Aix-en-Provence, Lyon, Varsovie, Bratislava: 11 December 2017,
Is it a kind of a counterproductive although fully conscious Dichotomy practices or rather a kind of HypocRisy what we’re experiencing nowadays? Maybe both?
This is a story of the Hard Way Evolution from Management to Leadership Era which we are experiencing and this is not a medical article – although I used consciously 2 medical terms: EXOGAMY & ENDOGAMY, as they perfectly picture potential source of problems with a Business Societal Santé.
Between the others the aim of my article is to nurture although in a non exhaustive way this subject and to raise open questions about Organizational ability to #Innovate which is the best panacea for XXI Century diseases l ike: Climate Pollution, Scarcity of Natural resources, Inefficient organization management, blindness for talents and leaders who wait for their chance to treat above mentioned diseases. #moreusbusinessintelligence #moreusleadership #moreusparticipativesociety #moreuscompetenceisbusinessintelligence #innovation
Legitimacy of this article Author. As a professional market / #Business #Researcher and Business #Intelligence Services provider
I represent more practical approach to this substance – leaving more Academic Researchers field for more deepen philosophical approach.
In a consequence of conveyed researches let’s be invited to elaborate on the following image representing a current state and to deliver an answer on the stated question:
To bring a bit closer how #Management Approach ( a heritage of Taylorism Era) impacts or even halts #Leadership #Incitation (Modern open organization Era) within your organizations let’s look at the very first example of where the roots of this problematic are placed – means: Selection and Recruitment Process in your organization – or in an outsourced Selection & Recruitment Services Company working for you.
DOES IT RING A BELL?
Are you sure it’s not the same filter applied in your organization which is perfectly CLONING in ENDOGAMY practices another identical Managers matching structures instead of refreshing your Organizational GENOM by #CHARISMATIC #LEADERS who might be able to #LEVERAGE your entire organization to another #EVOLUTIONARY LEVEL?
Are you sure that new potential talents are not crushed by frozen ATS Systems that protect access of new innovative leaders to your organization? If your organization copies standard practices then Selection & Recruitment external agencies are the biggest Leadership barriers continuing this vicious circle to satisfy you in delivering the same faces with old endogamy professional processes.
Isn’t why you miss leaders, why you miss innovation, why creativity is a scarce value in the XXI Century, where the Tayloristic / Industrial Approach is inefficient and outdated system?
HELLO MANAGERS !
WAKE UP BEFORE YOU DISAPPEAR. ISN’T THE HIGH TIME TO OPEN ORGANIZATIONAL VAINS FOR EXOGAMY PRACTICES IF YOU LOOK FOR FRESH GENOMES.
Personal words from Grégoire GREGORY, Author of this article inspired between the others by Steve Jobs and Richard H. Thaler:
„Through out my entire professional life I look for and explore available knowledge data – making its conversion on information – which is called popularly Business Intelligence services.
My hobby is People and their Internal Motivation to succeed in any sphere of their life. I carefully and attentively look not only for economical outputs – but also and maybe specially into internal #INTRINSIC sort of #HUMAN MOTIVATIONS which are behind the explicable reasoning. Leaders role is to understand and shape motivations – bot the consequences by micromanaging people.
„Managers role is to manage rationalities which are limited in their proven behavioral way what has been proven but the latest latest Nobel Prize in Economic Sciences”.
Original quotation: „Integrating economics with psychology”
Richard H. Thaler has incorporated psychologically realistic assumptions into analyses of economic decision-making. By exploring the consequences of limited rationality, social preferences, and lack of self-control, he has shown how these human traits systematically affect individual decisions as well as market outcomes.”
From G. GREGORY:
„Over last 22 years of my professional life I crossed 4 different economy sectors and specializations 4 #Industries, specialities of #Commerce & #Marketing organizations, #International #Financial #Development and #Subsidiaries #Management, #Franchise Real Estate #Network #Development, #Business Consulting and #International Market surveys”.
„In parallel to that last 10 years I spent on Universities and Business Schools crossing ovational and analytical borders in search for links between Marketing, Finances, Logistics, Transport, Real Estate and Executive MBA Management.”
„All those connecting dots experiences are supported by my multinational personality from living and working in 4 different countries and business cultures. All that drove me to deepen a subject of a human values coming from professional diversity, cultural openness and from curiosity to discover unknown. This article I dedicate to all anonymous people I helped with my mentoring in their professional life – being satisfied by quite observations how proud their became of their internal power”.
To whom it is addressed:
I offer this article as a pocket tool for internal debates within organizations about their current state of opening onto #human innovation #businessintelligence #leadership #participativesociety #moreuscompetenceisbusinessintelligence #marketsurveys #internationaladvisory
On your organization’s invitation I am ready to develop this subject related to #Leadership and #Open #Participative #Organization. I available to prove its reasoning before your organization’s management and underline further consequences of halting #Leadership. We may chose a cameral or a public speech over international symposiums, conferences and events dedicated to organizations and humans development.
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