Enough ‘do what I say, not what I do’!
Enough ‘we aspire to be a centre of excellence’ bla bla bla but we don’t put our heart and money to it!
Enough old potions in new bottles!
Enough 20th century management in 21st century networked leaders’ age!
LEADERS, IT’S TIME TO INNOVATE!
I realise starting this year with a rant may not be the most appropriate debut in a new year full of exciting opportunities.
But somehow I’ve just had enough of…
- Managers who don’t understand what it is to be a leader, or even better: an innovative leader (requires registration) – and good news: there are different types of leaders, so you can just take your pick)
- Managers who don’t aspire to empower their staff and transform them into leaders (don’t forget empathy folks!)
- Managers who don’t understand anything about complexity or won’t do anything about it
- Hearing about managing a change process with a beginning and an end in the net-work / net- age, when new opportunities turn up at every quarter and should be seized rather than ‘business planned and change processed’ and so on… It’s about facilitating positive change, not managing a/one change process
- Hearing so much talk about innovation, only to be instrumentalised as convenient organisational chart re-ordering, territorial pissings and sacking unorthodox staff, without changing the way people and groups of people effectively innovate – instead of seizing all opportunities that present themselves
- Seeing so much of the ‘old way of doing business’, in closed doors and preferably among the old boys’ network usual suspects, getting in the way of leveraging various energies and a genuinely collective purpose and preventing bringing our personal learning networks into the company’s conversations
- Hearing companies treat their employees as ‘capital’, just like they would buildings and money. WE -THE PEOPLE- ARE THE COMPANIES! If you want to innovate, start with us all, from us all, for us all!
- Seeing such an immense gap between what companies aim to achieve – and say they will – and the little genuine innovation and safe-fail space they effectively allow their staff to play with – something which matters when we are looking at scaling up innovation.
Leaders, if you want to innovate, do it properly! Start with your staff’s ideas; consider their connections and their networks; see them as the DNA of the company – one that keeps reforming and offering opportunities; allow people to try things out / reflect / report / reframe and reinforce their initiatives; open your circle, heart, mind and soul; and: lead the way, pave the way for all the leaders-to-be that you say your company holds but that your actions implicitly deny…
There are various examples out there. This is just one more way to open up:
The ball is in your court, and the clock is ticking. Dinosaurs go extinct, so in front of that swimming pool of change, risk, unfamiliarity and innovation, your precious company has to just dive or die. The choice is yours, and a lot of people are ready to help!
Related blog posts:
- Managing or facilitating change, not just a question of words
- Top people in bottom up times
- We need more / better communication! But not from me…
- I WANT (YOU) TO CHANGE! Yes but how?
- Channelling energy: how do we realise, transform and accomplish ourselves?