On this occasion, it seems only fitting to write a blog in honour of the winning team of the World Cup. To do so, I'll draw from a piece written by Otto Sharmer, one of the world’s leading exponents of the power of working deeply with people to change their perspective of the world, and thus their behaviour (what we call the BE-level). Many of the patterns of behaviour we aspire to in our cultures require this type of change from leaders.
Satya Nadella, the new CEO of Microsoft, sent a memo to the organisation announcing the departure of two members of his team and the appointment of others. He then ended the memo with a team goal: to achieve ‘swing’.
I could really not let this whole month go by without a reference to the World Cup.
My sister-in-law tells me that what you need as a woman in business is to develop two very good sentences on every sporting topic. To introduce this blog I offer you mine on soccer.
How much more comfortable do most leaders feel doing the task side of their role, in preference to the human and cultural one?
So often I watch leaders spending a huge amount of time focussed on the slides they are going to present in a meeting, rather then reflecting on the key personal message they want to deliver. Task is so much within comfort zone for most people. (Clue about comfort zone - when you are outside of comfort zone, you can feel it in your gut. Yes, it is physically uncomfortable. If you are not feeling that too often, maybe you are more in your comfort zone than you might imagine).