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Leadership is about mission, communication
and results. To master management, you can coach yourself and your subordinates
to carefully use words to define missions and get results. Our interactive
workshops on leadership, team training, systemic coaching and relationship
management can help you.
Leadership
Within a larger frame of Missions and Visions,
day-to-day leadership is about survival, power, stability and success. Leadership is about
managing relationship systems within larger environments. Leadership is about
leading human systems - whether teams, families, businesses or countries.
Leadership can make or break any organized group of people.
Leadership at any level requires solving personal, professional
and technical problems, providing stability and developmental opportunities, assessing internal
and external conditions and planning for expected and unknown possibilities.
Effective learning requires continuous assessment. If this
assessment can be done by the learners, with a goal of learning better, this
avoids the detrimental judging, evaluating and comparing of people.
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Taken together, mission, vision, and assessment create an ecology, a set of
fundamental relationships forming the bedrock of real leadership. These
tools allow people, regardless of job title, to help shape their future.
Peter M Senge |
Leadership is a primary asset of an organization, and leadership
can be managed as you would manage any other key part of a human organization.
What leaders need to know
Most leaders face external pressures, such as demands for
performance, new regulations and ordinances, public concerns
about environmental and health issues. Safety requires ongoing attention to
these pressures, just as much as to
old equipment or outdated practices.
Leaders not only lead any reforms that might be implemented, but
also convince stakeholders that those changes are necessary - and seek funds to support innovation.
Leaders can leverage reform with systemic leadership, integrating individual
self-assessment with knowledge and organizational goals.
It is interesting to study the
qualities of leaders. We can study their characters, values, style, skills and behavior.
But if we attempt to copy their patterns, if we try to
copy behavior that is incongruent with your own values and identity, we will
likely fail.
Many people become competent managers, but fail as leaders.
As leaders, we should know:
- Why do you want to lead other people?
- What are your private thoughts about leadership?
- What are your private beliefs about
yourself as a leader?
- What are your private thoughts about the people who follow
you?
- What do you consider before initiating change?
- What do you do when you make a mistake?
- What do you when the unexpected happens?
Followers
A leader must have at least one follower. Leaders want at
least one other person to follow their example, instructions or advice. So we
also study followers. Why do most people prefer that other people make decisions
for them? What qualities set leaders apart?
Classical thinking uses cause-effect statistics to analyze
events in nature and organizations. Systemic thinking provides leaders with more
complete explanations of what is happening in their organizations. Leaders and
followers are both parts of human systems, and show systemic behavior.
[
Knowledge Management ] [ Merging
Organizational Cultures ]
Individual & Systemic Coaching
Culture affects behavior, performance and beliefs. Culture
legitimizes certain behaviors and rejects others. But as leaders
shape an organization's culture, the culture will also shape the leaders.
Building or rebuilding work environments are transition
periods for organizations. Leaders can dictate or guide organizations to
clearly articulate goals that all members are expected to work towards. Two fundamental
areas are individual and systemic coaching.
Individual
coaching increases specific knowledge and performance, following the choices
communicated by the leaders. This includes clarifying their standards and modeling those
standards as behavior. Systemic coaching help people understand abstract issues and anticipate
what will happen.
Archaic, Classical & Systemic Leadership
Systemic leadership cannot replace archaic or classical
leadership. Each offers complementary leadership tools for different types of
organizations.
- Archaic leadership is often useful for managing
remote, rural or
religious communities which seek the help of esoteric entities. Archaic
leadership skills are useful where weather and other environmental
factors create problems.
- Classical leadership is often useful when managing simple
organizations that are in equilibrium (or changing slowly) in stable
environments. Classical leadership skills are useful in predictable and
controllable situations.
- Systemic leadership is often useful when managing complex
organizations in changing environments. Systemic leadership skills are useful
in chaotic situations where there are strong pressures and ambiguous
objectives.
[ Systemic
Education ] [
Accelerated Learning ]
Don't Step in the Leadership!
How can systemic apply to leadership?
Systemic leadership provides an integrated approach to
relationship challenges. Systemic leaders understand the power and influence of
the environment on human systems. Systemic leaders improve and maintain human
systems by analysis, participation and expert modeling.
The principles of systemic leadership reveal ways to create
strategies to maintain and develop human systems. Systemic leadership includes
ways to assess opportunities and challenge appropriate people to take meaningful
roles. Systemic leadership includes inspiration, raising consciousness and
creating value in membership.
[ Systemic
Coaching ] [ Expert Modeling ]
Leading Systemic Change
Achieving systemic change is rarely quick nor
easy. Leading a complex human system requires adoption, adaptation and
management of all sub-systems, their boundaries and interfaces.
In any human system, specific interactions
between members may seem chaotic. However the overall flow and consequences can
be managed. Systemic leadership requires information about the skills and
attitudes of system members, which reflects their flexibility to cope with,
adapt to and learn from unexpected events and changes.
Leaders can use this information to serve the
most flexible yet fragile members of a system - the children. In this way,
leaders can affect true systemic change that leads to lasting and sustainable
development. Change plans that include the success of future
generations can inspire all members.
In their struggles to fulfill quotas and norms,
leaders may ignore sustainable long term development:
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the day-to-day fulfillment of the
long-term mission
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the values and beliefs that underlie
how members interact
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how
members interact with members of other systems
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maintaining flexible outcomes across
generations
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supporting the member's children's
creativity and flexibility
[
Systemic Education ]
Soul Leadership
Of the many types of leadership, soul leadership
may need the most strength, stamina and courage. It
requires that you befriend your emotions and your ego. If you can do
this, you cease to be limited by your history or your imagination, and
you can find courage to change the world.
Soul
leadership requires that you transcend your need for respect, dogma, success and
recognition. This may take you outside your comfort zone. You can learn the power of
achieving more than you dreamed - and the humility of being forever less
than what our planet needs. You will find your deepest joy and your deepest
despair. And you can find and fulfill your life mission.
If you practice soul leadership, you can become a role model
for leaders - without need for credit nor desire for applause. Your work becomes Soulwork.
See Soul Mentorship
Relationship Coaching ...
Systemic Coach Training ...
Your Next Step
Do you want leadership coaching or systemic coach training?
Do you want to coach individuals, partners and teams to resolve complex
problems and challenges? Contact us.
Copyright ©
Martyn Carruthers 2004, 2008 All rights reserved.
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