Postmodern Leadership and Organizations
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Postmodern Leadership and Organizations
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Let me please introduce myself: postmodern leadership and organizations

Let me please introduce myself: postmodern leadership and organizations | Postmodern Leadership and Organizations | Scoop.it

Increasingly, people are not happy with or in the current systems of daily life, work and organizations. What worked for us in the 20th century is no longer as effective in the 21st.  Our technology, our goals and our mindsets are no longer compatible with the methodsand beliefs of  the past. More than anything else, the internet, social media, and the accompanying networks among participants have led to the questioning of leaders, systems and organizations, be they governments, dictators or enterprises.

It is time to adapt our thinking about organizations and how they should be run. This is my attempt to make a small contribution to that change.

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THE ART OF CONVERSATION - Timeless, Timely Do’s and Don’ts from 1866

THE ART OF CONVERSATION - Timeless, Timely Do’s and Don’ts from 1866 | Postmodern Leadership and Organizations | Scoop.it
Susanne Ramharter's insight:

Karin Sebelin shows us that much of "old" wisdom still applies today, I partticularly agree with her summary of how NOT to engage in a conversation:

1.) The loud talker, who “silences a whole party by his sole power of lungs”
2.) The excessive life-sharer, whom you no doubt know well from your Facebook timeline
3.) The clever bore “takes up every idle speech, to show his wisdom at a cheap rate
4.) The indifferent or apathetic bore parades his inattentiveness in your face
5.) The lingering bore who overstays his welcome
6.) The hobby-riders, who sound like a broken record
7.) The Malaprops, with their special gift for choosing the least appropriate topics of conversation 
8.) The egoistical bore, who stifles with his vanity

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Heroic Leaders are outdated : From Hero to Host: Giving Up on Being "The Expert"

Heroic Leaders are outdated : From Hero to Host: Giving Up on Being "The Expert" | Postmodern Leadership and Organizations | Scoop.it

Our conventional concept of leaders as heros is no longer adequate and outdated. Developments in technology, media, and psychology as well as the sheer insumountable complexity of many problems facing businesses and communities today have been chipping away at the old models until they barely hold up any more.

An alternative is the idea of "leader as host" a host invites people for a gathering, is happy to see them, does whatever is possible to support and nurture them and holds them in great respect. A host listens to his guests, and profits from their diverse opinions and ideas. 

What a difference this would make in attitudes of both leaders and those led, now Host and Guests.

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If only the grownups could sit in here: Pupils learn how to 'fail well'

If only the grownups could sit in here: Pupils learn how to 'fail well' | Postmodern Leadership and Organizations | Scoop.it
A top girls' school is planning a "failure week" to teach pupils to embrace risk, build resilience and learn from their mistakes.

What a wonderful idea: teach people how to fail, and especially, how to deal with being 'wrong'.

This is something one should also do in organizations. Teach people (including the senior leadership) that:

1. not everyone who disagrees with you is automatically wrong

2. they may have all the facts and still disagree

3. that does not make the stupid

4. nor does it make them evil or bad.

 

 

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Get used to it: Millennials at Work: Styles and Preferences

Get used to it: Millennials at Work: Styles and Preferences | Postmodern Leadership and Organizations | Scoop.it

"The Business and Professional Women’s Foundation estimates that by 2025, 75% of the global workforce will be comprised of Millennials, meaning they’re very quickly becoming a force to be reckoned with."

 

This generation will not sit quietly at communal desks, do what they are told and still be loyal and grateful just to have a job. Their expectations and demands will be for transparency, flexibility and social aspects of speed, interconnectedness and fun. 

 

There will be change in the corporate world - the only questions is whether it will go smoothly and who will manage the transformation.

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Heroic Leadership: "How to manage like a North Korean despot"

For those who cling to the picture of the Leader as Hero, Manufacturing Weekly has some great tips taken from watching the now deceased Kim Jong-Il.

 

While most of them are simply funny, their consequences for the people of North Korea are not. ... Just as in any organization....

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From bureaucratic, divided, passive, and exhausted to productive, creative, autonomous, and happy company | Management Innovation eXchange

From bureaucratic, divided, passive, and exhausted to productive, creative, autonomous, and happy company | Management Innovation eXchange | Postmodern Leadership and Organizations | Scoop.it

The Management Innovation eXchange (MIX) is an open innovation project aimed at reinventing management for the 21st century.  


The story of Tokio Marine Nichido Systems is a wonderful example of the postmodern workplace. They managed to move from a bureaucratic, divided, passive, and exhausted to productive, creative, autonomous, and happy company which did very well in terms of profits!


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Can ROWE replace 9-to-5? ROWE at Best Buy's Corporate Offices

ROWE stands for Results-Only-Work-Environment and is used at the Best Buy Corporate Offices. ROWE means that employees have responsibilities and goals, which they must meet, but when they do so is up to them.  


