DEAD vs LIFE Leadership

Dr Kathy Allen made many excellent points when I spoke to her about her work at the intersection of leadership, system change and innovation.

One point was that old paradigms get really ‘loud’ before they fall. I noticed that in 2008 with the last bank crash. Paradigm winners get really greedy as they try to exploit as much as possible before the collapse, because they know they’re not going to be able to keep extracting so ruthlessly for much longer.

I’ve noticed it this time as well. Disaster capitalism loves war and now pandemics because again, the crony politicians and greedy corporates have ruthlessly exploited the situation. There would be no wars if there was no profit. More and more research is being uncovered to show that our earlier ancestors didn’t engage in war until hierarchy and exploitation became the main drivers of colonialism.

This leads to another well-made point by Kathy.

People are often coming up with ‘types’ of leadership such as adaptive, transactional and transformational.

Business owners and managers are often taught them on institutional leadership programmes.

These ‘types’ reflect people’s personalities and/or they described what was happening at a certain time and place in history.

You usually find that ‘great’ leaders emerged from society to overcome the challenge that society was facing i.e., they were the right person, with the right skills and attitude, at the right time and place.

When that time passes, we then find there is another type of leadership required and invented.

Kathy suggested a new way of describing leadership.

How about describing the outcomes of traditional leadership such as polluting, exploitative, cronyism or, as Kathy described, leadership that ‘makes places unliveable’.

At the end of the day, leadership is leading to our demise or it is liberating and life affirming.

#leadership #leaders #regeneration #society #climatechange #socialjustice #sustainabilityleadership #sustainability #businessowners #change

Fascinating talk here: https://youtu.be/8-9fX2uX9hY

Developing Your Organisation’s DNA Profile

Developing a company’s DNA profile helps with many different aspects of running and scaling a successful business.

An entrepreneur might start a business because they spotted an opportunity in the marketplace and exploited it. That’s innovation.

The fact that the entrepreneur has been successful means that the universe has decided their venture was useful so kept the fledgling business alive. That’s evolution.

Everything has inherent meaning in the universe even if the entrepreneur didn’t know or care at that point. That changes.

To scale the business it becomes important to describe the business in a way that piques people’s interest and attracts a loyal following. The best way to do that is to educate, entertain and engage people, whilst they communicate to the world what they do, how they achieve their results and why it’s a good idea to be clients, collaborate with and serve this organisation.

In the post-recession world, people are also interested in knowing what the company’s philosophy is, what’s important to them in the way they do business and what the vision for the company in the future is.

The mission is the next big step the leader wants to achieve and doesn’t necessarily need to be communicated to the outside world because it will change over time. The mission is chunked down into the strategy, what will be produced, with performance goals (habitual behaviours) and achievement goals (milestones) along the way. One might never completely achieve the purpose, and that’s okay. It’s a legacy.

The challenge is that there is a lot of confusion about what each aspect actually is. If leaders or entrepreneurs don’t fully understand their organisation’s DNA, they will be running an operation that hasn’t fully tapped into the passion and potential of its people. This negatively affects its customers and the bottom line. It can also lead to a lot confusion in decision making. You can find your top talent spending time on less than optimum behaviours.

 

The benefits of spending time on creating your organisation’s DNA profile include:
• It creates a buzzEvolve's DNA profile
• Attracts the top talent
• Enhances your pitching process
• Boosts engagement
• Develops an effective culture
• Empowers people to make decisions
• Builds equity in the business
• Unleashes passion and unlocks potential
• Increases creativity and innovation
• Creates brand loyalty… and much more…