Review by Kartar Diamond
Holding doctorates in philosophy and medicine, Dr. Stephen T. Chang is a respected scholar on Taoism. This book, published in 1988, is one of several outstanding works, where he teaches the Taoist approach to excellence in career, relationships and superior health. Dr. Chang is 90 years old in 2025.
With The Integral Management of Tao, we learn how the ancients used Taoist-inspired management skills in government, business, and family life. From “scars to stars” and from stress to success, he shows how timely and universal these Taoist principles continue to be.
In the Introduction, Dr. Chang lays out the nine different management styles, their pros and cons, taken from ancient books, such as works by Sage Kuei Ku, Yellow Stone Sage and Lao Tzu. We see these nine styles on display in current times with different corporations and governments. One could even pick a current News headline for each to demonstrate how predictably these management styles have been used or abused. The author also highlights the different “kingdoms” as levels of consciousness, which hints at the fact that different management styles will apply to different situations and personalities. What will be fascinating to those interested in Chinese metaphysics is how worldly topics, from households to corporate management, all have a certain commonality, opportunities for improvement, and spiritual growth.
In describing the seven levels of Humankind (a reflection of our consciousness), he pairs each with the seven types of government. This clearly lays out where we are currently on the planet and where we need to go, evolving further. The author points out the Yin and Yang polarity within each government type. For example, a government focused on laws and making certain things legal will have to deal with those actions deemed illegal. Defending human rights, by definition, reveals instances of inequality. For every action, there is a reaction, equal and opposite.
In laying out the “nine rules” of leadership, the list is full of wisdom and it conveys how the more one sacrifices, the greater the result and harkens to “as you sow, so shall you reap.” An ancient Chinese classic, titled The Book of History, described as a forerunner to the Constitution, shows how Yin and Yang are woven through governmental management styles, cause and effect, all totally relevant in present times. Think about an ancient text which states the obvious– that reducing the police force will naturally increase crime.
A government or a corporation’s ability to course-correct when a mistake has been made is also found in Yin and Yang “relativism.” Chang quotes Lao Tzu, “Unless the solution comes first, it is better not to invent.”
Chapter Three, titled The Tao of Eight Attitudes, embellishes the Eight Trigrams as different mindsets. If one is familiar with trigram symbolism used in other disciplines, like Feng Shui, it’s easy to grasp the interpretations provided. For example, the Qian trigram is described as “the attitude of Heaven.” As in the I-Ching (Book of Changes), Qian represents Heaven and as an extension of that: fatherly energy, power, authority, and abundance. Here we get an additional nuance to this trigram representing the spirit of never giving up and always seeking to improve oneself. This energy propels people to set goals. Truly successful people and historical icons often have grand goals, putting ordinary folks in awe or disbelief. No coincidence that the Qian trigram is related to power and authority across several metaphysical domains.
The description for each trigram provides a fresh perspective. With the “attitude of fire,” it is associated with the Li trigram. The yin and yang lines contained in the trigram add to their deeper meaning. I found the example he gave for the Li trigram a bit ironic, characterizing the creativity and passion of those who demonstrate Li trigram tendencies. We recognize that unconditional giving is a virtue, but for those on the receiving end of gifts and favors, they should not accept those gifts without providing something in return. Reciprocation elevates both parties in the balance of yin and yang.
The second part of the same chapter provides physical exercises to perform while facing one of the eight directions. If you feel a weakness in “attitude” described for one of the directions, you can extract restorative energy from that direction, similar to doing a yoga asana facing the morning sun. The postures and exercises also coincide with certain bodily function benefits.
With the Tao of Positioning, the author lists five factors which influence professional/work relationships, with strategies for becoming indispensable, at any level in the work environment. He also outlines situations and people who may unintentionally or intentionally block your advance, to include those who may be greedy, jealous, prone to blackmail, or those around focused so much on survival that the situation remains stuck in utter disorganization, with no chance for promotion.
