Walton’s philosophy is based on the belief that employees are not just workers, but indispensable partners in the company’s success. As the main pillars of his approach, he emphasizes empowerment, respect for the individual, promotion of open communication, investment in people’s development and sharing of successes. By trusting his employees and treating them as partners, Walton created a culture of collaboration, accountability and mutual respect that has taken Walmart to unprecedented heights.

As Walton advocates, positive leadership involves experiencing, modeling, and purposefully reinforcing positive emotions within the organization. Positive leaders align employee development with business results and promote high levels of self-confidence, optimism and personal integrity in their teams.

A key aspect of effective leadership that Walton emphasizes is the importance of empathy and understanding. Recognizing that everyone has the same basic needs, including the desire to feel valued and respected, he encouraged managers to put themselves in the shoes of employees. By inspiring employees’ personal ambition and motivation, managers can inspire employees to exceed expectations and contribute passionately to the company’s goals. Walton cautioned against managing through fear or coercion, which can be counterproductive, and emphasized that true leadership involves leading a team, not bullying. He fosters a positive culture where pleasant interactions, personal recognition, a genuine interest in the lives of colleagues and regular expressions of appreciation are the norm. In addition, Walton emphasizes the importance of active listening as an essential skill for effective leadership. He recognizes the valuable insight that comes from truly listening to employees’ ideas, concerns and feedback. By actively listening and encouraging dialogue, leaders can create a culture of trust and collaboration where employees feel valued and empowered to contribute their best.

Walton’s note also emphasized the importance of involving employees in the decision-making process and recognizing their contributions. By asking for their input and recognizing their success, managers can foster a sense of ownership and engagement in their teams, thereby driving collective performance and innovation.

As we reflect on Walton’s timeless principles, we realize that his philosophy of trusting others as partners transcends generations and remains relevant in today’s rapidly changing business environment. In a world where employee engagement, retention, and organizational culture are key success factors, adopting Walton’s approach can serve as a blueprint for building a thriving, people-first organization.

In essence, Walton’s legacy reminds us that the true essence of leadership is the empowerment, respect, and trust of individuals as partners toward shared success. As we navigate the complexities of modern leadership, let’s heed his wisdom and strive to create a workplace where everyone feels valued, respected and empowered to reach their full potential.

Hastings says that every manager needs to understand that there are a lot of people who can come off as more impressive than they really are if you spend enough time with them in interviews. He recommends using interviews as a “narrowing process” to narrow down the people who pique your interest.

So take the time to check their references. Hastings says it’s worth checking a reference candidate’s resume, keeping in mind that these people know they’re on the list and may be willing to help, so they may not be ready to talk to you.