This year has been a year of changes, divisions, and further splitting of people into opposing groups of hopes and beliefs. It seems that the next few years might not necessarily be better, maybe there will be more opportunities, we will see! I am noticing a lot of struggle with me and a lot of people around me, partly due to the recent ongoing election in my country. I am noticing suffering and big surprises that some of us had. Others probably have their hopes close to coming true. Our world is painful because we cannot accept its power to change and our impermanence. It is not change itself that is painful but our resistance to it. Moreover, we are exporting pain to places like Bangladesh, where our clothes are sewn, or to nature, where we bear responsibility for the incredible destruction of species—and yet we don’t even recognize that animals are capable of suffering. My daughter shared with me one of the optional classes that she enrolled in, and it is called “empathy across species” and I was embarrassed to realize that I never thought that animals could have empathy. We exclude those who suffer from the world of work, confine the elderly to homes, and try to delay death as long as possible. Many people have forgotten that we are part of this world and, therefore, so part of the eternal cycle of becoming, change, and decay. The less we surrender to this reality and the more artificial situations we create to protect ourselves, the more we help what we do not want to see return through the back door—in a different form, often one we have little control over. I am convinced, and shared with you, that to win a “battle” you have to become your enemy, the one that you hated too much. So what value-added, does the win have, Ultimately, we must admit that everything we dislike and everything we believe is beyond our control, was created by us. Talking to some friends, I said that we are all responsible for all the wars that we have now on this planet. And he was quite surprised about my conclusion. In reality, our thoughts, (no) actions, our behavior, ethics, decisions, etc – that we make with each human interaction, are the drivers for the (lack of) life that we live today. There is nothing for which we are not (co-)responsible. This is hard to understand because we have become masters at looking for—and usually finding—responsibility in “others.” How can I live with such responsibility without losing my laughter, cheerfulness, and good sleep? Acceptance of what is, helps us regain these qualities. And doing your part of the work in anything that you believe in. They are essential for changing anything. For some of us, this is a difficult path because daily suffering is not easy to bear. Everything in this world is connected; every person is also a mirror for you. We only have ourselves, and no one will come to save us. Our world is in constant flux; it is born every morning and dies every evening (metaphorically speaking). We assume the world will be the same tomorrow when we wake up as when we go to sleep. This certainty is both necessary and good. Yet, the morning may be different from the evening— for example, what happened with elections here for some of us. The world is not worse in such moments, just different. Taking care of ourselves when necessary, and helping when someone is going through difficult times—are all part of our humanity. Resisting what is, shouting “why, why,” is something we do to keep reality at bay and deny it. It is our frantic attempt to maintain some control over something much greater and wiser than us:Life. Saying “YES” to what is, also allows us to rediscover our laughter and cheerfulness—because why not laugh at things we cannot change anyway? And then go to work, enjoy the Christmas holidays, and all the other things that are on your plate – from this state of being.
Politics and networks at work are aspects of organizational dynamics, but they serve different functions and have distinct characteristics. One of my clients is struggling with that, as he sees both as something negative and wrong. I must confess that I was there too, and when you start doing something to improve and see the first results—you can do things either easier, faster, or better—then you realize that is a choice that might help. If you are doubting those “tools” as well, let me decode them below Workplace Politics Definition: Workplace politics refers to the activities and behaviors employees engage in to gain power, influence decisions, and achieve personal or organizational objectives. It often involves informal, unofficial, and sometimes behind-the-scenes efforts to shape opinions, form alliances, and advance personal or group interests. Characteristics: Examples: Workplace Networks Definition: Workplace networks refer to the web of relationships and connections that employees develop within and outside their organization. These networks can be formal (structured, organizational charts) or informal (personal relationships, mentorships). Characteristics: Examples: Key Differences Conclusion While both politics and networks involve interpersonal interactions and influence within the workplace, politics focuses on power and influence, often through strategic and competitive means, while networks emphasize building relationships for mutual benefit, support, and professional growth. Understanding both dynamics is crucial for navigating organizational life effectively.
As we look ahead to 2030 and the coming decade, leaders must adapt their strategies for an increasingly complex future. Here are 5 vital areas to prioritize:
In the present, the past is more knowable than the future, but people think far more about the future than the past. Both facts derive from the principle that the future can be changed, whereas the past cannot. Our theory of pragmatic prospection holds that people think about the future to guide actions and bring about desirable outcomes. Thoughts about the future begin by imagining what one wants to happen, which is thus initially optimistic.A second stage of such prospective thinking maps out how to bring that about. This stage is marked by consideration of obstacles, requisite steps, and other potential problems, and so it tends toward cautious realism and even pessimism.Pragmatic prospection presents a form of teleology in which brains can anticipate possible future events and use those cognitions to guide behavior. Toward that end, it invokes meaning, consistent with evidence that thinking about the future is highly meaningful. Prospection often has a narrative structure, involving a series of events in a temporal sequence linked together by meaning. Emotion is useful for evaluating different simulations of possible future events and plans.Prospection is socially learned and rests on socially constructed scaffolding for the future (e.g., dates). It seems that the future might look more and more chaotic and unpredictable; leaders will be challenged by being pushed close to their limits. Prospection is one of the leadership skills of the future. So how can leaders build resilience and stay productive? It seems that future-minded leaders have 21 % more productivity and most often are reaching their objectives. Studies are showing that coaching can improve 31%-100% of leaders’ prospects—this is what differentiates future-minded leaders from the rest! Source: :Kellerman, G.R. & Seligman, M. E. P. (2023). Tomorrowmind: Thriving at Work with Resilience, Creativity, and Connection—Now and in an Uncertain Future. Simon & Schuster. #FutureMindedLeadership #PragmaticProspection #ResilientLeadership #LeadershipDevelopment #FutureOfWork #ProductivityBoost #CoachingForSuccess
Beyond Expertise: Redefining Leadership in the Modern Workplace Are you telling people often what to do? When is it appropriate to tell your team members what to do versus letting them figure it out for themselves? When mindset and level of awareness are involved? What’s best for both short and long-term goals for the team? When they discover the answer for themselves, it has more meaning and they learn to trust themselves. When you tell them the answer, you might be frustrated that you don’t have time for what’s important and get pulled into operations. When it’s a fact or a great truth, say it, and always ask “What do you think?” Great truths are things like: -Women talk with friends to create bonds.-Men identify strongly with their jobs/careers/work.-Some people are content with the status quo and have no interest in changing. People who think that they are smart, need to tell others what to do, as the others are not smart enough to know. And one of the downsides of that is that you are not open to learning anymore, as you know everything most of the time. So what should you learn about? What I noticed is that most people are working hard to look smart and very few play dumb. I guess both are helpful depending on the context and intentions. Play dumb sometimes Your attitude is critical. If you approach a leadership role as though you’re the expert and you know what’s best for your team, not only you will not be accepted, but you’re also dismissing people’s performance and knowledge. The more you demonstrate curiosity and desire to understand who your people are, the better your leadership skills will grow. Being willing to be wrong about any attitude or belief is imperative. Phrases such as “I’m a little confused” or “I may be wrong, but it seems as though…” not only invite your people to share better information but also demonstrate that you are the outside, objective listener that you should be. And show appreciation for what your people know and achieve through their own experience and that they are empowered for their job results. 🤝 Leadership is not about being right or wrong; it’s about getting your people to believe in their actions. I invite you to find the perfect balance between smart and dumb! Schedule a meeting here and let’s start this journey together!