The Leadership Myth
Jul 10, 2024
In the corridors of corporate power, the myth of the infallible leader has long been whispered. It’s a tale as old as time: the unyielding boss in a crisp suit, overseeing a sea of cubicles, commanding with an iron fist and demanding obedience. This image, entrenched in our collective psyche, represents more than just a character—it mirrors a deep-seated belief about how organizations ought to be run.
However, just as the landscapes of cities and civilizations have evolved, so has the world of work.
Gone are the days when employees would mechanically shuffle into their offices from 9 to 5, tied down to a desk, a fixed routine, and, often, an unyielding boss. The digital revolution, the gig economy, and the undeniable impacts of global crises have dramatically reshaped our work environments. The transition from office spaces to digital interfaces, from centralized hubs to distributed working models, has not just altered where we work but has redefined how we work.
“You should be more interested in what your team punch out, rather than when they punch in and out.” - a Clarism
The punch-in and punch-out rigidity has metamorphosed into a more fluid concept of delivering impactful work, irrespective of the ticking clock. Today, it’s not about how long we stay in the office, but how much we punch out in terms of productivity, innovation, and value.
This evolution of work is intrinsically tied to the evolution of leadership.
In the early days, leadership by position dominated. This was the age of command and control. Obedience wasn’t just expected; it was demanded. The word of the leader was the final word, and questions or deviations from the path were often seen as insubordination. While this model might have achieved short-term goals, it suffocated creativity and suppressed the true potential of countless individuals.
As industries grew more complex, leadership by process emerged. It was the dawn of bureaucracy, where rules reigned supreme. Compliance became the gold standard, and every action, every decision, was filtered through layers of approvals and processes. While this ensured a certain level of quality and uniformity, it also bogged down the system with inefficiencies and bred a culture of mere 'box-checking' instead of genuine innovation.
The latter part of the 20th century saw the rise of leadership by people. Organizations started recognizing the importance of human capital. Training and development took center stage, and commitment, rather than mere compliance, became the desired outcome. This era marked significant progress. However, it still operated within the boundaries of defined roles and structured paths.
As the millennium turned, there was a slow, but steady shift towards leadership by principles. Shared values and visions began to drive organizations. Empowerment replaced enforcement, and the corporate world started to realize the strength of collective alignment over individual ambition. Leadership now sought to create a shared sense of purpose.
Today, as we stand at the cusp of another transformation, we’re transitioning to leadership by potential. This is where coaching steps into the limelight. Here, the leader isn’t just a commander or a guide but a cultivator of potential. The focus is on creating collaborative environments where each individual’s potential is acknowledged, nurtured, and harnessed. It’s no longer about fitting individuals into predefined roles but about sculpting roles around the unique strengths and potential of individuals.
Yet, as leadership paradigms shift, so must our organizational structures. The hierarchical 'egosystem'—where power dynamics and ego-driven decisions often overshadow collective welfare—is giving way to a more collaborative and holistic 'ecosystem.' This Circle of Organizational Leadership envisions organizations as a network of independent yet interlinked teams. These circles, each with its distinct strengths and responsibilities, come together to create a holistic, synergized entity that is more resilient, adaptable, and innovative than its hierarchical counterpart.
Why is this shift crucial? Because the expectations of the modern workforce are evolving at a breakneck pace. With newer generations stepping into the workforce, there’s a palpable demand for meaningful work, collaborative environments, and leaders who don’t just dictate but inspire and empower. The call for this leadership and organizational transformation isn’t just a trendy buzzword—it’s a clarion call for survival and thriving in this ever-evolving corporate landscape.
In the past, leaders were those who knew the way and told the way. Today, leaders are those who show the way and go the way, side by side with their teams, exploring new horizons together. The future of work and leadership as we've known it is not on the horizon—it's here, now. And this book serves as your compass in this new world.
The age-old paradigms of leadership and traditional management practices that thrived in the past century will no longer suffice. This book is not just a critique of the past but a guide for the future—a beacon for those ready to embrace the changing tides of leadership and work.
So, as you delve into these pages, prepare yourself for a journey—a journey of unlearning, relearning, and mastering the art of leadership in the world of tomorrow. The future awaits.
It’s time we lead the way.
It's time to lead different.
Together we can...
#EvolveTheWorldOfWork
Dave Clare, Chief Evolution Officer
WEEKLY CLARISM
Please see above...you get the point.