Transitioning from the Command/Control Model to the Inclusive/Engaged Model

I have been doing a lot of thinking about living in this time of uncertainty and finding ways to navigate through transitions.

A question I am contemplating: How do we live in times of increasing uncertainty without holding on and grasping?

It seems we as humans need order and defined structure especially as the world becomes more uncertain.  Command and Control models in organizations are one way to do that because they can create a sense of order even as the ground is shifting underneath them.  To maintain the illusion of order in the face of chaos, organizations create a hierarchical world based on status, title, power and money, even as the  world is calling out for a new way of being.  As our technology and knowledge continues to expand at an exponential rate it becomes more clear that the rigidity of the hierarchical model is at odds with what leaders say they want from their staff.

Organizational leaders often say they want innovation, break-through thinking, new ideas, collaboration, silos to be broken, more trust, more engagement, a vibrant workplace and a more resilience.  All great words and often said with meaning but how can this happen in reality when it requires that leaders give up the traditional model of control, status, and power?

A critical challenge:  Provide leaders with the tools and knowledge that can help them make the transition from the Command/Control model to the Inspired/Engaged model. Demonstrate how it is in their own self interest to make the shift to a more flexible way of being. In fact their very survival depends on finding ways to bring the gifts, strengths and talents of all staff members to the table.

More ideas and tools on how to help organizational leaders make this transition to the  Inspired and Engaged Model.... to come!

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