conscious collaborative organizations

Organization

2Effective Leadership - World Academy of Art & Science15/04/2023

Consequences of current organizations and management styles

13%

63%

24%

Worldwide : in 2011-2012

Engaged

Not engaged

Actively disengaged

http://www.gallup.com/businessjournal/162953/tackle-employees-stagnating-engagement.aspx

cost : $500 Billion per year

only in loss of productivity and in the US!!!


Can anything good be obtained within the current mindset ?

The change needed is not about improving some actions

It is about changing our belief systems

«No problem can be solved at the same level of consciousness that created it». Albert Einstein

«Insanity: Doing the same thing over and over and expecting a different result». Albert Einstein

415/04/2023

What would mean stairing up a level in the consciousness scale for an individual ?

Effective Leadership - World Academy of Art & Science

As we truly care for always more beings, enhanced quality of living, thinking and loving arise.

515/04/2023

What would mean stairing up a level in the consciousness scale for an organizations ?


As they grow and include always more complex interdependancies,companies become more and more engaging and contributive to the whole

615/04/2023

This is possible. These egoless leaders initiated purpose, client and employee driven organizations.


Bill and Vieve Gore

Gore Tex- 10’000p$3 Bn – 2000

patentsRich Teerlink

Harley Davidson 10’000p – $4bn

Vineet NayarHCL – 90’000p –

$6bn

Jean-François Zobrist

FAVI – 400p – 71m€

Carlos VerkaerenPoult – 350p - 200m€

Laurence Vanhée Belgium Social

Ministry


Some did it and evolved to the systemic structure / cultureBased on F. Laloux : Reinventing organizations

Caracteristics of these companies: • Self-Management• Wholeness• Evolutionary purpose

http://www.reinventingorganizations.com/watch--listen.html

A leader’s authority is not needed when autonomous responsible employees take decisions : salary / investment / strategy…

The leder’s role ?• Initiate• Create the space• Allow inititiative and autonomy• Co-Develop methods and

processes


Some did it and evolved to the systemic structure / cultureBased on F. Laloux : Reinventing organizations

Buurtzorg• Market : nurse at home• In the 1980’s : standardization,

economy of scale, pyramid, planning, standard times, call center… Both nurses and patient hate this

• From 10 to 8’000 employees in 7 years

• 25p in HQ : only to teach how to operate without a boss !

• 80% market share • Purpose: make patient autonomous

http://www.reinventingorganizations.com/watch--listen.html

The mutation to collective intelligence’s leadershipprooved successful


Based on his work and our experience, a change in level of consciousness would mean:

To the fully co-managed way• Value is created and shared among all• Salary are self determined • Everybody is responsible • Bottom up strategy • High and quick adapation to change

From the Current «Traditional» way• Value for the owner• Pyramid• Standardization• Centralization• HQ strategy

How to make that change happen ?


8 differences from traditional to collaborative leadership:

How to make that change happen progressively, with current orgs ?

How do leaders behave differently regarding1. Authority2. Information3. New ideas 4. Solutions 5. Resources6. Roles and Responsibilities7. Problem solving8. Feedback

Source : collaborative lead training Co


multiple leaders required with complementary mindsets

TRADITIONALLead by exempleSkills : Operational Excellence, Expertise, Power

INFLUENCELead by sympathySkills : synergies, empathy, transdisciplinarity

COLLABORATIVELead by presenceSkills : systemic mindset – channeling – societal vision

Silos

Synergies

1215/04/2023

Systemic

praneo way: the three mindsets operate at their right place each in their comfort zone


• Make them work in the traditional silo way : hierarchical, command and control, specialists, task based

• Purpose is to execute the tasks according to the plan… aligned with the altruistic and sustainable value proposition

• Identify the 15% ready

• Make them work in the synergetic way : transversal, multidisciplinary, project based

• Purpose is to plan and deploy projects

• Identify the 5% ready

• Make them work in the systemic way : transparent – no hierarchy – coresponsible - networked

• Purpose is to conceive purposeful and sustainable value propositions


Our Conclusion

We think • Current organizations and management style are

highly underoptimized : destroying engagement and creativity

• Challenge is on the culture, not on fine tuning any processes

Before : the pyramid was serving the leaders After : the leader is serving a collective

intelligence

We believe in the solutions we experienced:

1. A way for the leader to extand his area of care2. Matching a way for the organization to grow

harmonously3. Large “management freed” organizations outperform

THANKS !

Please go on to see some additional articles and video to support our speach


ANNEX 1 : Reinventing Organizations – F. Laloux

A talk about "Reinventing Organizations", followed by Q&A with the audience. A good introduction to the main ideas of the book, with stories from organizations he researched, a discussion of the three breakthrough of the emerging new management paradigm, illustrated by a number of concretes practices...

Click on the photo to launch the presentation

https://youtu.be/gcS04BI2sbk


ANNEX 2 : Pattern on life and emerging organizations

All living systems have characteristics, follow a pattern.Knowing and understanding those rules may help us leave our comfort zone and go beyond conventional, acceptable and obsolete beliefs



ANNEX 3 : A Theory of Everything / Ken Wilber


70%

https://youtu.be/i2dU06hVOsk


ANNEX 4 : Linda A. Hill on the Creative Power of the Many

The Harvard Business School professor explains how leaders can harness collective genius to achieve innovation success.

« The greatest leaders of innovation focus on setting the stage, not necessarily performing on it. »

« In many organizations, a lot more potential is there, just waiting to be unleashed. »

Click on the photo to open the document

http://www.strategy-business.com/article/00315?gko=70adb

conscious collaborative organizations

Leadership & Management

level of consciousness

consciousness scale

patient autonomous http

market share purpose

economy of scale

disengaged http

current mindset

systemic structure culture