Comments on: The Story of Anti-Leadership: Fostering Collaboration in Turbulent Times

By: GORDON

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By: Shaping Network Society » Blog Archive » Strategy 2.0 is not a 2.0 Strategy

Fri, 11 Jun 2010 13:09:14 +0000

[...] and I outlined the logic of “really simple group forming” and how it needs new leaders (what Sofia Elizondo and I call anti-leadership) and new forms of organization (open value chains). Here is the presentation – hope you enjoy [...]

By: thomaslangkabel

thomaslangkabel — Mon, 22 Mar 2010 15:15:54 +0000

one more thought: you're absolutely right to put the “what should be achived?” question in front. but this should be reflected in the proposed framework as well, let's say as “Horizon” or “Sense” (so maybe it could become a “SPILS” oder “PILSH”-Framework ;-) I believe it is still a crucial competence of “Anti-Leaders” not only to empower processes and enable interfaces on the operational level, to let the organization adopt to ongoing changes. The real question goes even deeper: “Why are we (company/organization) here?” – to stick to your picture: what the heck are the ant or the elephant doing on the roof of a 10 story house? Of course, the cheap answers to that question have to be excluded – stakeholder value, stock price, revenue, margin…
The additional “Horizon” or “Sense” challenge for a Anti-Leader will be to
a) go far beyond that degree of simplicity and banality in defining sense and
b) encourage and enable his or her organization to challenge the sense everyday. Not only in one-time-a-year-funky-leadership-workshops.

rgds
Thomas

By: Jil Janine Hellmann

Jil Janine Hellmann — Fri, 19 Mar 2010 18:58:24 +0000

To hold, you must first open your hand. Let go.

The rigid and stiff will be broken.
The soft and yielding will overcome.

Lao Tzu (c.604 - 531 B.C.)

How to lead? Chinese philosophy from the Warring States Period offers a plethora of advice on how to lead and succeed in times of constant upheaval and change. Will the feminine and yielding secretly overcome or the masculine forceful take the reigns? As you pointed out, it always seems to depend on who you are and where.
I love reading thoughtful articles like yours that propose ideas which are fairly abstract and make the reader ponder. My question is, what is more important: Identifying leadership styles and paradigms or the mere reflection and introspection that you encourage, no matter what outcome. ("Is this how you see yourself as a leader? ")? Is there a truth to be discovered or is the reflection (introspection) the end in itself?

By: thomaslangkabel

thomaslangkabel — Fri, 19 Mar 2010 01:23:07 +0000

Philipp, overall interesting approach (of course, I never would expect something else from you ;-) Just one thought: Some aspects of the proposed framework sound a bit similar to the discussion we had years ago about “learning organizations”, “agile organizations” or “good leaders empower their people” etc . I suggest to spend some more words on the differences to these approaches and the new aspects of the framework

By: Sebastian

Sebastian — Wed, 17 Mar 2010 22:07:38 +0000

It's always good to have (a) PILS in your organization :)

By: Pajamas Media » Stupidity, Duplicity, Hypocrisy, and Backpedaling … | Educational Virginia

Wed, 17 Mar 2010 19:14:50 +0000

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