With the collaborative economy pushing businesses into the next phase of social business, executives must learn how to motivate, encourage and lead employees [and customers too] in a way that adds value to everyone involved in the collaborative work environment. Employees and customers are collaborating on products, services and content more than ever before. In preparation for the collaborative economy, consider what role do executives play in fostering a collaborative environment when employees and customers can receive what they need from each other?
"The physical element of storytelling, that which is connected to the body, differentiates storytelling from any other story based art-form or work. Our natural limitations bring us closer – where intimacy, truthfulness and kindness can thrive; the more amplification and magnification we add, the more we drift apart – clearing the way for corrections, masking and a need for ownership, a grip.
Every storyteller has tales of the physical in storytelling. I’m sharing two anecdotes I really like because they are both gentle and profound:"
A growing number of 'intrapreneurs' are trying to transform businesses from the inside. Maggie De Pree and Alexa Clay share tips for shifting the system (How does Gandhi's quote "Be the change you want to see in others" relate to #intrapreneurship?
Do you ever find yourself buried deep in a project, overwhelmed by the details, and not knowing where to go next? Or other times, when you are working with a team, do you walk away feeling like it was 3 parts drama and 1 part progress?
Leading others means dealing with a maelstrom of relationships implying an enormous amount of emotional management. As a leader, you are operating in settings rife with strife, which if left unresolved, can become a festering drag on an organization’s effectiveness. People who cannot forgive get stuck into a downward spiral of negativity, taking everyone around them with them.
Here’s a key challenge for HR. Imagine a manager in your organisation has had their budget for next year cut significantly and they’ve spent a considerable amount of time and effort restructuring their department and the work flow to ensure that none of their employees have to be let go. They’re very proud of the way they’ve met their organisational demands while protecting their team. But they are then shocked when employee reactions to their changes are extremely negative. What on earth happened?
By the middle managers obsession with constantly chasing efficiencies alone, there is little ‘slack’ for innovation and new learning. Their measurement is often based on this efficiency and effectiveness emphasis and not on generating innovation.
I’m drawing a line in the sand and proclaiming that leadership, as we know it today, will become extinct. Those who want to survive must transform themselves into mentors whose sole purpose is to breed success in those they lead.