Leadership

Leadership

exit left authoritarian father figure

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John Batelle notes that many of the thousands of people who were fired from or have left Twitter after Musk’s purchase of the company were women. He provides links to the profiles of 17 of these women.

“Twitter was probably the most intentionally open, accommodating, and thoughtful work culture the Valley has ever produced at scale. And it’s not a coincidence that a healthy percentage of Twitter’s senior executives were women. Nor is it a coincidence that nearly all of them have left. I started keeping a list of the extraordinary women I worked with over the past few years who have recently departed the company. And just for posterity, and perhaps for you all to add to, I present it here. Think about all the men cheering on Elon’s ‘Hardcore’ philosophy, who agree with him that the people below, and countless others, are unnecessary. Read through these names, click on their profiles, and ponder the roles they played in the nuanced ecosystem Twitter once was.” —John Batelle 2022-11-28

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revisiting self-determination theory

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Self-determination theory states that there are three universal human drivers — autonomy, competence, and relatedness. We need some control over our lives, we want to be good at something, and we want to feel that we can relate to other people. These three drivers are what make us do what we do. Skills are just one aspect of being engaged at work. Even highly competent skilled workers can be disengaged or aimless.

One effect of the network era, and its pervasive digital connections, is that networks are replacing or subverting more traditional hierarchies. Three aspects of this effect are — access to almost unlimited information, the ability for almost anyone to self-publish, and limitless opportunities for ridiculously easy group-forming.

Clay Shirky discussed this third aspect in Here Comes Everybody (2008).

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an agile sensemaking framework

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Agile sensemaking could be described as how we make sense of complex challenges by interacting with others and sharing knowledge. More diverse and open knowledge flows enable more rapid sensemaking. I discussed the idea of agile sensemaking in 2018 and later created a sensemaking model (framework). This week on Twitter [yes, it’s still there], Ismael Peña-López shared how the framework resonates for him.

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leadership in chaos

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In our wake up call I wrote in mid-2020 that complexity and chaos are the new normal as climate change drives more crises our way — pandemics, refugees, environmental disasters, and the overall degradation of our environment. To prepare for chaos, we need people who can act. Identify these people and give them experiments or skunk-works to play with. We will need leaders who can also deal with complexity. They will have to be constantly experimenting and probing their ecosystems. Organizations who are serious about surviving any ‘post-covid’ normal will have to take a hard look at their leadership and management structures. The time to change is now, not when the next crisis strikes.

By early 2021 I identified our crisis in network leadership and asked how many organizational leaders today are in the same situation as the inadequate officers in the Canadian Army who were unfit for post-invasion reality in June 1944. By the end of August of that year, two brigade commanders and five commanding officers had been removed as they were deemed unsuitable for leadership.

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set an example or leave the building

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Leadership by example has been a continuous theme here.

2008 — Wrong Medium, No Message — You have to understand what it’s like to be a node in a social network and that there is almost nothing like it in the industrial workplace or school system to prepare you for this. The basic premise is that you have to walk the talk before you can criticize.

2009 — Communities and Work — The role of online community manager is fast becoming a hot job opportunity for people who not only understand the technologies but how to exert influence in a network. It’s like pushing a rope. Leadership by example (or modelling instead of shaping) is a good starting point.

2013 — leadership by example — Perhaps the problem is the nature of leadership. Is it a skill that can be fairly quickly developed, or rather a craft that takes time to develop? When it comes to crafts, that require much time and practice, modelling may be a better method than shaping.

2014 — leadership for the network era — In our networked world, modelling behaviours may be a better strategy than shaping on any pre-defined curriculum. With modelling, the learner is progressively supported. In connected leadership, people can be both teachers and learners. Therefore neither training programs, nor coaching, are enough. Leadership by example becomes the key.

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managing to lead in complexity

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The military is beginning to understand that some of its leadership practices need to change as its challenges increase in complexity. Future warfare will increasingly move toward the complex domain.

“Complex contexts cannot be solved; they can only be managed. In a context with variables and relationships that are constantly shifting, leaders are unable to assess the situation and apply the appropriate solution. Instead, they must begin by intentionally probing the environment and conducting small, experimental actions to generate insights they can then analyze for patterns.” —Modern War Institute at West Point 2022-06-15

Major Heloise Goodley, UK army chief of general staff’s research fellow at Chatham House, says that new skills are needed for the modern, machine-augmented battlefield.

