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Leadership in a New World: Thriving in Times of Change and Crisis
Tom Vansaghi, Ph.D.
Leadership in a New World:
Thriving in Times of Change and Crisis
Tom Vansaghi, Ph.D.
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More Changes, Crises and Disasters.
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September 14, 2010
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Welcome to the NEW WORLD!
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Change and crisis are not easy.
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“Hunkering down during a crisis.”
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Thriving in crisis and change.
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How do we survive and thrive in these uncertain times?
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“Accomplishment blinds us to the urgency of reinvention.”
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What’s your purpose?
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“The ultimate driving machine.”
“Teaching the world to sing.”
“We’ll give the world an opportunity to see what it’s like to save and have a better life.”
“Always low prices. Always.”
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Purpose?
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Purpose is not . . .
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The fox knows many things, but the hedgehog knows ONE big thing.
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Clarity of purpose.
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Purpose is THE motivator . . .
Esprit de Corps is the heart of purpose—spirit of the core. Esprit de Corps means that spirit and energy comes from the inside out.
Dick Leider, The Power of Purpose
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Building intrinsic motivation..
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Lieder’s Four Levels of Work Expectations:
1. It’s just a job. Life happens after work.
2. It’s just a job but it has good pay, benefits and security.
3. It’s a profession or trade—it’s challenging and has substance.
4. It is a vocation or a calling.
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Brief History of Our View of Work
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For most of human history, people viewed work as brutal, back-breaking and degrading.
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-Feudal system. -Aquinas’ hierarchy.
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-Sixteenth Century: Protestant Reformation.-Martin Luther: Serve God through work.
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-Beginning in 1500Industrial Revolution.
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-The United States was founded in the late 18th
Century.-Ben Franklin’s emphasis on hard work, discipline and deferment of pleasure.
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-19th early 20th Centuries.-American machines.-Industrial Management..
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Post-War America– Behaviorist School evolved
that viewed workers as adaptive, creative and motivated.• Factors such as achievement,
recognition, responsibility, advancement and personal growth all provided sources of intrinsic motivation.
– 1960s saw the development of Theory X and Theory Y management styles.
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-1980s and beyond.-The Information Age: jobs allow workers greater opportunities for self-expression and autonomy, which enable greater self-fulfillment and satisfaction.
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NEW WORLD View: We can and we should get paid to do what we love.
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Gallup’s Survey of U.S. Employees Today:
33% of employees are engaged.49% of employees are not engaged.18% of employees are actively disengaged.
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The Purpose Zone: Flow
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“Relentlessly obsess about your story!”
Simple.Direct.Super Charged!
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Does your organization provide a clear, consistent message about who you are and what your purpose is?
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What’s the one thing that is the essence, or the heart, of what your organization stands for?
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Your purpose should be so simple that it becomes:
Memorable.Repeatable.It causes people to want to lean in and know more.
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Creating a purpose statement:
What business are we in?
Who do we serve?
Why do we exist?
What do we do that fundamentally contributes to building a positive community?
What do we create and/or what value does our organization bring to the world?
If we winked out of existence—would anything significant change?
Craft a one-sentence, clear, concise and compelling purpose statement that answers these questions
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Your purpose must be flexible to allow for innovation and pursuit of future excellence.
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The second part of your organizational purpose statement is focused on your organization’s hopes, dreams and what you aspire to be in the future . . . your aspirations!
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Aspiration focuses attention on the positive direction your organization is headed.
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Creating an aspirational statement:
Where is our organization heading?
What opportunities and threats exist for our organization?
What would make us a world class/cutting edge organization?
How can we: grow; expand: serve more people; create more; do more?
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Purpose: Inspire a childhood sense of amazement and wonder.
Aspiration: Become the leading toy and miniature museum in the world.
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Litmus test.
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How does my role connect to our organizational purpose?
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Creating a statement about how my role connects to our organizational purpose:
How does my role contribute to my organization achieving its purpose statement?
If my role did not exist—how would my organization be impacted?
What role do I play (or could I play) in helping my organization strive toward achieving its aspirational statement?
What unique strengths, talents or gifts do I bring to my organization achieving its purpose?
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What’s my purpose right now?
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My Purpose.
Positively developing human potential.