What do bees have to do with business?

It is easy when you are in the day to day of business to forget that things are inter-related. To get started with making the link between bees and business lets start with the king of comedy, Eddie Izzard.

Now for a more sobering thought. Next time you are munching your lunch consider that one out of every three mouthfuls you can thank the bees for producing. Some food products would disappear without bees to pollinate the food the cows eat which in turn... you get the picture? However, bee populations are declining for a series of reasons most notably their vulnerability to disease. Albert Einstein is quoted as saying, "If the honeybee becomes extinct, mankind will follow in four years."

Back to business. Outside of the need to eat, consider food production and distribution as a strategic issue that impacts society as a whole. Consider also that if people, consumers, are preoccupied with meeting basic needs, they won't be entertaining notions of purchasing grander goods and services. The inter-relatedness of all things is not a vague biological ecosystem concept with little to no relevance to business. It is integral to shaping the context and driving forces that business operates within, customers and consumer decision-making and quality of life and as a consequence, the very viability of the economy and economic sustainability. The little things that can be so easily dismissed are the very things we rely on for our basic survival. Food for thought don't you think?

Rock Star Leadership Wisdom

Embedded in the lyrics of many songs are some real insights leaders of today can live by. Here are a few I particularly like. Would love to see you add your own.

Toward the corporate leaders of today who will be here tomorrow: a caring compassionate organization:

"When the power of love overcomes  the love of power the world will know peace."-Jimi Hendrix

"Sometimes I feel the fear of uncertainty stinging clear. And I can't help ask myself how much I'll let the fear take the wheel and steer. It's driven me before, and it seems to have a vague, haunting mass appeal. But lately, I am beginning to find out that I should be the one behind the wheel. Whatever tomorrow brings, I'll be there with open arms and open eyes. ...But lately, I'm beginning to find that when I drive myself my light is found." - Drive by Incubus. Words and music by Brandon Boyd, Michael Elsinger, Alex Katunich, Jose PasillasII and Chris Kilmore.

Leadership: Getting Past the Word

A question posed on LinkedIn recently asked: Are we over focusing on leadership? The comments it generated were enlightening. For me, what was most interesting was what respondents associated with the word leadership. Like strategy, it looks like the word has been worn out. Or has it? Perhaps it is curiosity about the many associations, experiences, images and meanings the word stimulates making eyes roll.

 

This week I had a conversation with Bill Joiner of ChangeWise, Inc. who, with Stephen Josephs wrote the book Leadership Agility. On my desk, right beside their article by the same name, is an article on Adaptive Leadership by Dr. Carol Mase, a colleague from SoL. It turns out, from research, that agility is considered to be more practical and all encompassing than adaptive. Adaptive appears to be associated with survival (at least in some circles), but agile is associated more with creative forms of leadership; ones that are better equipped to go with the flow of change to achieve contribution – several steps above survival.

 

As a professional facilitator I can recall many times seeing a team blow up in conflict when a specific word was mentioned. Conflict was converted to understanding when the associations were mapped out illuminating what triggered the emotional response.

 

Why is this important? A shift needs to happen at the deepest levels of personal development and organizational change. That shift is inspired by a clear picture of what the vision is. We are all leaders even those who prefer to follow. We lead our lives; we touch others with how we move through the world individually and collectively. So when we talk about leadership it is important that the words conjure up the most consciously creative level of leadership imaginable. Only a high level of courage and boldness will guide organizations through the transformational process to achieve a globally sustainable economy. That may sound jargony but practically it will soon amount to the price of food at the local grocery store and a totally different model for the market.

 

What does agile leadership mean to you? What does adaptive leadership mean to you? What images show up?

Trust, Speed, Gen Y and Agile Leadership

Not long ago I had a coffee with a Gen Y friend of mine. She had just attended a workshop where she noticed that when she multi-tasked, laptop open, checking links as the workshop leader mentioned them in real time, she perceived that she was not viewed as credible… in fact she appeared to them to be disengaged. She also noticed that another Gen Y in the room, who operated more like the bulk of participants in an older demographic, was being treated with credibility and respect.