One of my favorite sections is Chapter 5, the Tao of the Five Star System. As Chang writes, “Besides becoming a right person and acquiring a right position, a person must deal with the right people.” This ideal group effort, such as in the corporate world or the functions of a government, can also be explored through the divisions of the brain.
The ancient world of Chinese management also factored in not just left and right hemispheres, but upper and lower halves. The left side of the brain is noted as Yin, with Greater Yin (upper half) and Lesser Yin (lower half). Likewise, the right side of the brain is referred to as Greater Yang in the upper half and Lesser Yang in the lower half. It was known long ago that people behave with certain dominant portions of their brain functions, neurotransmitter circuitry, showing innate personality types, strengths, weaknesses and predictable best groupings of people according to Five Element Theory.
This brain dominant theory pairs nicely with the Ba Zhai and Feng Shui principles about East Group and West Group people according to birth year. The Five Elements (of the Five Star System) can be categorized, such as with one Table Chart shown for organs and bowels. As it is said in Chinese medicine, “organs produce emotions,” and that also dovetails into personality types.
Greater Yin relates to Water, with Lesser Yin attached to Metal. Lesser Yang is connected to Wood and Greater Yang, Fire. The fifth element, Earth, is noted as a Yin-Yang Balance. Not mentioned by the author, but perhaps Earth symbolizes the pineal or pituitary gland within the brain. Personalities in this instance are NOT derived from Year of Birth Trigram assignments we make in Feng Shui.
Rather, a personality type can be summed up based on observable features such as appearance, behavior, language (body and verbal), interests and existing health conditions. Of course, we can end up with combination types. For instance, if someone is generally regarded as a “Water Type,” we can conclude there are subsets such as: Water/Fire type, Water/Wood type, Water/Water type, etc. This gives way to twenty-five personality types.
In modern times, a manager may seek to find the perfect job for an employee applicant, based on a person’s education and experience. Yet within those positions, there can be a way to further perfect the right person for the right job. We can strive to have the right people working with each other, like a good marriage. It’s not uncommon for a Feng Shui specialist to be tasked with making recommendations in a commercial environment which will enhance productivity. Part of that equation is factoring in the birth data of the employees and placing people in certain locations and with select co-workers.
Chang highlights a few example job functions according to each of the Five Elements, such as Earth: jobs related to commerce, administration, production, and services. Whereas Wood: jobs related to planning, research, invention, staffing. Divisions within an organization can be called Five Element Departments or functions. When we understand how a system works, we can better appreciate the individual parts.
Not even close to being an expert on Chinese history and the various dynasties, I have simply read Joseph Needham-inspired authors who state that China was on track to be the world’s Number One Superpower, but certain events and circumstances caused them to retreat and isolate. No question, they are now trying to regain their momentum.
With the U.S. government there are three major departments: legislative, executive and judicial branches and they also have further subdivisions. They were conceived to respond to each other in a yin/yang fashion for balance when required. When people who work together complement and support each other, instead of dominating or antagonizing each other, these are the seeds to success and sustainability, well understood hundreds and even thousands of years ago.
In the chapters on The Tao of Psycho Dynamics and The Tao of Leadership, the author presents many stories from Chinese and Japanese culture, resources and examples of how people respond to each other and to their leaders. Great sages from the past have also theorized whether humans are inherently good or evil and how that often demonstrates itself in the workforce. As well, he has organized the character traits and the responsibilities of a great leader. Whether it is respecting the head of the household, the CEO of a company, or the ruler of a country, many of the same rules apply. Turns out, the ancients have known for a long time that humans are very predictable, motivated by the same carrot sticks that we see today.
He also tells a funny story about attempting to feed a banana to an elephant just to be nice. The elephant’s trainer rushes to stop him and explains how sabotaging and dangerous it would be to feed the animal without it being a reward for good behavior. This is in a section where Chang explains how a great leader will dole out appropriate levels of reward and praise or respond in proportion to bad behavior. This includes a very common “scheme” where subordinates say they will follow orders and then willfully don’t.
