In an increasingly complex, tech-driven,
diversifying, polarised, rapidly changing and challenging world of business,
there will be a growing need for organisations to master:
- HUMAN CONNECTION in the form of
small group conversations about big subjects* and leveraging a peer coaching
practice*
- RIGHT TO LEFT
PREPARATION where the required deadline and quality determine actions and
processes rather than conventional left-to-right planning. Organisations
use foresight, agility and project competence to pre-empt and handle new ethical
situations, business processes (recruiting, innovation, customer demand shifts
…) while simultaneously maintaining their levels of employee well-being to
avoid burnout, and maximize learning gains and a sense of purpose and
meaning
- LEVERAGING OUR STORY BRAINS (which incorporates imagery, symbol, metaphor and archetype) to operate at the cutting edges of sense-making, communication, scenario formation, spring-boarding change, forging connection and deftly steering their journey at the intersection of data, strategy and story. A recent article urging economists and others who work with data to become storytellers: www.washingtonpost.com
- SIMPLICITY, where wise
leadership role models the stewardship of clothing, food, water usage and
transport and leisure activities – for a more a sustainable lifestyle
- INTERFACE TRIGGERS. Business activities
that impact on communities (environmentally, socially, economically),
especially products, services and projects related to sustainability and good
corporate citizenship, are modernised so that strategies, decisions, actions
are not only informed by, but led by the affected communities
- CLICKS NOT BRICKS as we witness
more and more use of on-line services such as expanded home deliveries in many
markets, an upsurge in “gig-market” activity and freelancing of skills at all
levels, adoption of the informative, quick survey to poll opinion and ascertain
knowledge that informs action (both externally and internally)
- ADOPTING A CLUB MODEL Building a belonging (beyond diverse - equitable – inclusive), collaborating, and psychologically - safe workplace (where everyone belongs) that is steered by communal leadership http://www.humancapitalreview.org/content/default.asp?Article_ID=1638
- CULTURE
SCANNING. Leading organisations get to grips with a still-emerging competence, the
‘how?’ of shifting culture and sub cultures constructively within
organisations. This enables them to access and optimise the key drivers of
engagement and high performance culturescan.biz
- COMMUNICATING. The advance of the
Fourth Industrial Revolution (4IR) ushers in a growing need for a high tech/
high touch balance, which in turn calls for greater competence at building soft
skills, fast and comprehensive spread of information, and high levels of
conflict-management and communication expertise – internally and externally
(which includes highly tuned listening and “nonviolent” communication)
- LEARNING. Accelerated
learning of new, and polishing and adapting of existing mental models and
skills, are mastered by thriving organisations during the 4IR era
Culturescan processes
are designed to facilitate mastery of these fast-emerging business imperatives
being more than twice as
likely to learn from their peers as from their managers)
Mastery in the areas of organizational life outlined above will also contribute to improvement in wider society, which is so characterized by dictatorial, self-invested leaders in too many countries, by polarization on many levels and a decline in civility and respect. My hope is that the current surge in awareness of what needs fixing and what might be, becomes accompanied by mutually beneficial exchanges and connections at all levels. Exchanges of resources, wisdom, support and appreciation that lead us from separation to oneness. And where "trickle down" turns into a two-way cascade!
Human connection, simplicity, interface triggers, building belonging, communicating, learning – are all well met by Anita Sanchez’s powerful approach of four sacred gifts, guided by the Eagle Hoop Prophecy.
Within the indigenous Native American
Full Circle framework, she teaches the interconnected gifts of forgiving,
healing, unity and hope as the pathway to belonging, trust, respect, and wise,
nurturing leadership in all of organisational life – so needed in these
divided, fast-paced, challenging times.
actual Eagle Hoop
For me, this fits with the rainbow
metaphor and symbolism: the heralding of a new beginning as happens with
forgiveness, the one-ness of the colour spectrum, and the healing and hope that
follows periods of darkness.
It also applies to both the collective
and the individual, in an Ubuntu way. We all have a basic need to belong and be
connected – with self, family, community, nature, the web of life, the cosmos …
the part is in the whole and the whole in the part …. At the self-level we need
complete self-forgiveness, as we move towards healing and wholeness, reach
unity within (integration) and look forward with hope.
A CIRCLE EXPANDS FOREVER
It covers all who wish to hold hands
And its size depends on each other
It is a vision of solidarity
It turns outwards to interact with the
outside
And inward for self-critique
A circle expands forever
It is a vision of accountability
It grows as the other is moved to grow
A circle must have a centre
But a single dot does not make a Circle
One tree does not make a forest
A circle, a vision of cooperation,
mutuality and care (Oduyoye, M. 2001)
Anita: "The 27 indigenous
Elders from different traditions and I are honored to have these messages reach
your readers".
"There is a free song titled
"In Right Relations" that your readers can download for free
The song is created by The Koren Brothers and me holding many of the
messages in my book.
Best Anita"
An imperative in these times to build bridges not walls, and Anita Sanchez
certainly does that! She is authentic, humble, erudite, wise and gives
freely of her wisdom and passion.
Reference
Oduyoye, Mercy Amba (2001) The
Story of a Circle (Circle of Concerned African Women Theologians
No comments:
Post a Comment