 

Our conversation went from that to her discussions with her colleagues who were working for companies who didn’t trust their speed. In fact, they (management: co-workers) saw their speed as a reflection of unprofessionalism. Slow was the operative word for competent, which meant that the Gen Y employees had to slow down to appear to be doing the job.

 

Now who is right and who is wrong is not relevant. The perception is. The belief in what speed says is what is different. This takes me to the book, The Age of Speed written by Vince Poscente and loaned to me by a friend. He documents the limitation around resistance to speed companies have, as recognized by the CEO of Kodak for example.

 

The profound belief? Speed is not to be trusted. Fifteen years ago when one of my facilitation colleagues worked with a senior executive team they came to a decision to a complex problem after one-day of working it through. Now the whole point behind hiring a facilitator is to make hard multi-party decisions or processes easy and fast. The team non-consciously decided that because it wasn’t painful and because they had completed the task in less time than they expected then the result couldn’t be trusted. So, they spent another day haggling it through until they arrived at the same decision. This time they were happy. It had taken longer to get to the same place but since this met their expectations they accepted both the process and the result.

 

Back to Gen Y and my colleague: IF Gen Y is slowing down till corporate cultures and the beliefs that underpin them catch up, they won’t stay and if they do it is unlikely that the company will inspire their creative talent to flow. You’ve heard this before in this column but the other simple difference is that Gen Y operate intuitively, like operating in teams, see information as a tool not leverage for advancement, and so can do back flips and still hear what is going on. Maintaining steady eye contact is not a pre-requisite to being engaged. There are specific cues that are traditionally associated with engagement that are not modeled by Gen Y. When company leaders understand this; when the beliefs that relate speed to being ineffective are questioned and replaced, then company cultures can be re-calibrated to function at the speed of change. Meanwhile, creative talent is on hold in all generations pinned down by non-conscious habits. It’s time for an upgrade.

The Self-Employed Mind Set

Cliff Hakim published ‘We Are All Self-Employed' in 1994 with the intention of taking people from surviving to succeeding whether it was as an employee or as an entrepreneur. His advice is as relevant today as it was then. As more and more people take charge of their career change by starting their own businesses, paying attention to the shift in mind set is essential. The change from thinking of oneself as employed and thinking of oneself as self-employed has exactly the same elements as the change in the spirit when one moves from barely surviving in this world to creating life's experiences.

He defined surviving as continually making adjustments to a shifting culture resulting in unfulfilled angry people who make routine changes to adapt rather than engaging in the action of fully taking charge for their self-fulfillment and the corresponding self-knowledge. Succeeding is synonymous with creating.

In his forward Hakim states, "Dependence on the organization is obsolete... Loyalty to the organization no longer guarantees job security....Today and for the foreseeable future, people's employability lies in their own hands." (p.xiii, We Are All Self-Employed, Berrett-Koehler, 1994)

An employed attitude is a dependent one which embodies the following beliefs*:

  1. My boss is in charge. If he/she is wrong then it's their fault things didn't work out. Customers don't know what they want. It's my job to influence them all to see things my way. (You can see where our reliance on leader as master manipulator comes from.)
  2. If I work hard I will be safe from uncertainty. They owe it to me to keep me on.
  3. The company and customers will look after me. They know what I do best. Whatever job offer I get, I'll take.
  4. I work for the company and they look after me. If I don't agree with them, it is my job to do what is expected, listen to what they need and do it.
  5. If I focus on my successes, I'll be happy. I know how to work with the politics so I don't get burned. If something I don't like comes up, it's my job to suck it up.
  6. I am just here doing a job. I take my body to work and leave my spirit and passion at home. That's where it is safe.

