Management and Conscious Leadership

29/05/2017


"Successful problem solvers have a systemic orientation, focus on a visionary purpose, tolerate ambiguity, incorporate the participation of others, think creatively, and know how to handle subjective information." In contrast, 90 percent of people who have a responsibility to dissect problems analytically, we aim to correct mistakes, we reject ambiguity, we prefer to work in solitude, we emphasize mechanistic techniques and we use only objective data ... "

Gerald Nadler y Shozo Hibino, Breakthrough Thinking

Surely we all know that there are thousands of management recipes on leadership and team coordination skills, however, we usually find that most of these recipes are orientated to give technical and theoretical management information and forget to develop the person who should apply it. Problems do not persist because we do not know the theory of management. Hundreds of leadership schools, consultants, seminars and books take care of keeping us all perfectly informed and propose different tools. The problems persist because the tools alone are not enough to solve this challenge. Like any instrument, these tools need a conscious user to effectively apply them, adjusting management theory to the particular and concrete situation it faces. To do this we need to discover that conscious leadership and team coordination competencies are clearly sustained in the effectiveness of interpersonal relationships. Trust and a shared passion allow the group to grow and generate a collective intelligence that leads everyone to a higher stage.

Because ... What is the essence of leadership?

Obviously, there are multiple definitions, but perhaps we could agree on a synthesis like the following:

THE CAPACITY OF MANAGING, JOINING AND MAKING MORE CREATIVE THE CAPACITIES OF THE PEOPLE AROUND A COMMON GOAL.

And what is its basic element? Basic element and its support is SELFKNOWLEDGE and personal development, because we will not be able to generate changes in the organization and teams if we do not start by changing ourselves. Managers usually, at least a majority and with some degree of success sometimes, focus on RESULTS (HAVE) and ACTIONS (DO) to obtain these results, but we forget the BELIEFS and MENTAL MODELS that underlie on each Person (BE).

The fundamental proposal to advance in a conscious leadership focuses on working FIRST our BELIEFS, our values, as a first condition to generate more humanistic and cooperative ACTIONS /BEHAVIOURS that allow us in the medium term TO HAVE GOOD RESULTS and above all OF WHICH TO BE SUSTAINABLE in time.

And some attitudes that can help us to transit this are not always an easy road, but a really very rewarding are:

Try to be ECUANIME, INTEGRATED. The position I have in the organization makes what I say and do influence people, so I seek to take care of my words, my gestures and attitudes, combining EFFECTIVENESS with AFFECTIVENESS, concrete results with a style of human and sensitive management.

Try to convey CONFIDENCE. In this moment of complexity and uncertainty, I want to convey TRUST to people. FEAR paralyzes and blocks, so I encourage you to take risks and make decisions without fear of making mistakes. (Mistake as a learning).

Try to INNOVATE, to be Creative.

LISTEN to people, inquire into their points of view, consider them, take them into account and integrate them where possible into the common vision.