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New World Leadership

I believe it’s time that organizational leaders take a long hard look in the mirror and consider these questions: Why should anyone want to come to work for this organization? What are we all about? What is great about becoming part of our team? These are hard questions that need meaningful answers. “Because we give them a paycheque” is no longer an adequate response! To remain competitive, to attract the best talent, to build effective employee engagement, organizations must change. Survival in the 21st century’s business world, which is more holistic than mechanistic, more knowledge driven than task driven, more spiritually fed than ever before, organizations must change how they work. Same old same old is, quite simply, a recipe for failure.

New World Leadership at its roots is quite simple: Organizations must have a compelling purpose that matters. They must provide more than just a place to work. They must connect employees to something bigger than the bottom line. Leaders must be open and transparent: Use conscious dialogue. Expect the best of everyone. Build authentic relationships. Provide an environment where responsible self-management can flourish.

Simple, right? But if it’s so simple, why don’t more organizations use New World Leadership as their focus and business model? I suspect that there are many leaders who are not ready to give up their control and their power – of their organization or over “their” people. The few at the top like their position, their title and authority grant them in the old mechanistic business model. However, I believe that, as the power continues to shift from the employer to the employee in today’s labour-shortage knowledge-based economy, organizations of every size in every industry will need to adopt New World Leadership just simply to remain competitive. The old mechanistic approach won’t work for them, because people won’t work for those who use command-and-control management approaches.

People everywhere are yearning for a better place – a better way – to work than was available to their parents and grandparents. They want to contribute and feel valued in a genuine, meaningful and authentic way. They care about the planet, their environment and the lighter side of life. They are spiritual in a way that is unique to this newest group entering the workforce. They expect balance and sincerity grounded in real-life experiences. These younger workers are ready for New World Leadership. Are you ready to live it? (Excerpt from the book “Leadership for a New World, The Organic Approach to Employee Engagement)

Leadership for a New World

Key Elements that guide our HR Philosophy

Identify a Compelling Purpose that has deep rooted meaning and that can be lived every day regardless of the changing environment. (aligns with Chapter 2)
Align acts, deeds and decision making to the Values (aligns with Chapter 3)
Share the Leadership Role often and allow people to move in and out of leadership. (aligns with Chapter 4)
Have authentic, candid relationships with team members (aligns with Chapter 5)
Be conscious and in the moment when communicating; the other party deserves your focus and commitment (aligns with chapter 6)
Seek Personal Development that stretches and challenges your inner being (aligns with chapter 7)
Stay true to the organization’s core while exercising responsible self-management (aligns with Chapter 8)
Connect to the larger community while understanding our interconnectedness and impact on others. (aligns with Chapter 9)
Know that everything changes every second of every minute of every day…don’t despair. Out of chaos and change comes new life. (aligns with Chapter 9)