WE-Centric Leaders - Leadership Derailers

“This new leadership is based on inclusivity, and this new breed of leader will no longer tolerate separateness and silos. They instinctively know that we do our best work when we feel connected, and thus they create ways for employees to interconnect and work synergistically. Organizations value and reward these leaders because they bring a new type of power and prosperity wherever they go. They create incredible positive changes in how work gets done, changes that shift energy in profound ways and draw out the talent and wisdom of their employees to create extraordinary business results. At the start of the 21st century, these new- style leaders are redefining the nature of organizations and are shifting the fabric of the workplace.”

This is an incredible article on the necessity of Leadership transformation. The article/study by Judith Glaser, May 14, 2008 can be found in its entirety at http://juditheglaser.blogspot.com/. We would encourage all in a position of leading people to read this fact filled article. Judith does a marvelous job touching so many of the topics which confront the leaders of organizations in today’s business environment. To give you a feel for what this dynamic process is all about just read another excerpt from her article:

“Old-style leadership suggests that a leader should have the answers and direct and guide the organization to solutions. Old-style leaders expect solutions to come from the top of the organization and be given to the employees for implementation. New-style leadership says that a leader doesn't have all the answers, and therefore needs to learn how to involve the entire organization in successfully coming up with the strategies for success. I call this new inclusive approach "We-Centric" Leadership.”

Happy reading….Until next time…

Managing a Corporate Cultural ‘Slide’

“Leaders and their management teams must be alert to — and willing to confront — early signs that the company’s internal culture is not consistent with how it used to be, or how the leadership thinks of it.”

This is an excerpt from an article in MIT Sloan Management Review appearing in an April, ’08 issue. The article – Managing a Corporate Cultural ‘Slide’ does a nice job of addressing the need for leaders within their companies to be ‘open’ and cognizant of what is going on around them. Although they mention consultants having to come in to perform radical change being a negative, it is sometimes necessary and not a bad idea to bring in an ‘outsider’ that has a different perspective and a ‘fresh’ set of eyes. Perhaps doing so early on will help prevent the necessity of correcting a situation gone awry. Again, it points to the necessity of keeping well grounded and establishing a truly open and welcoming environment within all levels of the company.
Enjoy the article and until next time….

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