By introducing ROWE, Best Buy has:

  • Increased productivity
  • Reduced voluntary employee turnover
  • Increased levels of engagement

It is truly refreshing to find examples of companies that are willing to try something so totally contrary to the established wisdom. How much more satisfying when they are happy with the results and see it work!

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One in four staff are constantly stressed: Half of employees blame workload for feeling anxious while managers say finance is their biggest concern 

One in four staff are constantly stressed: Half of employees blame workload for feeling anxious while managers say finance is their biggest concern  | Postmodern Leadership and Organizations | Scoop.it
Around 25 per cent of workers are in a near-constant state of stress, new research shows, while half of 1,000 senior managers surveyed said they were stressed all or most of the time.
Susanne Ramharter's insight:

Stress at work is nothing new. But, most of the time, alleviating measures deal with trying to un-stress the individual suffering from it.

 

Would it not be more effective to remove the causes?

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You cant fix what you won't admit is wrong: Old Dogs New Tricks and Crappy Newspaper Executives

You cant fix what you won't admit is wrong: Old Dogs New Tricks and Crappy Newspaper Executives | Postmodern Leadership and Organizations | Scoop.it

(Speaking notes for an address to the Canadian Journalism Foundation   Toronto, Canada, 2/16/2012

 

"You're gonna miss us when we're gone" is not a valid business model.

 

How true!  

 

Newspapers are one of those industries most clearly affected by the developments of Web 2.0, Social Media, etc. Their decline in readers and thus income as well as the number of papers going out of business are signs that cannot be overlooked.

 

Here, John Paton speaks about the industry, what has changed and what still needs to change for survival. He is direct, focused and ready to embrace changes. How refreshing.

 

Read the whole thing, it is worth it!

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If only: Leadership Success is No Longer Measured by Money or Power - Forbes

If only: Leadership Success is No Longer Measured by Money or Power - Forbes | Postmodern Leadership and Organizations | Scoop.it
What is leadership success? Is it money, promotions, happiness, raising a family, changing the world, or advancing your industry or community?

FORBES is predicting that neither money nor power will be the defining characteristics for leadership in the future - what an effect that would have on organizations. If managers' bonuses and perks are no longer one of the main signs of status, what effects will that have on priorities and goals? Will the currently dominating Gods of shareholder value have to realign themselves as one among many, such as value for society, for customers, for employees?

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AntiActa Petition for EU Parliament members

AntiActa Petition for EU Parliament members | Postmodern Leadership and Organizations | Scoop.it
A new global treaty could allow corporations to police what we do on the Internet. Last week we successfully pushed back the US censorship bills -- if we act now, we can get the EU Parliament to bury this new threat -- add your voice now!

 

Protest doesn't any get easier than this - you just need to sign!

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Occupy Your Company: Three Leadership Lessons from Zuccotti Park

Occupy Your Company: Three Leadership Lessons from Zuccotti Park | Postmodern Leadership and Organizations | Scoop.it
The Occupy Wall Street protesters have taught us a number of critical lessons about mobilizing movements that leaders -- whether business, political, or non-profit -- should bear in mind.

 

Whether you agree with Occupy Wallstreet and their basic ideology or not, it was fascinating to see how dedicated such a self organized movement can be. There are aspects of the movement that are very relevant to our organizations today. While none of these are new (these basics have been part of management trainings for decades) there has seldom been so explicit a sample of what can happen when the principles are applied. Daniel Dworking names 3 in this very worthwhile article:

 

1. Balance consensus with decree.  When people have had input into a decision, they are much more likely to support it.

 

2. Inspire through emotion, support through community.  "There is no "business case" that motivates people to sacrifice and give of themselves so passionately. To mobilize movements, participants have to be emotionally connected to the work at hand. There must be a force bigger than profits or prestige that calls them forward. And to sustain that momentum in the face of the challenges that confront any group, there needs to be a sense of togetherness that binds individuals to one another."

 

3. Power off and tune in. Personal, face-to-face interactions are still the best way to create and maintain trusting relationships.

 

So, when you next consider employee engagement, regardless of how you view their goals, the methods used/invented by Occuppy Wallstreet show the forces that can be activated if done wisely.

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A Joyous Christmas Wish to All

A Joyous Christmas Wish to All | Postmodern Leadership and Organizations | Scoop.it
Wishing a joyous Christmas and Health, Peace and Happiness in the new Year...
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Gary Hamel channels Shakespeare: First, Let's Fire All the Managers

Gary Hamel channels Shakespeare: First, Let's Fire All the Managers | Postmodern Leadership and Organizations | Scoop.it
RT @HarvardBiz - First, Let's Fire All the Managers - http://t.co/Q7uXEY9b A very interesting study in self-organization of ~400 employees...

Gary Hamel has some very reasonable arguments for firing managers, at least the ones aho adhere to the command and control methods of the early 20th century.

Worth a read!

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