Balanced Organisation Development

In 2012, I embarked on a study to define the balanced organisation. The focus was how to rebalance the organisational ECO-System so that all varieties of people could flourish. I began by understanding pond, the frogs that attempted to survive and thrive in them, and then the transformation that needed to take place to create a flourishing eco-system that would benefit all human and organisational wellbeing.

Leadership and Leadership Development was core to the exploration. A part of that was to redefine the masculine-dominant approaches that has historically dominated leadership development interventions, and therefore sustained the masculine cultures in organisations.

What is Leadership?

Defining any concept is not easy. Leadership can mean different things to different people. It can also evolve based on context, situation, values, beliefs and other constructs at play. I prefer to consider ‘what is good or great leadership?’, and in that setting, offer my definition:

Leadership is any person who positively influences the beliefs and actions of another, in service to a greater ideology and desired future.

Balanced Organisation Leadership Development

The Balanced Organisation focuses on four levers of rebalance: A great organisation to strive for, deal with, work for, and belong to. Leadership owns and must learn, develop, be active and measured in all four. Your job as a leader (of organisation or self) is to uphold and not compromise Core Ideology whilst evolving and growing Desired Futures by valuing, committing to, nurturing and delivering both.

These are the feminine and masculine accountabilities of leadership.

Your role as leader is primarily custodian and steward of the masculine and feminine aspects of Core Ideology and Desired Future. Your leadership development must support you to develop both, unlearn that which is no longer valid, and develop ‘Better Balance’.

To find out more about leadership development for better balance, click on the topics below.