The other day, a new connection that the book gave me – this is so beautiful – provoked me: “Bob, I am not sure your framework of leadership (The Orchestration) will be the one that will prevail or be the next wave. There are so many out there….”.
What a good provocation I thought. And my new friend was super gentle and mature, besides being direct and sincere. Loved it.
I reflected for a second and told him I was not trying to be the owner of any framework or create any wave or movement. I wrote that Orchestrators are Considerate (Driver #2) and Detached (Driver #3) so I am eating my dog food here: I am not in love with the concept or any framework I have created. I love Peter Drucker’s “The best way to predict the future is to create it”, and that’s what I told my friend: “I want to CO-CREATE the future of leadership!”
But, on the other side, yes, there is a movement. Not created by me or my theories, but a movement for a reboot of leadership created by all the negative effects – the list is not small, from skyrocketing burn-out levels to quiet-quiet quitting – of the current model of inspiring leaders, and two big shifts: the pandemic and AI.
First, the pandemic effect
I have shouted out loud many times that I believe we are underestimating the tipping point effects of the pandemic – the current downturn has created some flexibility at the workforce but also a lot of hidden frictions – and I believe there is a “new work” still to be invented, created and designed. I truly believe it is inevitable.
Most companies are not seeing it, leaders are divided between their responsibilities within the organization and their life balance, and it’s probably not even clear for the workforce. I would say we all feel something has changed and that going backwards without important adjustments, just doesn’t sound right.
This content was published originally on LinkedIn and you can continue reading it here.
