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Extraordinary Leader#12, Organisational Structure, women and leadership and metamorphisIn ecology, we look at the effect the organisation has on the environment, the community outside the environment, as well as the relationships within. Hierarchies that are established within this theory are not based on domination and control, but on networks that are interlinked. Power is seen in the light of influence, rather than domination. This view is very different to the traditional model of the corporate world. AUGUST 2001: The Extraordinary Leader Newsletter. Issue #12. ************************************************************** Practical action you can take to improve your leadership, communications and awareness. More than 1,200 subscribers now receive this free monthly newsletter. Thanks for passing it on! To SUBSCRIBE send an e-mail to, mail to: admin@the-elite-group.com Copyright, 2001, Christine McDougall. For permission to post or reprint, please see notice at the end. *************************************************************** Contents. **************************************************************** LEADERSHIP: The Structure of Organisations. The last month has given me the opportunity to explore the subject of organisational structure. I had some major questions that I needed to find answers for. My gut sense was telling me that the classic organisational structure, based on breaking the organisation into parts, with clearly defined job descriptions, business units and an established hierarchy, was not serving either the customers or the staff to the highest ability. Too much separation between business units makes an organisation inefficient and slow to respond. The customer loses in the response time as well as not being able to be served because of the departmentalisation keeping conversations separate. I was also confronted with the level of fear that goes with any form of disturbing established models. Why are people so terrified of change and uncertainty, when change is the most constant constant? In my quest to answer my questions I have resourced the works of some of our great thinkers and scientists, going as far back as Aristotle. The classic organisation of today is reductionist. This means that the whole is broken into parts. This is also know as the mechanistic or Cartesian view, and has been prevalent in our world for the last 500 years. It is linear, measurable, and quantifiable. All things that we associate with safety and security and traditional organisational structure. The theory was challenged for a short time in the 1850*fs by people such as the poet Blake, Goethe, and Kant. The word system is derived from Greek and means to place together. Systems theory says that the integrated whole gets it essential properties from the relationships that occur between the parts. Relationships are the factor that constitutes a system. Add to this community and networks and you get the field of Ecology. In ecology, we look at the effect the organisation has on the environment, the community outside the environment, as well as the relationships within. Hierarchies that are established within this theory are not based on domination and control, but on networks that are interlinked. Power is seen in the light of influence, rather than domination. This view is very different to the traditional model of the corporate world. In order for us to shift to an ecological organisational structure, we will need to expand our perceptions and our values. A dynamic balance is needed between self-assertion and integration. It is not about have one or the other, but finding a dynamic balance _ a balance that changes constantly. (Hence dynamic) Thinking Values
Rational Intuitive Expansion Conservation This chart was taken from The Web of Life. Fritjof Capra. RELATING: In the last year or so I have been observing behaviours of women in leadership. I do believe that the world needs to move from a patriarchal society (shifting from top down hierarchy, domination and control as I have written about above) to more integrative and networked. A balance between the feminine and the masculine. The worldwide web/internet is an example of the feminine network. There is no domination, the web relies on interconnections, and strengthens as the connections increase. However, the levels of bitchiness in women have dismayed me. By bitchiness I mean covert, manipulative, backstabbing. Especially groups of women working together. Men do not do this. Generally they are more honest about what they think, and more direct. I was contemplating this dilemma this last week, trying to decide whether I wanted to continue to play a role with a group of women who operate in this style. I raised this observation with Dr. Jean Houston (I had the good fortune to be with her in a small workshop of 40 people), and she said that if women come together to create learning communities, then the bitchiness usually goes away. Learning communities are places where the focus is on creating learning. They can be organisational at the same time. One does not preclude the other. The question for me then, is how to transform a traditional organisational structure into a place where learning is a key objective. I would be interested to hear your thoughts on this topic? Next month I will address this idea further, and move into the conversation about learning communities and fear of making mistakes. (Which in my mind is one of the biggest reasons people do not create learning communities in organisations _ they are afraid of making mistakes).