“The proliferation of automation and artificial intelligence has not decreased the requirement for a human component in war, but it is changing the decision making and cognitive skills required of those soldiers. The army needs soldiers who have the intellectual and psychological aptitude to work in an increasingly automated operational environment, the very computer skills Generation Z have become derided for.” —The Independent 2019-01-05

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dare to un-lead

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In Dare to Un-lead: The art of relational leadership in a fragmented world Céline Schillinger shares her personal experiences in several work environments and connects this to a framework of liberté, égalité, and fraternité. For example, Céline discusses her time as the Head of Quality Innovation & Engagement at Sanofi Pasteur and the creation of the Break Dengue global community to fight dengue fever. The book refers to a wide variety of management theorists and organizational development professionals who advocate for more freedom in the workplace.

A movement toward more liberty, equality, and fraternity at work starts, as we have seen, with an individual distancing themselves from a dominant model — one inherited from the past, which has become restrictive and counterproductive — with others eventually electing to do the same. At the beginning, there is personal risk-taking and a sense of both refusal and encouragement, even if this sense only takes the form of a voice in the change-agent’s head telling them “no”, partly in disgust at what is, partly in disbelief at what might be, partly in recognition of the rules and norms that constrain them. In The Rebel, an examination of the development of revolutionary thought, Albert Camus wrote, “I rebel, therefore we exist.” That phrase could sum up the essence of this book.

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“a profound failure of ethical action”

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Jon Parsons has researched the ethical implications of the pandemic since it was declared by the WHO.

I initially thought that the pandemic, while obviously a serious crisis and heralding an era of disruption, was an opportunity for positive change, a moment people would step up, come together, and enact values of collective care … But all that stopped, and quicker than I would have imagined. Issues came up to do with financial support for workers. Forms of racism and stigma emerged, aimed at specific communities and related to the borders. With global shortages of personal protective equipment, there was a tendency toward forms of nationalism.

By the end of 2020 and the beginning of 2021, it became clear what was happening was a profound failure of ethical action. I can think of no greater ethical wrong that has been so obviously committed in such a short period of time in living memory in this country … For example, recent protests have many people questioning what is happening in Canada. As I argue, this is just a symptom of the underlying pathology and a direct consequence of the failure of ethical action.

Such a failure also raises serious questions about challenges coming in the future, such as the capacity to deal with the consequences of climate change or to authentically engage in a project of reconciliation. Given how Canada responded to the pandemic, it is difficult to imagine this country could adequately rise to such challenges. —Covid-19 Ethics in Canada

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strategic doing through agile sensemaking

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Cormac Russell has developed Asset-based Community Development (ABCD) which I see as a complementary model for Strategic Doing, especially Skill #3 — Identify the assets at your disposal, including the hidden ones. Cormac recently shared a thread on Twitter.

Here are a few paradoxes I’ve noticed at play in the dynamics between institutions & communities:

  1. The institutional paradox: Institutions are hardest to reach when you need or want them most. And most difficult to shake off when you need or want them least.
  2. Where there’s a danger that achieving the institutional mission will jeopardise the organisation’s future: Antibodies will be produced to kill off all such progressive efforts. Their prime directive: the institution’s survival matters more than fulfilling its mission.
  3. Past a particular scale or intensity, institutions will become counterproductive: producing the opposite of their stated intention, e.g. stupefying schools; crime producing prisons. (Illich)
  4. Bureaucracies following an iron rule: those who wish to elevate, support, & practically resource community alternatives will always be junior/subordinate to those who want to feature their professional & institutional capacities above citizens and the communities they serve.
  5. The more professionals talk about “community power”, the less power communities actually have and the more disabling institutions are. While where citizens and professionals openly talk about institutional limits and the dangers of disabling professions, the more powerful communities are and the more enabling professionals can be.

—@CormacRussell 2022-03-04

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sensemaking through irony

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How can we thrive in a broken system? This is perhaps one of the greatest challenges many of us face today, whether it be where we work, the institutions we deal with, or the governance systems that control us. Geoff Marlowe explains that how we perceive the situation and what type of humour we use, are critical in getting to a point where we may be able to take constructive action. Neither apathy nor cynicism will get us there, only irony might.

Ironic humour is often misunderstood and maligned by the positionally powerful because it challenges the deference they can assume is their due …

Which raises the question that if irony is so vital in maintaining a positive state in the face of an aspiration / actuality gap, why not just focus on humour?

That’s because without honesty and humility, any humour intended as ironic runs a real risk of sliding into sarcasm – literally “tearing off the flesh” of others.

Humour deployed as a form of violence isn’t going to contribute to the collective sense making, decision making & action taking that’s vital in an increasingly uncertain and unpredictable world. —Thriving in a broken system

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