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Save The World And Still Be Home For Dinner

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A Strenuous Voyage of Responsible Leadership to Reshape Our Future

This is the evolving transcript of a presentation offered at the global RESHAPE20 Virtual Summit, building on my previous article on Agile Learning Organisations.

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Save The World And Still Be Home For Dinner

  1. 1. How to Save the World and Still be Home for Dinner Otti Vogt COO C&G, ING A Strenuous Voyage of Responsible Leadership to Reshape Our Future
  2. 2. Disclaimer Any opinions expressed in this presentation are solely those of the author and not necessarily reflect those of any of the organisations or individuals mentioned.
  3. 3. MVP 1.0 A Strenuous Voyage Towards Personal and Organisational Transformation
  4. 4. Our Voyage Commences In The Mists Of Dawn… …we cannot discover new oceans, unless we have the courage to lose sight of old shores. From Money to Meaning Values From Bureaucracy to Humanocracy Organisation From Identity to Individuation Individuals From Domination to Dialogue Teams From Hero to Alchemist Leadership From Purpose to Impact Eco-Leadership
  5. 5. Capitalism as we know it is dead. #wef20 SDGs: A “blueprint to achieve a better and more sustainable future for all” by 2030
  6. 6. From Money to Meaning Purposeful organisations can (re)shape our future  Social and business value (“Solving the planets problems profitably”)  Purpose > Profits  Stakeholder Capitalism (#WEF) and Business Roundtable  “Doughnut” Economy (K. Rowarth)  “Sustainable Balanced Scorecard” beyond GDP and PBT People require meaning to flourish and be happy @ work  Epidemic of busyness (“Busy is the new stupid”)  Humanity (“Human beings must always be ends, never means”, Immanuel Kant)  Bold Morality (“Justice, not charity”, Bill Sloane Coffin)  “Business Does Not Need the Humanities - But Humans Do” (Gianpiero Petriglieri)
  7. 7. My question is how organizations can lead us not toward some predictable goal, but toward a greater and greater capacity to handle unpredictability, and with it, a greater capacity to love and care about other people. #margaretwheatley GROWTH + PURPOSE = VALUE
  8. 8. From Bureaucracy to Humanocracy The business of business is people  From Profit to Purpose  From Efficiency to Learning  From Control to Co-creation  From Hierarchical Pyramids to Self-organising Networks  From Fear to Love “You May Say I’m A Dreamer… A Pilgrimage Towards Agile Learning Organisations” A Living Organisation
  9. 9. Purpose Self-Esteem Autonomy Belonging Fairness Four plus one basic human needs to enable organisational flourishing and performance It is not because we have value that we are loved, but because we are loved that we have value. Our value is a gift, not an achievement. #billsloanecoffin
  10. 10. From Identity to Individuation From Agency to Activism  Human needs. Neuroscience. Biases. “Our inner game is our outer game”.  Self-awareness. Nosce te ipsum. Characterology/Archetypes. Defenses.  CBT/REBT. Mindfulness. Breathing.  Self-possession. Coaching. EQ. System Psychodynamics. “Hedgehog’s kiss” (Kets de Vries). Individuation (Jung).  Agency. Courage, Confidence, Compassion. “Activists”. “Privateers”.  Maximising contribution > conformance.  Self-actualisation. Continual development and learning. Happiness. Circle of Fear Circle of Life Focus of awareness Letting go Self Circle of Love
  11. 11. Stone Walls Do Not A Prison Make, Nor Iron Bars A Cage. #richardlovelace Tombstone of Max Weber, inventor of hierarchical management structure
