More Dynamic Organization |publisher=American Management Association |location=New York, N.Y |year=2003 |isbn=0-8144-0749-8 }}
⚫
* {{cite book |author=Guttman, Howard M. |title=When Goliaths Clash: Managing Executive Conflict to Build a More Dynamic Organization (paperback) |publisher=Mt. Arlington Business Press |location=Mt. Arlington, N.J. |year=2008 |isbn=978-0-615-19868-2 }}


⚫
=== Articles by and interviews of Guttman ===
⚫
* {{cite book|last=Guttman|first=Howard M.|title=Coach Yourself to Win: 7 Steps to Breakthrough Performance on the Job and in Your Life|publisher=McGraw-Hill |location=New York, N.Y. |date=October 8, 2010|isbn=978-0-07-164034-3}}
⚫
* "Self-Development Through Self-Coaching", ''The Business Edge'', September 2010
⚫
* {{cite book |author=Guttman, Howard M. |title=Great Business Teams: Cracking the Code for Standout Performance |publisher=John Wiley & Sons |location=Hoboken, N.J. |year=2008 |pages= |isbn=978-0-470-12243-3 |oclc= |doi= |accessdate=}}
⚫
* "Transforming Mars Latin America", ''MWorld'', Summer 2010
⚫
* {{cite book |author=Guttman, Howard M. |title=When Goliaths Clash: Managing Executive Conflict to Build a More Dynamic Organization |publisher=American Management Association |location=New York, N.Y |year=2003 |pages= |isbn=0-8144-0749-8 |oclc= |doi= |accessdate=}}
⚫
* "Multi-Tier Alignment", ''Leadership Excellence'', February 2010
⚫
* {{cite book |author=Guttman, Howard M. |title=When Goliaths Clash: Managing Executive Conflict to Build a More Dynamic Organization (paperback) |publisher=Mt. Arlington Business Press |location=Mt. Arlington, N.J. |year=2008 |pages= |isbn=978-0-615-19868-2 |oclc= |doi= |accessdate=}}
⚫
* "Keep on Top in a Bottom Market", ''USA Today Magazine'', January 2010

⚫
* "A high-performance team: Identify, please", ''Directors & Boards'', Second Quarter 2009
⚫
=== Articles by and interviews of Howard M. Guttman ===
⚫
* "Conflict Management as a Core Competency for HR Professionals", ''People & Strategy'', May 2009

⚫
* "Interview with Howard M. Guttman", ''Effective Executive'', May 2009
⚫
* "Self-Development Through Self-Coaching," ''The Business Edge'', September 2010
⚫
* "Transforming Mars Latin America," ''MWorld'', Summer 2010
⚫
* "Multi-Tier Alignment," ''Leadership Excellence'', February 2010
⚫
* "Keep on Top in a Bottom Market," ''USA Today Magazine'', January 2010
⚫
* "A high-performance team: Identify, please," ''Directors & Boards'', Second Quarter 2009
⚫
* "Conflict Management as a Core Competency for HR Professionals," ''People & Strategy'', May 2009
⚫
* "Interview with Howard M. Guttman," ''Effective Executive'', May 2009
* "A Value-Added Vocation" by Nick Zubko, ''IndustryWeek'', December 1, 2008
* "A Value-Added Vocation" by Nick Zubko, ''IndustryWeek'', December 1, 2008
* "The Accountable Leader," ''Leader to Leader'', Fall/Winter 2008
* "The Accountable Leader", ''Leader to Leader'', Fall/Winter 2008
* "Think Horizontal," ''The Conference Board Review'', November/December 2008
* "Think Horizontal", ''The Conference Board Review'', November/December 2008
* "Horizontal Leadership," ''MWorld'', September 2008
* "Horizontal Leadership", ''MWorld'', September 2008
* "Take The Lead With A Coach," by John Yuva, ''Inside Supply Management'', August 2008
* "Take The Lead With A Coach", by John Yuva, ''Inside Supply Management'', August 2008
* "Focusing on Performance," by Cord Cooper, ''Investors Business Daily on Yahoo! Finance'', June 16, 2008
* "Focusing on Performance", by Cord Cooper, ''Investors Business Daily on Yahoo! Finance'', June 16, 2008
* "The New High-Performance Leader," ''Chief Executive'', January 2008
* "The New High-Performance Leader", ''Chief Executive'', January 2008
* "Teamwork and Empowerment" in "10 Quality Basics," ''Quality Progress'', June 2007
* "Teamwork and Empowerment" in "10 Quality Basics", ''Quality Progress'', June 2007
* "Thought Leaders Interview: Howard Guttman on When Goliaths Clash - Managing Executive Conflict to Build a More Dynamic Team," ''HR.com's Industry Gurus Newsletter'', March 5, 2007
* "Thought Leaders Interview: Howard Guttman on When Goliaths Clash – Managing Executive Conflict to Build a More Dynamic Team", ''HR.com's Industry Gurus Newsletter'', March 5, 2007
* "Lessons from the Hewlett-Packard Debacle," ''USA Today Magazine'', January 2007
* "Lessons from the Hewlett-Packard Debacle", ''USA Today Magazine'', January 2007

