Paradigm Thinking

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Intent & Why

• Get you thinking differently

• Discuss in context of shift towards principle-centred leadership

• By challenging your existing way of thinking you can reveal opportunities to approach situations in a different way

• Increasing choice

What is a Paradigm?

• A view of the World – a way of thinking - a norm

• We all see the world around us in accordance with a certain paradigm - what we believe to be reliable and true

• Confirmation bias – favour information that confirms preconceptions or hypotheses, whether true or not– Gather evidence and recall selective memories to support bias– Particularly strong for emotionally significant issues and beliefs– Interpret ambiguous evidence as supporting existing position

– Semmelweis Reflex - reflex-like rejection of new knowledge because it contradicts entrenched norms, beliefs or paradigms

What is a Paradigm?

• Evidence of a limiting paradigm:– Confusion– Buried by dilemmas– Best efforts result in dead ends

• A paradigm is a map - a representation of reality (territory) – Change behaviour? Change attitude?

“the significant problems we face today

cannot be solved at the same level of thinking

we were at when we created them”

What is a Paradigm Shift?

What is a Paradigm Shift?• Dramatic change in thinking, often with wide-reaching effects

• A fundamental change in basic assumptions – Making a break with the past

• For slow, incremental improvement -> change your attitude or behaviour

• For dramatic, revolutionary change -> change your frame of reference – change how you see the world, how you think about people, how you view

management and leadership– change your way of understanding and explaining aspects of reality break old ways of thinking -> quantum change in performance

Paradigm Shift in Leadership Principle-centred Leadership

• Governed by Natural Laws or ‘Principles’ - objective, internal– different to Social Values: subjective, external

• The Law of the School v the Law of the Farm

• Can’t fake being able to run a marathon – no quick fix

• Governs our body, our mind, our relationships– Building blocks of all management and organisational life

Governing Principles

• Natural laws (eg laws of the farm) operate regardless

• Fairness, equity, justice, integrity, honesty and trust

• Principles (objective, external) versus Values (subjective, internal)

• When territory is constantly changing (shifting markets) any map is soon obsolete.

• Inviolate/“True North” principles are your compass

Leadership Style Paradigm Shifts

1. Scientific ManagementMetaphor: StomachPrinciple: FairnessThink of as: Approach: AuthoritarianManagement by Carrot & Stick“Pay me well”

2. Human RelationsMetaphor: HeartPrinciple: KindnessThink of as: Social beingsBenevolent authoritarian“Treat me well”

3. Human ResourcesMetaphor: MindPrinciple: EfficiencyThink of as: Psychological beingsDelegation, latent talent“Use me well”

4. Principle-centred LeadershipMetaphor: Whole person/spiritPrinciple: EffectivenessThink of as: Spiritual beingsDelegation, latent talentManagement by Proven Principles“...I want to make a meaningful

contribution”

4 levels of Principle-centred Leadership

Principle-centred

Leadership

Personal: TrustworthinessCharacter and Competence

Interpersonal: TrustEmotional bank account

Managerial: EmpowermentBecome source of help

Organisational: AlignmentCommon vision

Each level is necessary but insufficient

We have to work at all four levels on the basis of certain principles

Changing Paradigms

• Fastest way to change someone’s paradigm is to change their name or their role

Q: What changed for you when you were last promoted?

Q: Did you see the same situation in a new way?