A self-employed attitude embodies these beliefs*:

  1. The process of change starts with me. I assess my skills and values and focus on priorities at work.
  2. I actively face my fears and replace them with passion. Through sharing and inquiry I gain clarity on what I bring to help me focus on what I can contribute to company goals.
  3. I am myself - no apologies. I fully integrate independence and interdependence. I choose the job that is right for me. The interview is about a match not a catch.
  4. I will join an organization and my customers providing service based on competence regardless of who I work for.
  5. My personal growth and commitment to continuous learning is an integral part of expanding my thinking and capacity to contribute. Questioning precedes forming conclusion.
  6. I create work that holds meaning for me. I am able to give value to my work and make a contribution regardless of the level. I am an active goal-oriented team member.

[*Adapted/drawn from ‘We Are All Self-Employed' by Cliff Hakim.]

With so many people in career transition this is the time to face those fears of dependence and convert them into an independent and interdependent relationship with yourself, your work and the community you contribute to. As Hakim put it, you now can give yourself ‘permission' to live from your integrity and Whole self. Self-actualized leadership then, isn't a woo-woo concept that life and health insurance companies roll their eyes over, but becomes the conduit for engaged, empowered talent to contribute.

Seeing Globally through Google Earth

 Google Earth explains the financial crisis: http://bit.ly/Vhm1l (via Foreign Policy Journal) post from Google on Twitter.

Shifting Perspective for Global Leadership

 A colleague of mine sent along this video from YouTube that presents a lot of data in a way that helps us all see that only by embracing a more holistic perspective in business and in life can we develop the kind of global innovation that matters.

Your comments are welcome!

Improving Work Life Balance Webinar

Improving work life balance in today's climate is more a matter of self-actualization than of dividing up the clock into time management blocks. This webinar was done to introduce people to a way of taking charge of their lives without using the clock; but by returning to the most powerful source of insight and knowledge: intuitive guidance. Doing so means understanding how your intuition speaks to you. It combines shifting your self-awareness and consciousness using natural skills and competencies to see more clearly through vast amounts of data coming in from mental and sensory sources. (the latter of which comprises about 90% of what the brain takes in). 

By balancing cognition with intuition, you can better balance your energy to achieve a calm state, make better decisions about your direction and access much more of your innate knowledge.

Business can use the same approach to use crisis for innovation once they let go of rigid notions about how the world works. The world is changing. Individuals who have experience job loss are in the perfect position to recreate their lives so that they value themselves and what matters. Sure it is scary- you might have to let go of some outdate beliefs and attachments but the rewards are fulfilling careers and the ability to contribute to the kind  of mass collaboration that can create a sustainable economy.

Businesses who hold firmly to the notion that changing their corporate culture to match the speed of change is too hard, will implode. It may be hard but it is not impossible when you engage the talent of employees toward making a difference.

I welcome your comments and feedback.

The Story of One Executive's Journey from Job Loss to Rediscovery

For a while now I have been posting a chapter a week of The Backyard Portal as I transcribe the feature film script into book form. It seemed to be a bit cumbersome for readers trying to catch up so I have moved the whole book to www.FromINsightToAction.com Click on the Film and Book button and you can read the 12 existing chapters there. One will be added each week.

The story was inspired by the reality that job loss can provide an opening for reinvention and discovery BankruptcySmall not only of who you are but of what you can contribute to social, economic and environmental change. Ironically in the story at least, the lead character is resistant to change, and is also experiencing marital difficulties, though he doesn't want to deal with them. As his world implodes, he is faced with his own implosion... unless he seizes the opportunity to learn from an ecletic group of mentors including his five-year old autistic mute daughter.

I welcome comments but the website doesn't have the capacity for that so please post them on EPDawna_Jones on Twitter.

The International Association of Facilitators Conference

TheIAF is over. What great fun it was to be in the company of so many progressive thinkers. I want to thank all the participants who came to Life as a Mirror: Using Collisions to Advance Personal Mastery and to the half day: So They Cooked and Ate the Facilitator. Your response to the material was wonderfully affirming. I particularly appreciated the range of participants in the room covering organizational development, community development, corporate line functions, science and consulting. If I missed anyone please forgive me.

