"Workstyle" raised several interesting questions. Is workstyle really a trend, or is it merely new trappings added to what has always been the way good managers get the job done? Is it a fad? Can it be a steadfast characteristic of the culture of an organization that survives leadership changes?
As a longtime practitioner of workstyle, I believe the basic principles are as old as leaders and organizations. They will always be of great value, perhaps more effective in bad times than good. Such frills as beer busts, company gyms, and Outward Bound trips may suffer budget cuts, but gut motivators such as mutual trust, respect, freedom, team play, open communication, and results-sharing are not expensive and always work. An organization imbued with these values can often survive and reject a poor leader.