Technology & Tools | Change & Agility | Diversity & Culture
The Boss Is Dead: The Future of
Leadership and Its Implications
for OD
27 October 2014
Frederick A. Miller
Judith H. Katz The Kaleel Jamison Consulting Group, Inc.
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WELCOME
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TWEETING AS YOU LEARN?
Use the conference hashtag:
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And our Twitter handle:
@kjcginc
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LEARNING OBJECTIVES
• Discuss the major shifts we are seeing
with respect to leadership and
organizations.
• Explore how the shifts in leadership and
followership is transforming organization
models.
• Identify what we as OD Practitioners can
do to support leaders and organizations
during this shift.
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HELLOS
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Progression of our Thinking
White Awareness Systematic approach to
addressing racism
The Nibble Theory People not seen and,
when seen, made small
Inclusion Breakthrough Participation of people in
the workplace will be
different in the future
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Progression of our Thinking
Be BIG Need for people to speak
up, be seen, and bring
their full selves to the
workplace
Opening Doors Need for common
language in order for
everyone to feel safe in
their interactions
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FROM TO Challenges and Opportunities
for Today’s Organizations 2.0
FROM TO
Honor and reward tenure Honor and reward contribution
Reward people for the WHAT they
accomplish
Reward people for HOW they
accomplish the task and WHAT they
accomplish
Take care of people, reluctant to
give feedback or hold accountable
Care for people and hold them
accountable
Fixed strategies Flexible strategies
Silos One flow, unified entity
Innovation is episodic Innovation is an ongoing systemic
process
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See colleagues as competitors See colleagues as partners
A judging culture A joining culture
Keep problems hidden Make problems visible and solve
them at their root cause
Leaders follow orders Leaders have the courage to make
independent decisions
Failures avoided and undiscussable Intelligent failures encouraged
Conversations reinforce existing
conditions
Conversations candidly question the
status quo
Go fast to go faster Go slow to go faster
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The boss is dead…
• Shift FROM hierarchy and tenure TO knowledge
and ability
• Lack of trust in leaders
• ―Because I said so…‖ no longer has same currency
• Leadership role shifting FROM ―Have all the
answers‖ TO facilitator/guide/coach
• No more ―Yes, Boss‖ without asking questions
• More willing to follow peers than leaders
• The notion of ―I am the BOSS‖ and all that implies
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The boss is dead…what is
also dying?
• One generation being the leaders/boss
• Command and control
• One size fits all
• Generations having their own ―space‖
• Working alone
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The boss is dead… what is
also dying?
• Performance reviews solely based on
individual effort/accomplishment
• Silos
• Retirement
• Keeping top talent for years
• Slow to change organization Can organizations catch up and keep up with these shifts?
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What is Around the Corner?
• Collaboration as the underpinning and mindset –
• Inclusion as a habit…a strong organizational muscle
• More free agency…individual negotiations with the
organization
• The evolution of the machine
• Robotics
• Bionic body parts that enhance our abilities
• Computers helping us be and think faster and
solve problems
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• Thinking partners ~ Who are the RIGHT people?
• Best practices exchange and learning circles as the
norm
• Leadership pods
• Culture change advocates
• Fluid, mobile workforce
• Need for S-P-E-E-D
What is Around the Corner?
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The River…
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Organizational Structures:
Today and emerging
Holcracy Eileen Fisher
Networked Traditional
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Some Helpful Frameworks
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The Age of
Collaboration—It is ALL
about Collaboration,
Co-Creation, and
Connection
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Moving to Collaboration Through Joining
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4 Tools for Collaboration 1. Lean into Discomfort
Opens the Door to Trust
• Be willing to challenge self and others. Speak up—bring your voice and street corner.
2. Listen as an Ally Opens the Door to Collaboration
• Listen, listen, listen and engage. Be a partner.
3. State your Intent and Intensity Opens the Door to Understanding
• Clarify intent at onset: State Notions, Stakes, Boulders, and Tombstones. Say what you
mean and how much you mean it.
4. Share Street Corners Opens the Door to Breakthroughs
• Accept others’ thoughts and experiences as true for them. Hear others differences as
additive.
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different,
Collaboration requires that we…
different, and
different
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Actions for OD Practitioners
• Partner with leaders so they feel comfortable making
the shift in their roles to guide/coach/facilitator.
• Bring the voice of 20- and 30-somethings into the
re-imaging of the organization.
• Help the organization and its members move to more
Joining than Judging.
• Increase speed by slowing down to speed up – enable
the interactions that build trust.
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• Help restructure the organization so that it increases
flows.
• Build Inclusion as an organizational muscle.
• Teach and practice collaborate, collaborate,
collaborate!!!!
• Let go of our own notions about hierarchy and
organizational structure to create new models.
• Renew your values!!!!
Actions for OD Practitioners
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Small Group Discussion 1. When you think about the leadership in your
organization or a client’s needs for the future: a) in what
ways are you/they well positioned and b) in what ways
may you/they need to be inviting new thinking and new
leadership – or at least prepping them?
0………………………..10
2. What are 3 significant shifts on the horizon for your
organization or client that you need to be thinking
about related to collaboration or leadership?
3. What is dying or needs to die in your organization(s) or
client? How is the organization responding to that
reality/threat/challenge/opportunity?
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Dedicated to Edie Seashore
This presentation is dedicated to our dear friend and mentor, Edie Seashore (1928 to 2013)
Lifetime Achievement Award Winner 2001
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before you leave!
Your feedback is greatly appreciated.
Thank You for coming to our
presentation!
Judith and Fred