Enabling Cultural Change - Integrative Leadership

We have all thrown a pebble into a pond and watched the ripples spread out on the water. A small stone dropped into the 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-awareness and self-regulation with informed 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, in situations where they are faced with choices, to place what is happening in a larger context and, with clear values and sufficient prior knowledge, make an informed decision in that moment.

This concept - self-awareness 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 operate in the world with and in relation to the qualities of integrity, authenticity, compassion, courage, empathy, humility, and passion. They are committed to improving their own abilities in relation to these qualities, not only to improve themselves, but also to bring about cultural change and social transformation.

Five areas of Integrative Leadership

When Mindfully Informed Leaders enter the pond, they create ripples that spread from themselves to others. The Integrative Leader knows that all success depends on cultivating insightful, working relationships with others who are willing to support the vision and commit to the comprehensive transformation of the system or organization .

By building relationships, the leader cultivates and unifies mindful teams. These teams in turn develop their own relationships with others, and as they create effective group dynamics whenever and wherever they interact, they expand the depth of evolution throughout the organization. As more individuals embrace the vision by demonstrating value and creating win-win alliances, a sense of responsibility for evolution permeates the organizational culture.

Such cultural development inevitably leads to sustainable transformation.

The transformation process

The five areas of this leadership approach illuminate the process that will lead to sustainable transformation. These are:

1) The transformation process of an organization begins with its leaders and with the development of its inner states.
2) Insightful, functional relationships are the means by which the potential of others is unlocked 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 form between people who discover they have a common cause and a shared vision of what is possible.
4) Encouraging individuals to embrace the vision and creating alliances and collaborations that benefit all will overcome resistance and accelerate the process of comprehensive organizational transformation.
5) Demonstrating values and applying processes that foster ongoing organizational mindfulness will harness ongoing collective creativity and ensure sustainability.

Business and leadership are dynamic systems and as such require a dynamic approach from those in a leadership position. Although 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 falling 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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