While there I received an email from colleagues of mine about a certification program in Social Action Research Program offered through Williamnette University. Through KINSOL (KNowledge and Innovation Network of Society of Organizational Learning) I have had the pleasure of being in the room with the three faculty members and know you are in for a great program. The social networks of performance related research supports what we know intuitively but don't always follow corporately. Networks drive performance; not hierarchy. Through the trio of Anne Murray Allen, Nick Zeniuk, and Dennis Sandow you will learn a lot about how to listen (naturally increasing performance) and how to get yourself out of the way when learning how value is created in your organization. And it is at the Rex Ranch, a beautiful space and place.

Innovative Capitalism: A Corporate Paradigm Shift

In January, 2009 I interviewed Jay Bragdon, author of Profit for Life and an investment advisor for high net worth families, for the Evolutionary Provocateur podcast on Management-Issues.com. This is the first of the four-part series that outlines the market response to companies who value living assets: people and nature. The series presents the case for using crisis to innovate rather than freeze or implode. You've seen other elements of his research in the last series of five part posts. Here are the words straight from the horses mouth!

 

What is living asset stewardship and the LAMP index and why is it important to business right now?

 

The LAMP index is a list of companies managed on a new emerging new mental model where the firm operates as a living organism dedicated to value creation rather than a profit making machine. This is a different but highly effective approach to the market. LAMP is an acronym which stands for Living Asset Management Performance. This reflects an important distinction in the way companies value their assets. Living assets are people and nature. These are fundamental different from non-living capital assets. First living assets are the source of capital assets. Second, capital assets cannot function without the assistance of people and nature. Those companies that place a higher value on living assets over capital assets practice what I call Living Asset Stewardship.  This is premised on a respect for life. It’s a biocentric world view where the firm sees itself as integral to the web of life not separate from the web or above it. Thinking in evolutionary terms I see this as a major adaptation in capitalism; a radical departure from the bankrupt and now dying industrial model of capitalism where the total cost of this system now arguably exceed its benefits.

 

So you ask why is this important to business? On a strictly performance basis over the past decade the LAMP index, which is my learning laboratory of companies, has appreciated on a total return basis slightly over 10% per annum including this past year which was a very poor one for the  market. Its average annual return has been in excess of 10% while all of the primary benchmarks: that would include the Standard & Poor 500 and Morgan and Stanley Capital International World Index which is a global benchmark have all declined on a total return basis. They have lost money for investors. Also relative to the primary sustainability indexes: Domini 400, FTSE-4Good Index and Dow Jones Sustainability Index all lost money over the last ten years while the LAMP Index was appreciating over 10% per year on average so there really is something to how these companies are managed and the performance speaks to that.

 

You make a distinction between triple bottom line and triple bottom line. What is the difference?

The triple top line is different from the triple bottom line: these lines refer to profit (the more conventional definition, social and environmental return. Companies committed to the triple top line want to optimize all three returns. The triple top line approach requires that the means by which we pursue those ends must be consistent with the ends. If a company is committed to life affirming goals then it must use life affirming means to achieve those goals. That is really the heart of LAS and it differentiates my approach from the more traditional triple bottom line approach where ends too often justify means.

 

Why should we the public even care about living asset stewardship and the LAMP index?

 

What we get is better ecological stewardship, more stable employers and business partners, more reliable vendors from a buyer standpoint, better investments and we get better neighbors, that is the companies that practice LAS are more responsible neighbors and they are better generators of tax revenues.

 

Also important, LAS is sensitizing capitalism to the living world in which it operates. This just has to happen. As I mentioned earlier, the total cost of capitalism now arguably exceeds its benefits. For example, we found out a couple of months ago that the

U.S.

government has to spend $8.5 trillion in its bailout plan which is nearly 2/3 of GDP. That alone should cause some alarm about our system. But that figure doesn’t include the costs of global climate change, toxic waste accumulations; earth’s declining biological carrying capacity, public health and foreign wars. All of these collectively I would imagine would exceed the cost of GDP. We clearly need a new approach to business. So this is why we should care about LAS and the LAMP Index.

 

The talk has been there for years but there is a gap with walk. What is the shift that allows business minds to move from conceptual and cognitive understanding to putting it into action in their worlds?