=== Guttman Development Strategies' white papers ===

* The New High-Performance Leader
* Building Horizontal Organizations
* Alignment for Top Performance: What It Is and How to Achieve It
* World-Class Coaching: What Does It Really Take?
* Organization Development: Accelerating to High Performance Through Multi-Tier Alignments


== External links ==
== External links ==
* [http://www.guttmandev.com Guttman Development Strategies Website]
* {{Official website |https://www.guttmandev.com/}}
* [http://www.greatbusinessteams.com Great Business Teams Website]
* [http://www.greatbusinessteams.com Great Business Teams website]
* [http://www.coachyourselftowin.com Coach Yourself to Win Interactive Website]
* [http://www.coachyourselftowin.com Coach Yourself to Win interactive website]





{{DEFAULTSORT:Guttman, Howard M.}}
[[Category:Business | Management consultants | Organization Development]]
[[Category:1951 births]]
[[Category:Living people]]
[[Category:American management consultants]]
[[Category:Fairleigh Dickinson University alumni]]

Latest revision as of 20:05, 22 August 2024

Howard M. Guttman
Photo of Howard M. Guttman, by Jason Sheldon Photography
Born (1951-01-17) January 17, 1951 (age 73)

Howard M. Guttman (born January 17, 1951) is an American management consultant and founder of Guttman Development Strategies, a consulting firm. Guttman is best known for his theories on corporate organizational hierarchies, positing that the traditional, top-down model of management is less effective than the horizontal, high-performance organization, where decisions are made by cross-functional teams with equal authority.

Guttman's theories have garnered him a following in top-management circles, largely due to his books and work with leaders of multi-national corporations who have applied his ideas in day-to-day business operations. He also regularly addresses corporate and academic audiences.

Career

[edit]

After graduating from New Jersey's Fairleigh Dickinson University in 1972 with a degree in history and education, Howard M. Guttman joined the New Jersey Historical Society as an associate in education, responsible for developing programs on New Jersey history and culture for teachers and students. After three years, he decided to matriculate in the master's program at Case Western Reserve's Mandel School of Applied Social Sciences.[1] He received his M.S., with a focus on organization and community development, and returned to the New Jersey Historical Society as assistant director, responsible for State planning and Federal grant development. During his tenure at the society, Guttman authored 35 articles on New Jersey history. He also consulted with various organizations in the greater-New Jersey metropolitan area on issues related to management and organization development.

Guttman's interest in organization development consulting led him to apply for a position at Automatic Data Processing (ADP). He joined the company as a management development specialist. At ADP, he deepened his knowledge of the fundamentals of organization development consulting. He was profoundly influenced by his mentor, Vice President of Human Resources Bernie Kessler, from whom he learned how an OD consultant can add significant value to an organization's bottom line. He was promoted to senior OD consultant before leaving the company.

In 1982, Guttman was hired as national manager of training and development for Johnson & Johnson's consumer products sector,[2] where he continued to develop new organization development processes focusing on senior executive teams. When he left J&J in 1988, he had risen to the position of corporate director of human resources.

In 1989, Guttman founded Guttman Development Strategies (GDS), based on his concept of horizontal, high-performance organizations, which was strongly influenced by the work of Peter Drucker. He now runs GDS out of a Mt. Arlington, New Jersey, office.

GDS works with many senior executive teams, including that of Mars, Incorporated, which was the subject of a Time magazine article.[3]

Guttman's work and ideas have led him to be named to Leadership Excellence magazine's list of "Excellence 100 Top Thought Leaders".[4] Guttman's writing and opinions are sought after by well-known publications and in a variety of forums. In 2004, he was asked to sit for an interview as part of Harvard Business Publishing's "Results- Driven Manager" series.[5] His article, "Are Your Global Team Members Miles Apart?" is included in Harvard Business Review's collection, "Managing Teams for High Performance".[6] Guttman also frequently addresses corporate and academic audiences, such as the Conference Board and the American Management Association.

Guttman is the author of Great Business Teams: Cracking the Code for Standout Performance,[7] named one of the top business books of 2008 by Soundview Executive Book Summaries.[8] He is also the author of When Goliaths Clash: Managing Executive Conflict to Build a More Dynamic Organization,[9] named by Soundview as one of the Top Business Books of 2003.

His third book, Coach Yourself to Win: 7 Steps to Breakthrough Performance on the Job and in Your Life,[10] attempts to show individuals how they can apply Guttman's executive coaching process to their everyday lives.

Basic ideas

[edit]

Several core ideas run through Guttman's consulting and writings:

Horizontal, high-performance organizations

[edit]

Howard Guttman argues that business organizations should abandon hierarchical models and move to what he terms the "horizontal, high-performance model". In this model, decisions are made by teams composed of personnel from different functions within the organization.

