Enabling cultural change — integrative leadership

We've all thrown a pebble into a pond and watched the waves spread across the water. A small rock that falls into water can affect the entire pond. Leaders in an ever-changing environment who have the opportunity and responsibility to bring about transformative change in their organization actually have the opportunity to be that pebble.

Informed mindfulness is a concept that combines mindful self-perception and self-regulation with well-founded decision-making. The mindful person is aware of what is happening in the present moment without judgment and understands that their response is always a choice. With informed mindfulness, this person is able to place events in a larger context in situations in which they are faced with decisions and make an informed decision at that moment with clear values and sufficient previous knowledge.

This concept — self-perception and self-regulation combined with knowledge, skills, values and wisdom — forms the basis for integrative leadership.

Leaders who have developed informed mindfulness are aware of how they work in the world with and in relation to Qualities of Integrity, Authenticity, Compassion, Courage, Empathy, Humility, and Passion act. They are striving to improve their own abilities in relation to these qualities, and not only to improve yourself, but to bring about cultural change and social change.

Five areas of integrative leadership

When mindfully informed leaders enter the pond, they make waves that spread from themselves to others. The inclusive leader knows that all success depends on maintaining insightful, working relationships with others who are willing to support the vision and commit to the comprehensive Redesigning the system or company to use.

By building relationships, the manager cultivates and unites mindful teams. These teams in turn develop their own relationships with others, and as they create an effective group dynamicwhenever and wherever they interact expand the depth of evolution throughout the organization. As more individuals embrace the vision by demonstrating values and creating win-win alliances, a Sense of responsibility for developing corporate culture.

Such cultural development inevitably leads to sustainable transformation.

The transformation process

The five areas of this management approach shed light on the process that will lead to sustainable transformation. These are:

1) The transformation process of an organization begins with its managers and with the development of their internal states.
2) Insightful, functional relationships are the means by which the potential of others is unleashed and a new future is created.
3) Fostering effective group dynamics to build well-functioning teams is the engine that drives transformative change. Real change only happens when networks of relationships are formed between people who discover that they have a common cause and a common vision of what is possible.
4) Encouraging individuals to embrace the vision and creating alliances and collaborations that benefit everyone overcomes resistance and accelerates the process of comprehensive organizational transformation.
5) Demonstrating values and applying processes that promote continuous organizational mindfulness will harness ongoing collective creativity and ensure sustainability.

Economics and leadership are dynamic systems and as such require a dynamic approach from those in a management position. Although a sustainable transformation of the system is the ultimate goal, this transformation and the ability to sustain it requires continuous effort and development.

Always remember that a small pebble that falls into the water can affect the entire pond.

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Together with our cooperation partner Morciano Global, linkyard supports and accompanies you in your sustainable cultural change.

The five dimensions of inclusive leadership

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