The following are a set of notes resulting from a Seed Project conversation and subsequent elaboration around ideas of leadership in the context of Emerging Leader Labs--and by extension the larger contexts of "old" and "new" cultural paradigms we would seek to bridge.
Premise: Old-style leadership is a command-and-control affair. Rigid formal structure, concentrated authority, thorough constraint by protocol, clear punishment/reward systems, narrow focus of agenda and objective, addressed toward problems/threats, characterized by conflict, fond of sacrifice.
Inquiry: Can we go beyond compromise, to reach coherence? A greater transpersonal whole which demands no subjugation from its constituents--save that of the possessive identity/ego complex?
Generative Paradox: What does it mean to lead from a place of surrender?
- open stewardship: Self-guidance through identity and belonging instead of ownership. Leading by example--not imposition. Be the change...but first, be changed. Transparent process and accounting.
response-ability: capacity for adaptation and creative response to changing conditions. Being present, aware, affirmative and engaging, leading with confi-dance as an enthusiastic improv artist
- generosity: consistent gifting, sharing, and acknowledgement with participants and stakeholders in the spirit of "greater sum through currency and connection"
- fortitude: infectious courage, commitment, and resilience in dismantling the spectres difficulty and doubt
What does a leader "look like" - on paper, and in action?
dimensions of accomplishment - how do we demonstrate and communicate merit?
qualitative vibrance / charisma - stories of effective performance
capacity for invitation - how ably are people / assets enlisted?
nurturing the common vision - evocative stewardship
commitment to feasibility - there is a way!!
commitment to play - it's going to be fun!!
deference and distributiveness
decisiveness + sophistication
peace in motion / dance
axes of facilitation / attention:
assertive vs. receptive
imagination vs. analysis
holistic vs. specific
permission v. consensus
variance v. coherence
agility vs. persistence
What are the "anti-patterns" - corrosive personal / cultural inheritances to acknowledge and release?
low-capacity reductive/reactive conversation
structural bias toward hierarchies
myth of "objectivity"
problem "solving" orientation
rigid contractual agreement
homogeneity of substrate
Game the Shift!
We begin as individuals within organizations who agree to agile "phase change" reactions and experimentation, learning and monitoring as we develop systemic awareness as a social organism, at which (theoretical/idealized!!) point "leadership" becomes moot and all assets, all intentions, all degrees of freedom are synchronously inter-actualized.