A leadership that took, in founder Howard Schultz’s words, “love, humanity and humility and placed it against a performance driven organization”.
In other words, Howard and his team were more human, and yet, created a profit-making machine and a worldwide brand.
What were the guiding principles that put them in such a great place?
Bestselling author Joseph Michelli, who had already written one bestseller about Starbucks (“The Starbucks Experience“), took a deep look and has revealed his take in his great new book “Leading the Starbucks Way: 5 Principles for Connecting with Your Customers, Your Products, and Your People”.
I had the opportunity to chat with Joseph recently about the book, the principles, and the concepts of more human leadership, and I’m very pleased to be able to share that entire conversation with you on the media player below.
I think it would be well worth your time to give it a listen, because there are some wonderful nuggets in there that I know would be helpful to any aspiring more human leader.
Here are some examples:
- How did Starbucks leadership solve the apparent conflict of being more human, and yet so performance driven?
- How did they create successful incentive plans that didn’t involve paying money?
- What were the key ways in which Starbucks built a deep “reservoir of trust” with their stakeholders and employees?
- Why sticking to principles is so important, even in the face of naysayers and critique.
- Why is it so important that baristas shake their iced tea drinks exactly 10 times?
- How does Starbucks channel our “inner geeks” to build more loyalty?
Thanks Joseph for taking the time to speak with me, and to my readers, click play below and enjoy! (for e-mail readers, there is also a link below)