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management

#5things to do now for #Freedom_Management (plus ONE)


I know many are worried we are living hard times when it comes to feeling free. Threats abound from the political instability, terrorism, chauvinism across Europe and the USA to the uncertainty of the global economy. Corporate leaders have become so risk averse because of so many threats which did in fact come true. I sense this fear when we talk, so different from the roaring nineties.

Still, this fear is mostly a product of a wrong storytelling and sense making we are building up. All data show quite evidently that the world we live in is probably the best ever, with a steady decrease in poverty, an opening up of society, widespread availability of products and services at reasonable prices, and renewed social mobility thanks to start-ups and entrepreneurship.

So what is desperately needed is to step up and change this depressing momentum. My new book, Freedom Management, sets the tone for such a change of
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As a Corporate Leader you can surf the waves of changes which are occurring and position your organization for the future. There are 5 things to be done:

  1. Untap your organization potential: it si time to get rid of the idea that you need to engage people TO do something and realise you can let them engage FOR something that matters to them. Let energy flow from the individual’s deep engrained desire to be oneself
  2. Concentrate on sense giving and sense acting: people are increasingly striving to get free, and the only way they can funnel their energy on your organisation is because they feel like so. Get rid of the silly idea you can control individuals through incentives or internal communication. They simply do not work, anymore if ever!
  3.  “De-leaderize” your organization and your HR policies: we do not need any leaders in the traditional sense. Not even managers the way they used to be. Organisation need interpreters of a more flexible and mobile society and economy.
  4. Breed Freedom managers: new competencies like Search for Uniqueness, Discovery Orientation, Evolutionary and Continuous Learning, Evidence Based Insight, Nomadic Desire will be needed and you should prepare for this
  5. Disrupt your HR identity: HR is based on the assumption we can control individuals and standardize their beahviors. The only possible change is to radically disrupt the function and rebuild it on different assumptions and different practices like for instance succession hiking or talent hunting

The good news is that if you do not act now, all of this will eventually happen anyhow, and this is also the bad news, though, because it could be too late.

And yes, I forgot about the PLUS ONE. The PLUS ONE is to radically rethink the idea of organisational structure, which will be a latex, made of moving layers. I do explain the details in Chapter 5 of the book, which you can find here:

https://www.amazon.it/Freedom-Management-leaders-afloat-connections/

https://books.google.it/books/about/Freedom_Management

https://www.routledge.com/Freedom-Management

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management

In Latin America, why women face an iron ceiling


And in Italy too. Unfortunately…

Fortune

I grew up along the Texas-Mexico border in Ciudad Juárez, where women were generally expected to be three things in life—a daughter, a wife and a mother. But thanks to the determination and dreams of my mother, I finished high school and went on to become our family’s second college graduate. Fast forward 30 years. Today I am CEO of a global company that operates in 18 countries.

Is my story an inspiration to other Latin American women? I hope so.

Am I proof positive of Latin American progress on women’s equality? I’m afraid not. I am an outlier.

This may surprise you, given that Latin America has three female presidents. But the reality is that our region has very few female CEOs. And in my home country of Mexico, women leading billion-dollar enterprises number fewer than a dozen. The picture in the boardroom is equally bleak: The majority…

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