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Some pretty obvious and standard things are described here as novelties:

linkedin.com/pulse/re-wilding-

Basically:

1️⃣ exist because they have ,
2️⃣ Leaders are here to provide within the and "hierarchy"
3️⃣ All is personal and beneficial only to the measurer
4️⃣ The "hated" organizations are connecting silos
5️⃣ Removing what is determines what IS (the cone of possibilities)
6️⃣ Groups of people will form systems that cannot be engineered but can only be maintained as a "garden"
7️⃣ feedback is the only useful . A "pat on the back" never helped anyone. 😀

Also, this is all set backward:

> How can we ensure there are useful leadership Artefacts (tools, processes) and leadership Heuristics (rules of thumb, ways of doing things) - as well as Skills, Experiences and (of course) Natural talent.

I understand that as a consultant you have the "urge" to sell something tangible (a product) but you always have to start with the and their experience, skills, and natural talent, then identify the , what they do, and how are they connected (collaborate). Selecting the (tools, SW, forms, space, facilities) that will support that is the last and the least important thing.

Btw, a process is not an (product). Only the "rule book" that describes the process is, and there is a huge difference between the two.

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