Joseph (Joe) Paul Torre was born July 18, 1940 in Brooklyn, N.Y. and “followed in his older brother Frank’s footsteps and signed with the Atlanta Braves out of high school” (N.D) in 1960. One year later in 1961 he finished second in the National League Rookie of the Year balloting and even garnered a few National League Most Valuable Player votes after hitting .278 with 10 homers and 42 RBI as the Braves regular catcher. In 1971 while playing for the St. Louis Cardinals he transitioned from catcher to third base and led the NL with 230 hits to go with a .363 batting average, 24 home runs and 137 RBI. For these accomplishments he was named the league’s Most Valuable Player. In 18 big league seasons he batted .297, totaled 2,342 hits and
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“Leaders are being Affiliative when they focus on the emotional needs of employees even over work goals, and are masters at building relationships” (Goleman, p65). Joe Torre exemplified this masterfully when during the 1999 World Series “he ably tended to his players’ psyches, as they endured the emotional pressure from the pennant race” (Chris, 2015). By opening up to his players about personal issues, such as his own battle with prostate cancer and his feelings about his brother who was waiting for a heart transplant; ultimately led to an increased level of trust amongst the player’s where they genuinely cared about each other. “Torre is no softy: He’s firm with reprimands when needed” (Goleman, p63). In addition to his affiliative style of leadership he also provided constructive criticism to his player’s in a truthful and honest manner which was highly receptive. According to Goleman, Joe Torre was a visionary leader that constantly let his players “know whether their work was furthering the team’s goals” (Goleman, p67). His ability to entwine these two leadership styles led him to be an exceptionally effective and successful …show more content…
It’s about preparation, courage, understanding and nurturing your people and heart. Winning is the result” (2006, August 20). I believe that if CEO’s were to adapt Joe Torre’s management techniques it would lead to happier employees and therefore, more successful organizations. Too often we hear about employees being disengaged at work. Unhappy workers have a tendency to be unproductive workers. If corporate leaders are able to comprehend and nurture their employees with their heart this would eventually lead to an engaged workforce, increased productivity and better company results. Joe Torre was a successful leader because he “knew how to build trust, commitment, and loyalty with his players” (Stallard, 2015). He never wavered in his resolve to having his player’s backs whenever they experienced declines in their performance or personal lives. Former Yankees superstar Paul O’Neill commented about Torre: “Joe doesn’t put added pressure on you or act differently toward you because you’re not hitting well or playing well. Players pick up on these things” (Stallard, 2015). Joe would always tell his players “I remember what you did for me. I remember what you did for this organization” (Stallard, 2015). His affiliative leadership style was evidenced in the fact that he would always put his players ahead of strategy. He was an exceptional leader who got the best out of each and every player
“Leaders are being Affiliative when they focus on the emotional needs of employees even over work goals, and are masters at building relationships” (Goleman, p65). Joe Torre exemplified this masterfully when during the 1999 World Series “he ably tended to his players’ psyches, as they endured the emotional pressure from the pennant race” (Chris, 2015). By opening up to his players about personal issues, such as his own battle with prostate cancer and his feelings about his brother who was waiting for a heart transplant; ultimately led to an increased level of trust amongst the player’s where they genuinely cared about each other. “Torre is no softy: He’s firm with reprimands when needed” (Goleman, p63). In addition to his affiliative style of leadership he also provided constructive criticism to his player’s in a truthful and honest manner which was highly receptive. According to Goleman, Joe Torre was a visionary leader that constantly let his players “know whether their work was furthering the team’s goals” (Goleman, p67). His ability to entwine these two leadership styles led him to be an exceptionally effective and successful …show more content…
It’s about preparation, courage, understanding and nurturing your people and heart. Winning is the result” (2006, August 20). I believe that if CEO’s were to adapt Joe Torre’s management techniques it would lead to happier employees and therefore, more successful organizations. Too often we hear about employees being disengaged at work. Unhappy workers have a tendency to be unproductive workers. If corporate leaders are able to comprehend and nurture their employees with their heart this would eventually lead to an engaged workforce, increased productivity and better company results. Joe Torre was a successful leader because he “knew how to build trust, commitment, and loyalty with his players” (Stallard, 2015). He never wavered in his resolve to having his player’s backs whenever they experienced declines in their performance or personal lives. Former Yankees superstar Paul O’Neill commented about Torre: “Joe doesn’t put added pressure on you or act differently toward you because you’re not hitting well or playing well. Players pick up on these things” (Stallard, 2015). Joe would always tell his players “I remember what you did for me. I remember what you did for this organization” (Stallard, 2015). His affiliative leadership style was evidenced in the fact that he would always put his players ahead of strategy. He was an exceptional leader who got the best out of each and every player