Another “scheme” of human nature is to claim that something is just beyond a person’s job description, even if they are capable of handling more. In current times, we also see this tragic choice made outside the workplace when a person decides to record an assault of another person, instead of putting down the phone to help stop the actual violence.
Another “scheme” which we also see on a regular basis, from individuals to governments, is the case where people complain and criticize, but do nothing to help resolve the problem. Some might even go as far as to undermine the one individual or leader who attempts to correct the problems, as the criticizers will then have nothing to complain about.
Chang lists 20 responsibilities of a great leader, to deal with all the workers, soldiers or statesmen under his/her command. Otherwise, the leader is incompetent and they take down the whole organization. Revelations of the “Auto-pen” is a modern-day example of the fabled Emperor Has No Clothes. When it comes to the Tao of Management, we get confirmation of how predictable people are, through the situations they create, making history repeat itself. Likewise, in the Esoteric Arts, we can make forecasts, with the obvious dynamics in play, statistically likely to manifest.
Each of the five main internal organs are related to emotions and mental states, giving way to Five Element Personalities. For example, if the liver is diseased, it can produce confused thinking. If the spleen-pancreas are diseased, it can produce excessive worrying. In chapter 8, The Tao of Complete Resolution, Chang covers different types of decisions required of a leader and a list of the types of information the leader needs in order to make the correct decision. To my surprise, some sources of information both inevitable and integral to holding a position of superiority, will come from special agents, paid informants, as well as the intentional manipulation of misinformed agents. In other words, these deceptive practices are not a departure from business as usual, but rather common.
Whether it’s the boardroom or the battlefield, knowing what your opponent is planning can guarantee victory. Chang continues to describe the hierarchy and advantage of each type of working relationship, using Five Element Theory. With this system, you can gauge who supports you, who dominates you, who is subordinate, who you will nurture and who is a compadre. The results from each type of relationship are predictable, and even more nuanced with shades of Yin and Yang.
For example, with a literal parent-child relationship, the parent’s role is to nurture the child. And yet, there is also an aspect which is controlling, where the parent is tasked to set boundaries and teach the child consequences. When a parent has a moderate amount of controlling energy and their own level of success, it can produce healthy, motivated offspring. But we also see when parents are extremely successful and very powerful in the world, their children often can’t integrate well the public and private image of their parent. It can be a set-up for the pressurized child to underachieve, create resentment and predictable rebellion. We see many examples of miserable Trust Fund babies and nepotism.
Chang describes three styles of decision making: Decision Making By a Group, Decision Making By a Leader, and Decision Making By a Brain Trust. And by definition, if leaders cannot make decision, they are not leaders to begin with. We have in our recent memory, that if candidate Kamala Harris’ run for President wasn’t doomed from the start, she sealed the deal in an interview when asked what she would do differently from Joe Biden’s administration. After hesitating to answer (mistake #1), she said, “nothing comes to mind,” (mistake #2). And mistake #3 was the unspoken implied satisfaction with her boss, who had very low approval ratings by that time. Whether or not a leader is “real,” we still have to see some effort or display of confidence, innovation, and conviction.
Chang paraphrases Lao Tzu from a passage about how having a physical body is what gets us into trouble much of the time. At the most primitive level, we act on what we need (Yang) and avoid what we do not (Yin). In the ideal order, it is the spiritual body that guides the mental body, which then informs the physical body, bringing the entire human body to peace. These are all indispensable unified parts, so it goes without saying that if a person is not healthy, they are less likely to make good decisions.
A leader has to also weigh short term vs. long term benefits, with both vision and patience to see the culmination of the correct decision made. The author reminds us of one of Lao Tzu’s famous quotes ending with “the journey of a thousand miles begins with a single step.” There is gold in this book, as much for the individual in their private life, as for the head of a corporation or any organization. I happen to be reading this book through the lens of Chinese metaphysics, mostly pointing out how the Tao of Management utilizes concepts such as Yin-Yang Theory and Five Element Theory to demonstrate a very different application of these principles.