  12. 12. From Domination to Dialogue Organisational learning requires liberating structures  Collaboration. Generative dialogue and “presencing”. Theory U. Art of Hosting  Single and Double loop learning  Agile Management. Alignment vs Autonomy. Obeya rooms  Fair and inclusive decision-making (“advice vs consent”)  Fast and fair conflict resolution. (“All problems are relationship problems”)  “Enablement” HR practices. Fair distribution of costs and benefits. “Beyond Budgeting”  Organisation is a laboratory. Action Inquiry. “Peer communities” of learning Distribution of power matters  Community/Team > Individual  Free flow of knowledge and power. Radical transparency  “Strategy is a firm-wide conversation”  “Dialogic” Organisational Design  Self-organising teams. Networks. Ambidextrous. Ecosystems  Sociocracy and Holacracy  Portfolio of de-centralised experiments. Dynamic resource allocation. Internal marketplaces. RenDanHeYi  Technology to co-create at scale  Shared Identity and purpose. Team Dynamics. Team Coaching. Case clinics
  13. 13. The woman who most needs liberating is the woman in every leader. #billsloanecoffin Gaia is the ancestral mother of life. “Anima” is the unconscious feminine side of men
  14. 14. From Heroes to Alchemists Leading through context  Psychological Safety and Trust (A Edmondson)  Radical Candour (K Scott)  Care > Control  Learning as culture. Fail Fast. Growth mindset. Openness. Transparency  Joy. Well-being. Resilience. Kindness  Happiness at Work (“PERK”, BerkeleyU)  “Art of connection”. Peer influencing. “Tribal Leadership” (D Logan) Architects of human systems  “Destination, not Direction”. Art of Action (S Bungay)  Orchestration of networks of stakeholders towards mutual goals  Coaching. Vicarious listening. Art of feedback. Psychodynamics (“The questions are the answers”)  Holding space for “liminal emergence”  Complex Adaptive / Developmental Systems. Social fields. “SPT”  Deliberately Developmental Organisations (DDO, B Kegan)
  15. 15. The real voyage of discovery consists not in seeking new lands but in seeing with new eyes. #marcelproust Source: John Knights / LeaderShape ©, Leading Beyond The Ego
  16. 16. From Purpose to Impact Responsible Leadership  Organisational maturity can never transcends the consciousness of its leaders. “Teal” (Fred Laloux)  Ethics. Values. Humility. Integrity  Individuation. Adult development stages. Heroine’s Journey. (Bob Kegan, Bill Torbert, Erik Erikson, Carl Jung)  Moral agency. Serving leadership.  Eco-leadership is fluid and lives everywhere in the organisation (Simon Western) Evolutionary Paradigms of Individuals/Organisations - Towards Teal Opportunists Achievers Strategists Alchemists Leadership Organisation
  17. 17. From Purpose to Impact: “our inner game is our outer game” “Activist” “Agency” Organisational Learning Development & Purpose “Good Life” Happiness Individuals Teams Ecosystem Eco-Leadership In the end what matters most is: How well did you love? How well did you live? How well did you learn to let go? #dalaihlama
  18. 18. What would you do if you were not afraid. #attheedgeofcourage Indagate Fingite Invenite - I am not failing. I am learning.
  19. 19. Responsible Leaders of The Future, Unite… From Money to Meaning Values From Bureaucracy to Humanocracy Organisation From Identity to Individuation Individuals From Domination to Dialogue Teams From Hero to Alchemist Leadership From Purpose to Impact Eco-Leadership
  20. 20. Dave Ulrich, Amy Edmondson, Gianpiero Petriglieri, Simon Western, Antoinette Weibel, John Knights, Julian Birkinshaw, Bill Torbert, Otto Scharmer, Emanuele Quintarelli, Ben Zander, Sesil Pir, Steve George, Manfred Kets de Vries, Evis Beqiraj, Ville Pellinen, Don Beck, Frederic Laloux, Jon Ingham, Ed Schein, Vitaly Geyman, Jean-Baptiste Dernoncourt, Tom van der Lubbe, Henry Mintzberg, Gary Hamel, Bob Kegan, Nora Bateson, Margaret Wheatley, Justin Hughes, Richard Claydon, Celine Mullins, Gorana Sandric, Bryan Ungard, Canay Atalay, Frank Thun, Norman Wolfe, Marielle Mooijekind, Carlo Giardinetti, the whole ING Team & many more… Thank you & Slides linkedin.com/in/ottivogt Join Us Now
  21. 21. THANK YOU

A Strenuous Voyage of Responsible Leadership to Reshape Our Future This is the evolving transcript of a presentation offered at the global RESHAPE20 Virtual Summit, building on my previous article on Agile Learning Organisations.

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