Guttman defines a high-performance team as a workgroup that has reached agreement in five key areas: strategy; operational goals; roles and responsibilities; protocols, or ground rules; and business relationships/interdependencies. In such groups, there should be no leader per se; rather "every member of every team is a leader", and each member holds the others accountable.

Executive coaching

[edit]

Guttman's executive coaching theories revolve around attempting to challenge behavior, not thoughts. He believes that a key factor in behavior change is the reframing of perceptions, which he refers to as "going-in stories". These stories make up the inner narrative that people tell themselves about why they behave as they do. Guttman suggests that to break through the barriers that have been holding them back, executives and individuals need to become conscious of their negative "going-in stories" and replace them with positive ones.

Essential management skills

[edit]

With its global reach and matrixed structure, the modern corporation is significantly different from that of the past. This new model, in which work is done primarily by cross-functional teams, requires a new set of skills, including influencing, active listening, and conflict management. In the horizontal organization that Guttman sees emerging, these skills, once thought to be at best peripheral, now are central to the achievement of superior individual, team, and organization performance.

Ideas in practice

[edit]

A number of senior executives have offered written commentary on how they have put Guttman's ideas into practice in their organization. Guttman's quarterly e-newsletter, GDS Insights, includes interviews with senior executives who explain how they have applied the concepts and the results they have achieved. Among them: Brian McNamara, chief executive officer, GlaxoSmithKline; Bob Gamgort, chairman and chief executive officer, Keurig Dr Pepper; Todd Lachman, president and CEO, Sovos Brands; and Charlie Jacobs, chief executive officer Delaware North's Boston Holdings and alternate governor Boston Bruins.[11]

Guttman Development Strategies' white paper, "Organization Development: Accelerating to High Performance Through Multi-Tier Alignments", includes three case studies, based on interviews with company leaders, which demonstrate the concepts in use in Mars, Inc.'s Latin American Division; Redken USA; and INTTRA, Inc.

References

[edit]
  1. ^ "Mandel School of Applied Social Sciences: School of Social Work". Msass.case.edu. Retrieved May 13, 2011.
  2. ^ "Consumer Health Products – Johnson & Johnson". Jnj.com. Archived from the original on June 27, 2011. Retrieved May 13, 2011.
  3. ^ Time, February 9, 2009.[failed verification]
  4. ^ "Leadership Excellence". Leaderexcel.com. Archived from the original on May 1, 2011. Retrieved May 13, 2011.
  5. ^ Business, Harvard. "Results-Driven Manager Series – Harvard Business Press (staging)". Staging.hbp.internetkeep.net. Archived from the original on December 4, 2010. Retrieved May 13, 2011. {{cite web}}: |last= has generic name (help)
  6. ^ Newsletter Collection: Managing Teams for High Performance, Harvard Business Publishing, 2007
  7. ^ John Wiley, 2008
  8. ^ "Soundview Executive Book Summaries: 2008 Summaries". Summary.com. Retrieved May 13, 2011.
  9. ^ AMACOM, 2003; Mt. Arlington Business Press 2008
  10. ^ Mc-Graw-Hill, 2010
  11. ^ "Archived copy". Archived from the original on December 20, 2010. Retrieved December 20, 2010.{{cite web}}: CS1 maint: archived copy as title (link)

Books by Guttman

[edit]

Articles by and interviews of Guttman

[edit]
  • "Self-Development Through Self-Coaching", The Business Edge, September 2010
  • "Transforming Mars Latin America", MWorld, Summer 2010
  • "Multi-Tier Alignment", Leadership Excellence, February 2010
  • "Keep on Top in a Bottom Market", USA Today Magazine, January 2010
  • "A high-performance team: Identify, please", Directors & Boards, Second Quarter 2009
  • "Conflict Management as a Core Competency for HR Professionals", People & Strategy, May 2009
  • "Interview with Howard M. Guttman", Effective Executive, May 2009
  • "A Value-Added Vocation" by Nick Zubko, IndustryWeek, December 1, 2008
  • "The Accountable Leader", Leader to Leader, Fall/Winter 2008
  • "Think Horizontal", The Conference Board Review, November/December 2008
  • "Horizontal Leadership", MWorld, September 2008
  • "Take The Lead With A Coach", by John Yuva, Inside Supply Management, August 2008
  • "Focusing on Performance", by Cord Cooper, Investors Business Daily on Yahoo! Finance, June 16, 2008
  • "The New High-Performance Leader", Chief Executive, January 2008
  • "Teamwork and Empowerment" in "10 Quality Basics", Quality Progress, June 2007
  • "Thought Leaders Interview: Howard Guttman on When Goliaths Clash – Managing Executive Conflict to Build a More Dynamic Team", HR.com's Industry Gurus Newsletter, March 5, 2007
  • "Lessons from the Hewlett-Packard Debacle", USA Today Magazine, January 2007
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