In the chapter on intercommunication, the author also gives examples of how a leader can use the power of persuasion, a distinct skill set from convincing. Persuasion involves more emotions, while convincing involves more facts. He also gives examples of how differently we may interpret the same words or event, drawing us to conclusions not necessarily shared by others.
In the relationship between a boss and a subordinate, the subordinate needs to understand his or her boss really well in order to make the perfect pitch to them. It makes no sense for an employee or underling to present their findings or opinion in a way that covertly or openly shows a lack of respect or an air of superiority. This could anger the boss and make them even less receptive to any suggestions.
It’s one thing if a leader has a bunch of sycophants all around them and another thing when a leader wants alternative input from staff members. The author here shows a number of ways the subordinate can endear him or herself, as well as make suggestions in a non-threatening way. The subordinate can simultaneously showcase how loyal they are, including an understanding that they can keep secrets.
If the boss has a big ego or is even a textbook narcissist, there are clever ways in which to present ideas so that the boss either thinks the good ideas are his own or at least understands that he can safely claim they are his own, without being challenged.
It’s very funny how we all use language, sometimes apologizing in advance or creating an “escape route” for saving face. Consider the different energy behind the simple statements, “Would you like to go to a movie?” versus “You wouldn’t want to go to a movie, would you?” No one likes being given ultimatums and we all like to have a choice. Parents often use this tactic successfully when giving a small child the choice between two things that are both good options. “You can have eggs or cottage cheese and fruit for breakfast. Which do you prefer?” A win/win.
Early on in my own career, I worked with a business coach who helped me with advertising and I became familiar with a sales technique for persuasion called the “pain” statement. We see it everywhere, when the seller of some product or service gets under the skin of a prospective customer by reminding them about something that bothers them deeply, and how the seller has the perfect miracle cure for whatever is ailing the potential buyer. I resisted using this technique as it was too aggressive for my personality. I always prefer to give success examples and build confidence through other means. Some people are persuaded to buy a product if a famous person recommends it, while others want to see an endorsement by an individual with appropriate credentials.
It’s obviously good to know your audience, no matter what kind of authority or leadership role you represent. I was reminded of one of the very first Feng Shui classes I taught. Usually, there is a mix of people from various backgrounds, but what was drawing large numbers to classes at the time were the folks who wanted to use Feng Shui for increasing income as well as for romance.
At the end of the class, most people lingered to ask questions except for a small group of men who said nothing and left. I later found out that it was a group of “plainclothes” monks who attended my seminar. I felt foolish that I did not go around the room at the beginning and ask each person what they wanted to learn that night. I could have tailored my presentation also to the monks who didn’t care at all about money or sex. I could have set aside time to discuss how Feng Shui can be used to enhance one’s health and meditation. I would have been much more effective and relevant to the monks had I first “read the room.”
Without ever mentioning Feng Shui, Dr. Chang ends his book with a Tao of Management version of the Post-Heaven Sequence of the Luo Shu, sometimes called the Magic Square. In his illustration for each direction, he lists a half dozen attributes, along with a story about businesses experiencing heightened success and renewal when departments were placed in certain directions. These directions reflect the trigrams mentioned earlier in the book.
For example, “center” is reserved for the CEO or leader. In Feng Shui, we call the center “5 Yellow, the Emperor.” He assigns security and counselor to the direction of northwest, which happens to be the Qian trigram (authority, defense, power). He lists “Board of Directors” for the East, which is the Zhen trigram, known in Feng Shui as the “prince” or the eldest son, or Second in Command. With one more example, he lists “advertising” for the South direction. The Li trigram of South is associated in Feng Shui with “fame” or notoriety. Equally, in Nine Star Ki, the 9 Fire Star is symbolic of exposure and being in the spotlight which is actually the goal in marketing and advertising.
The author also includes a few therapeutic exercises, such as a series to relieve eye strain and another series for digestive problems, both of which can be triggered by stress-inducing circumstances so many professionals find themselves in.
Author: Kartar Diamond
Company: Feng Shui Solutions ®
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