ON THE PERSONAL SIDE: A busy time has been had in our household. School holidays brought a trip to Queenstown New Zealand to ski/snowboard. This was a first for both Natalie and me. Natalie learnt to ski, and I learnt to snowboard. The weather was great, Queenstown is beautiful, and we both came home uninjured. I really was in my element, learning a new skill, which is something that I really love. In the middle of the next week, a very frantic time business wise, when I was in an overwhelmed state, Natalie became my coach. Christine: "I have to stay up and get this finished." Well, I was temporarily speechless. A child modeling your behaviour can be scary stuff. Christine: "You are right. I don't have to do anything. I really want to get this done. Thank you Natalie, for reminding me." Very humble. The Gold Coast Half Marathon was a great event. I ran a PB (personal best), which has happened to me every time I have run for joy lately. The last few kilometres*\and especially the last 1 kilometre, were very tough, as I felt profoundly unwell. One of my teachers from the past, a legally blind diabetic marathon runner, told me a story about running marathons that has stayed with me through the years. Peter would say that when you hit the wall in a marathon (when your body screams at you to sit down, stop.), at that point, we can choose. Do we quit, or do we keep going. (There is no right answer to this, only the right answer in the moment). He would acknowledge to himself at that the question of how we choose in that moment is why he runs marathons. To see what kind of person we are when we hit the wall. I have only ever quit one race, and it was the wrong choice for me in the moment, because everything was going well. The pain of quitting has stayed with me much longer than the short-term pleasure of quitting. Quitting can take a long time to get over. I ran the last kilometre in the Gold Coast half, and was so, so grateful to cross the finish line, and at the same time, proud of myself for making it. *********************************************************** ON THE BUSINESS SIDE: It has been a very busy two months*.hence the absence of the July newsletter. This last two months has been full of unexpected transitions and extreme metamorphis. This is a great thing in my mind. My last three years has been made up of considerable volunteer work with the International Coach Federation (ICF). I have loved it, and learnt so very much from that. (Politics, volunteer work, teams*) Needing a break, I have taken a two-month sabbatical from the Australasian side of the ICF, so that I can spend time working on me, and on my business. One of my three coaches (I have three great coaches, Michele Henkle Irelan, Marian Durrands, and Ashtara), Marian, gave me an exercise to do which has had a profound effect on me. If you would like to do this simple exercise, send an e-mail to info@christinemcdougall.com with ~~exercise~~ in the subject line. The outcome of this work is that I have a guiding statement that describes me and the work that I do very clearly. As a result of this, I have created several new programs. The first one I am calling ~Vision Works Gold Coast Forum~. This is a live program at this time. (Please let me know if you would be interested in participating in this program via teleclass, by sending me an email to info@christinemcdougall.com with ~teleclass~ in the subject line. I would need a minimum of 15 people to make this viable. The fee structure would also be very different.) ********************************************************************* Vision Works What is it? Why? The process. Who is invited? Who is behind this? Details. Time: 7pm to 9pm Cost: $30 per session, or $300 for 12 months. RSVP. Janine Harper on 07 5539 2012 ************************************* The second project is an extension of the work I already do. *************************************
We work with the conversations and relationships that occur between people, teams and groups, whereby individuals take full personal responsibility for their thoughts and actions. The outcome is at minimum, three fold. Plus*people get on better with each other, more time and energy is available for productive work, fewer problems occur. People tell themselves and each other the truth. Why we do this. We believe individuals and organisations are tired of getting away with their own limiting stories and lies and wish to be held more personally accountable for their actions both locally and globally. The *gvictim/blame*h cycle needs to be put to rest. How we do this. We spend time with your team/organisation getting to know you*what are your values and goals, what is your story, what is your vision, what conversations are you in and what kind of conversations do you spend time on. Who we are. We are a group of people from diverse backgrounds, highly skilled in coaching conversations, relationships and truth. All our associates have been trained in Executive Coaching and have many years of experience in both the corporate and private arena. We are a global company, with associates located in Europe, UK, USA, Australia, Asia. Our Values. 1. Truth
We provide a 100% money back guarantee on the work that we do. TESTIMONIALS Coach Approach Coaching Skills Program "I left the program feeling lighter and eager to use my "new" tools. What a difference it is making in how I manage my resources while becoming obviously more helpful to those I am in contact with."
COACH/FACILITATOR FEEDBACK Christine McDougall is a gifted human being that wears the label 'professional coach' and 'instructor extraordinaire' with the highest degree of expertise. I am a recent student of CoachU and was enthusiastic but had a degree of trepidation while entering what for me is a new career path. Christine provided so much insight into coaching and diagnosing issues and role-plays, that my concerns have been superseded with a good degree of confidence. I don't have anything but compliments for Christine's ability to facilitate this class. She did an extraordinary job! Her style is light, yet challenging in a safe way. She is empowering, endorses well and is a master listener. I learned a great deal from this class and would take a class anytime with Christine. She's a great role model...powerful in a gracious and gentle way.
*********************************** Please let me know if this work interests you in any way. I would also be grateful for any feedback you may have on the clarity of the information. Did you find it easy to read and understand? Etc* Have a great month, Christine McDougall
UP COMING EVENTS: Caroline Myss advanced program in Archetypes, Melbourne August 11 and 12. Chicago USA, ICF Annual Conference. Board Meeting ICF, Chicago. Vision Works Gold Coast Forum, Sept 3rd. ************************************************ You may reprint this newsletter and forward it to all your customers and colleagues. Please keep the copyright and contact information intact, like this. Copyright 2001 Christine McDougall To SUBSCRIBE, send message to To UNSUBSCRIBE, simply visit www.christinemcdougall.com and unsubscribe. To CHANGE YOUR ADDRESS, simply visit www.christinemcdougall.com and unsubscribe your old address and subscribe your new address. To subscribe a group, send a list of e-mail addresses to info@christinemcdougall.com
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