Relevance of John Wooden’s Pyramid of Success in today’s business environment
The Wooden’s Pyramid of Success is extensively applicable in all key areas of the business environment. For instance, when the business is training and retraining employees some traits have to be inculcated to form the basis of corporate culture. As such, the model stipulates such traits as the cooperation, loyalty and team spirit among other values for the effective workforce which is outline as the pillars of success according to Wooden as discussed by Nyerges (2014). Consequently, this will facilitate the business to be competitive and deliver on the market demands owing to the efficient team spirit that translates to high productivity. Similarly, in the instances of hiring it is prudent for the human resource to employ the same values to attain maximum results from the process. Finally, the Pyramid of Success can be applied in the evaluation of the work performance in the workplace through determination of the worker's skills that is core in the success of an organization as indicated by Biro (2001). Thereby, the model is adequately relevant in the business today for extemporary performance in all the departments in a business environment.
Leadership style about John Wooden's Pyramid of Success
According to this model, confidence is a key ingredient in success as observed by Nyerges (2014). Similarly, a leader is required to be confident so as to instill authority among the subjects. Secondly, the initiative is championed by the model as a significant component in the Pyramid of Success as explained by Voight (2014). As such, the leader should exhibit dynamism to make an impact in the organization or department that he or she is entrusted with. Lastly, the model advocates for team building spirit, friendliness, and cooperation that are key to achieving goals and objectives in the business through deliberations. Impliedly, the above traits closely define the participative leadership style that factors in the inputs of the subordinates staff in the welfare of the organization. Likewise, the values discussed by the model are also in line with the consultative leadership style that combines the aspects of democracy and initiative so as to reach the target objectives of the organization as discussed by In Khoury and In Khoury (2014). Thus, the pyramid recognizes the importance of the subordinate and the management staff inputs in running the affairs of the business organization. Analysis of John Wooden’s Pyramid of Success
The model has several strengths in the field of business which makes it quite useful and applicable. More particularly, it advocates for the unselfishness to attain greater success as analyzed by Kornspan (2009). Moreover, the prototype indicates that involvement of all the stakeholders through cooperation is pertinent value in achieving the organization goals which is in line with the leadership theories. Additionally, it underscores the essence of alertness in determining the skills that are in great need so as improve the performance of the workers. Thereby, the alertness will maximize the performance appraisal and management as discussed by Nyerges (2014). Also, the model recognizes the influence of character in the long-term success of the business since it wins the customer loyalty that in turn promotes repeated sales. Evidently, despite the fact that the model was based basketball game, it has boundlessly versatility and numerous applications in areas of the business settings such as marketing, leadership and recruitment among other facets and types of organizations as noted by Biro (2001).
However, as in other similar concepts, the model is not without drawbacks that include the resistance to change during the early stages of adoption. Thereby, the workforce will experience decrease the enthusiasms that are a core trait of success in the John Wooden’s Pyramid of Success model if the change is not effectively administered as observed by Myerson, Bichard and Erlich (2010). Also, the model adoption will largely curtail the creativity of the organization management due to the overreliance in the pyramid especially where the model is entirely duplicated. Similarly, the success of the model in the basketball might not be equally translated in the business that might lead to the drafting of over ambitious strategic plan.
New Pyramid of Success model.
Pyramid of Success in Sales
At the base of the pyramid, the human resource department is involved in the recruitment of the shortlisted employees who are subsequently subjected to probation. Eventually, the successful recruits are continually subjected to team spirit to maximize performance. Additionally, the sales team performance is evaluated through appraisal and management so as to determine the capability and to aid in training the poorly performing members. Notably, the team spirit trait spans throughout the period since sales team performance can be bettered through activations that ultimately sales are adequately increased.
Step-by-step strategy using the Pyramid of Success in Sales
If an organization is faced with a crisis or embarks on attaining strategic goals in an organization, the Pyramid of Success in Sales can easily be adopted to handle such needs. Firstly, the immediate step is to select a team from the organization and subject it to recruitment. After that, probation is used to ensure that those with talent are among the team to achieve optimum success in the targeted objectives. Besides, the team has to be induced with team building techniques throughout the project period so as to ensure that their motivation is maintained, and plan is speeded up.
More importantly, the team leaders must be able to determine the contribution of the team members through appraisal and performance management as observed by Tapamoy (2008). Accordingly, the highly performing members are rewarded while those with inadequate skills are trained to maximize their output in the project as well as employment of various methodologies to instill team spirit. Eventually, the organization achieves the stipulated objectives in the plans and projects.
Biro, B. D. (2001). Beyond success: The 15 secrets of effective leadership and life based on legendary coach John Wooden's pyramid of success. New York: Berkley.
In Khoury, G. C., & In Khoury, M. C. (2014). Cases of management and organizational behavior in an Arab context.
Kornspan, A. S. (2009). Fundamentals of sport and exercise psychology. Champaign, IL: Human Kinetics.
Myerson, J., Bichard, J.-A., & Erlich, A. (2010). New demographics, new workspace: Office design for the changing workforce. Farnham, Surrey, England: Gower.
Nyerges, C. (2014). How to survive anywhere: A guide for urban, suburban, rural, and wilderness environments.
Tapamoy, D. (2008). Performance appraisal and management: Concepts, antecedents and implications.
Voight, M. (2014). The sports leadership playbook: Principles and techniques for coaches and captains.