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.

More Changes, Crises and Disasters.

September 14, 2010

Welcome to the NEW WORLD!

Change and crisis are not easy.

“Hunkering down during a crisis.”

Thriving in crisis and change.

How do we survive and thrive in these uncertain times?

“Accomplishment blinds us to the urgency of reinvention.”

What’s your purpose?

“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.”

Purpose?

Purpose is not . . .

The fox knows many things, but the hedgehog knows ONE big thing.

Clarity of purpose.

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

Building intrinsic motivation..

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.

Brief History of Our View of Work

For most of human history, people viewed work as brutal, back-breaking and degrading.

-Feudal system. -Aquinas’ hierarchy.

-Sixteenth Century: Protestant Reformation.-Martin Luther: Serve God through work.

-Beginning in 1500Industrial Revolution.

-The United States was founded in the late 18th

Century.-Ben Franklin’s emphasis on hard work, discipline and deferment of pleasure.

-19th early 20th Centuries.-American machines.-Industrial Management..

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.

-1980s and beyond.-The Information Age: jobs allow workers greater opportunities for self-expression and autonomy, which enable greater self-fulfillment and satisfaction.

NEW WORLD View: We can and we should get paid to do what we love.

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.

The Purpose Zone: Flow

“Relentlessly obsess about your story!”

Simple.Direct.Super Charged!

Does your organization provide a clear, consistent message about who you are and what your purpose is?

What’s the one thing that is the essence, or the heart, of what your organization stands for?

Your purpose should be so simple that it becomes:

Memorable.Repeatable.It causes people to want to lean in and know more.

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

Your purpose must be flexible to allow for innovation and pursuit of future excellence.

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!

Aspiration focuses attention on the positive direction your organization is headed.

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?

Purpose: Inspire a childhood sense of amazement and wonder.

Aspiration: Become the leading toy and miniature museum in the world.

Litmus test.

How does my role connect to our organizational purpose?

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?

What’s my purpose right now?

My Purpose.

Positively developing human potential.