 

In the book I am now writing I talk about this as an epochal paradigm shift. It is not one of these minor cyclical shifts in thinking. This is really huge. We are beginning to shift from a mechanistic rule bound view of reality to a much more holistic and organic one. I describe it as a watershed event. It has a lot in common with a huge shift in thinking that took place about five hundred years ago as

Europe

transitioned from the Middle Ages to the Renaissance. Like that period it holds forth a more expansive view of humanities possibilities. Back in the mid to late fourteenth century, at the dawn of the Renaissance, humanism lifted us above the narrow scriptures of theocratic law which held that science was heretical and it required humanity to live by faith alone. These were very narrow scriptures. The Renaissance became a bridge to the seventeenth century age of reason and from there it was an explosion of scientific knowledge which launched the modern era in which we now live.

 

Today we are again taking a much more expansive view of humanities possibilities. We are transitioning from a world view premised on a seventeenth century view of reality that emerged from Newtonian science and physical law towards a more expansive metaphysics which is based on centrality of life. Now like the rise of humanism and scientific inquiry during the renaissance, this paradigm shift toward what I would call biocentrism has arisen from many sources. This didn’t come just from one place. It started over a century ago in the scientific community with an emerging interest in ecology, complexity, and chaos theory all of which came out of the late nineteenth century.  As a philosophical notion, it was advanced in the first decade of the nineteen hundreds through by William James’s notion of Radical Empiricism.  This held that reality was more than our experience of physical things; that it also included consciousness and the flux of life; both biocentric concepts. As a business idea we find early expressions of biocentrism in Johnson & Johnson’s credo and the HP Way which became inspirational documents for those companies more than sixty years ago. One of the most succinct expressions of the biocentric movement is Canon’s kyosei philosophy of working and living together for the common good and this also has ancient roots in Japanese culture. In terms of effectiveness, thinking of these three companies: Johnson & Johnson, HP and Canon, it would be hard to find three more successful companies in the past half century. These companies have been motivated by inspiring visions of the future that emanate both from employees and management, not just handed down from management. They also arise spontaneously from employees and are regularly refreshed via dialogue within the company and through multi-stakeholder dialogue held outside the company.

 

What happens to those companies who have adopted a half and half approach: put one foot in triple bottom line (social responsibility) and the other in command and control style of management?

 

Good question. I answer this in Chapter 13 of my book Profit for Life and there I draw some paired comparisons. All the companies I talk about in this chapter have passed sustainability screens but only half of them pass my Living Asset Stewardship screens. The other half are companies that are committed to triple bottom line agenda but which have command and control hierarchies and go about business in very much the old fashioned way it’s just that they say they are committed to a triple bottom line. The difference in performance between these two groups is astonishing and it continues today. It is again the reason why the sixty companies in the Global LAMP index have so outperformed the common benchmarks like the Standard & Poor 500 and the Morgan Stanley Capital International World Index.

 

For those people who like to do their own numbers, if you took the sixteen companies I mention in the book and just looked at their performance; that is their capital changes plus their dividends, over the past year… it’s a global list so it should be compared to the Morgan Stanley Capital World Index. It was a down year last year. The Morgan Stanley Capital World Index lost around 43%. The LAMP index companies, on a total return basis, were down 32%. That is an 11% difference and that is huge. In investment management if you can outperform a benchmark index by just a few basis points a year (a basis point is 100th of 1%) a year you are considered a hero. We are talking here about 1100 basis points last year. We are also talking about a consistent excess performance almost on a year to year of hundreds of basis points. This performance up through the end of 2007 has been verified by Northfield Information Services which is a major global supplier of risk reward analyses for major investment management companies. They are used by all the big banks: e.g. Fidelity, Vanguard - all the big names in the investment business. They have verified the performance of the LAMP index and it is absolutely consistent with what I have been saying.

 

Stay tuned for Part 2: Using Crisis for Natural Innovation or go to www.management-issues.com to hear more. This interview was recorded in January, 2009. Jay’s book Profit for Life is available at www.solonline.org or on www.amazon.com  .

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