When it comes to change most leaders believe it is their responsibility to decide on a plan of action and then “sell” employees on the “rightness” of following their plan. Senior leaders huddle up, often with some outside “Expert”, and decide on a new direction. Once THEIR plans are complete they TELL the team and expect everyone to get on board.Seventy percent of the time this approach to change fails miserably. Lasting transformation within complex social systems cannot and should not be dictated from the top down or outside in. These authors progressively chip away at the old paradigms of positional power to a more humane systems that are both highly synchronized and highly decentralized.
Exploring alternatives to top down designs
Understanding the potential poison of positional power
Closing the gap between science fact and managerial mythology
In the past leadership has been described as an art. Today leadership is a science. The new fields of Neuroeconomics and Neuropsychology have pulled back the curtain on what really motivates us, dispelling long-held myths about the role of leadership and management. Benefiting from the amazing power of FMRI imaging we can now look into the decision-making mind for the real secrets to peak performance. Discoveries in the field of positive psychology and neuroscience have shown that this formula is actually backward: Happiness fuels success, not the other way around. When we are positive, our brains become more engaged, creative, motivated, energetic, resilient, and productive at work.”
Happiness is not some kind of giddy superficial mood making, but a “Rational Optimism” that pays back big dividends at virtually every age and in every profession. Children as young as four perform block stacking tasks 50% faster with just the slightest encouragement. Not only is productivity improved but positive doctors have been shown to have triple the creative flexibility as their more dour counterparts.
Spirituality is no longer defined by religious affiliation but an approach to life defined not by what we get, but by what we give. These are not new ideas and those who ignore their existence in the workplace do so at their own peril. When and where it is appropriate I help teams focus on universal principles that bring people together in common purpose energized by more meaning-full conversations. The balance of power is changing. Today and each day for the next 19 years 10,000 baby boomers will reach age 65. Succession planning is near the top of every organizational to do list, but what will leadership look like to a generation where meaning, purpose and contentedness are more important than money. “My religion consists of a humble admiration of the illimitable superior spirit who reveals himself in the slight details we are able to perceive with our frail and feeble mind.”
― Albert Einstein