The article emphasizes a necessary paradigm shift in leadership and collaboration, advocating for a more inclusive, community-focused approach over traditional patriarchal models. It introduces Transformative Social Systems (TSS), emphasizing skills like co-creation and deep listening. The authors call for democratic, collective leadership development that transcends individualism and encourages cooperation for tackling contemporary challenges effectively.
Tag Archives: leadership
Emergence vs. Structure: A Collective Reflection
A collective reflection from GoFish! CollectiveBy Joanna Staniszewska with Katrin Shaw, François Knuchel, and Brett Sadler In a recent GoFish! Collective conversation, we didn’t set out to discuss time. But like many important things, the topic emerged on its own — uninvited but necessary. We found ourselves sitting inside a shared tension: calendars that overflow,ContinueContinue reading “Emergence vs. Structure: A Collective Reflection”
How to develop future Leaders:
Leaders and organizations encounter challenges in today’s fast-changing world. The need for new leadership skills to adapt to volatile, uncertain, complex, and ambiguous environments is urgent. Developing leadership capabilities for a broad range of employees is crucial, but traditional education pathways may not meet current demands. New methods for delivering education, such as the Personal Learning Cloud (PLC), provide customizable and effective options. However, there is a call for more emphasis on social, embodied, holistic, scaffolded, and dynamic learning experiences to prepare leaders for the complexities of today’s world.
Distributed leadership in practice
The case study examines a creative agency facing high turnover, stressed management, and disengaged employees. After implementing distributed leadership, where teams set their own targets and make their own decisions, the company saw reduced turnover, lower sick days, improved client satisfaction, and increased revenue and profitability.
Embracing Complexity in Organisations
In today’s increasingly complex world, traditional leadership models struggle to address the challenges brought forth by VUCA (Volatility, Uncertainty, Complexity, Ambiguity). The current hierarchical management methods are counter-productive, exacerbating the challenges of VUCA. To thrive in this environment, organizations and individuals must develop VUCA skills, embrace rich interconnectivity, and cultivate adaptive leadership.
Get started with self-management
Companies that prioritize employee happiness and trust see increased success. Taking a self-management approach and focusing on Maslow’s Hierarchy of Needs can lead to improved motivation and financial stability. By giving employees autonomy and addressing their basic needs, organizations can foster engagement and productivity. Encouraging innovation and change can further enhance teamwork and performance.
From Force to Flow
The blog post emphasizes the shift from traditional to modern thinking, advocating for empowerment over control in leadership. It promotes self-managing teams and autonomy, urging leaders to embrace change for 21st-century success. The author encourages readers to join the Reinventing Work movement, promoting organizational evolution and empowerment.
Stress Cleanse Your Workplace
Stress in the workplace is most often due to difference between reality and expectations. Leaders can reduce stress by being authentic and valuing individuality. Creating a low-pressure environment helps to produce a “flow” state, which increases individual and team performance.
The Emerging Role of the CVO
CEOs are facing challenges as the future becomes more uncertain due to rapid technological change and shifting workforce dynamics. The Chief Visionary Officer (CVO) role emerges to provide a broad-picture vision, empowering employees to adapt and take ownership. Embracing this approach, CEOs must prioritize values and standards over operational details to stay competitive.
How to improve your talent retention and attraction: what employees want
This post discusses employee turnover and offers advice for improving talent retention. It covers red flags to avoid in the workplace, green flags to look for, and key questions to ask employees. Emphasizing the importance of autonomy, clear goals, and support, it suggests treating employees like adults and focusing on engagement to retain talent effectively.
What makes a brave leader?
Brave leaders support their team with transparency, trust, and empowerment, allowing them to align with the organization’s purpose and make decisions. This nurturing environment encourages learning through experimentation and tolerance of failure. Leaders also provide the necessary resources and technology for effective communication and decision-making.
What makes a great company culture?
Listening is the most important inter-relational skill to make a great organisational culture. It creates psychological safety for people to speak up. Practices like circle meetings and the consent process facilitate open communication and decision-making. Leaders are called to prioritize listening and collaboration to address barriers and implement changes. Starting conversations with “why” and engaging in open dialogue can uncover shared purpose and facilitate innovation.
Lean, Agile, Teal …. how does sociocracy fit in?
The sociocratic approach emphasizes human-centeredness and forming communities where everyone’s voice is respected. While technically about governance, decision-making, and distributed leadership, sociocracy mirrors the focus on human development central to other methodologies like Lean and Agile. However, the digital future presents a mechanistic approach – contrasting with the organic, emergent thinking of sociocracy. Despite this, sociocracy contributes to a vision of workplaces as collaborative environments of self-development, learning, and joy. Therefore, diversity of methods should coexist, providing balanced ingredients toward creating human-first workplaces.
Treat your people like human beings, not human resources
Genuine connections are vital in all relationships, fostering respect, trust, and consideration. A unified purpose and humane treatment of employees are crucial for business success. Understanding and investing in employee development, offering flexibility, and trusting their abilities are key to retaining talent and accommodating future workforce needs, ultimately leading to a thriving work environment.
Is Hierarchy Toxic?
The discussion on hierarchy in organizations is contentious, with some emphasizing its necessity for order while others decry its negative impact. Despite its potential for toxic power dynamics, hierarchy itself is not inherently harmful. A reimagined approach, exemplified by grassroots neighborhood parliaments, highlights hierarchy’s potential as a bridging tool for empowered decision-making and community service.
GoFish! Collective 