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 Dear
Friends and Colleagues:
I recently had the opportunity to hear Meg Wheatley speak at
the National OD Network Conference. Meg is most well-known for
her book “Leadership and the New Science” and is a thought
leader in the field of leadership and organizational development.
In her talk, Meg shared her perspective on the current state of
the business environment. Since 9/11, a heightened level of fear
in our society has resulted in an increase in “command and
control” leadership in corporations. And although it has
always been present in business, she said there is a greater tendency
now to confuse speed with productivity and action with progress.
Participation and empowerment are seen as non-productive.
This disturbing trend has resulted in a markedly disillusioned
workforce. Meg quoted new research from the Gallup Organization
(see Links), that 16% of employees are actively disengaged (taking
steps to sabotage the company) and an additional 55% are disengaged,
that is, working in a job but not committed to the organization.
Meg said we have given up thinking and termed reflection, self-awareness,
participation in decision-making and learning from experience
“revolutionary acts” necessary for this time in history.
She stated “we are at a point of bifurcation that demands
generosity and compassion.”
Contrary to this trend, I recently completed a research study
in conjunction with a colleague on the behaviors and motivators
of the Level Five Leader profiled in Jim Collins’ book “Good
to Great.” We found in our study that these leaders see the
problem-solving process as extremely critical, and actively encourage
lively yet respectful debate among employees. They also exhibited
a great sense of concern for people. One participant talked about
the “sacredness of human beings.” I believe that the
superior problem solving process and evident concern for the welfare
of employees evidenced by these leaders are key factors that contribute
to better business decisions and loyalty in the workforce, and
ultimately, to their highly successful business results.
What myths are perpetuated in your workplace around leadership
effectiveness? How might we encourage debate on alternative viewpoints?
If you would like a copy of our study, write
to me and I’ll send it to you.
Best regards,
Lucia
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