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Zusammenfassung von The Evolved Executive

Name: The Evolved Executive
Rating: 4.6 (32 reviews)
Author: Heather Hanson Wickman

Heather Hanson Wickman

The Future of Work Is Love in Action

4.6 (32 Bewertungen)

27 Min.

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The Evolved Executive
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What’s in it for me? Learn how to transform your workplace into a place of empowerment and love.

The Industrial Revolution ended around two centuries ago. But given how many workplaces are still stuck in past practices, you’d be forgiven for thinking that not much has changed.

The fear-based hierarchies and motivational methods that were devised back in the Industrial Age have proven hard to get rid of. Many workplaces remain stuck in the cold, unfriendly and unproductive structure of executives barking orders and employees being afraid to speak up.

However, it doesn’t have to be this way. Author Heather Hanson Wickman has a blueprint for a new, loving workplace, led by evolved executives. This is a workplace designed to adapt to the modern, fast-changing marketplace. Not only will it save you money, but it can also put you light years ahead of the competition.

In these blinks you’ll learn

how much productivity and money is lost to toxic workplaces;
the four mindsets that lead to evolved leadership; and
why you should start replacing “jobs” with “roles.”

Businesses need to move beyond the restrictive models of the past and embrace adaptability.

The modern workplace is in serious need of change. In his book Dying for a Paycheck, author and business theorist Jeffrey Pfeffer explains how work-related factors, such as stress and overwork, account for around 120,000 preventable deaths every year in the US.

If this isn’t troubling enough, researchers at the Mayo Clinic medical center suggest that your boss has more influence over your health than your primary care physician. And yet according to Forbes, 58 percent of employees would trust complete strangers over their bosses.

All of this points to the fact that we need to change the way our workplaces operate, especially since many companies have not adapted to the times. In fact, they still use the same top-down hierarchical structure that became popular during the Industrial Revolution. This strict authoritarian model, with its emphasis on efficient supervision, may have made sense for managing factory production, but the business landscape has changed dramatically since then.

To see how much has changed, consider the fact that only 10 percent of businesses on the original 1955 Fortune 500 list still exist today. This has been referred to as the “Fortune 500 Disease,” but it’s really a sign of failure to adapt.

Today’s thriving companies don’t operate on strict authority and supervision. Instead, they’re flexible and adaptable, and their vision matches today’s fast-changing world. If today’s businesses hope to stay ahead of the pack, they can’t afford to ignore or silence their employees by scaring them into obedience. Instead, they need to encourage their employees to speak up and reach their full innovative potential.

When looking closely at traditional business models, it becomes apparent that leaders are also suffering. In the outdated model, executives take on all the responsibility and, therefore, all the pressure. They’re expected to know all the answers and fix any problems that may arise. With this burden on their shoulders, they’re bound to be racked with doubts and fears. But they won’t reveal these doubts by asking for help or advice and will shy away from innovative ideas, for fear of being challenged or losing their jobs if things don’t work out.

Today’s businesses need to encourage adaptability and risk-taking from their leaders if they hope to have lasting success. In the next blink, we’ll look at how leaders can evolve.

The evolved business and the evolved leader should lead with love, not through fear.

As we saw in the previous blink, fear played a big role in the traditional hierarchical structure, as both employees and executives would suppress unconventional ideas for fear of repercussion.

Some may hold onto old ideas of fear being a useful motivator, but the truth is that fear is an inefficient and toxic form of management.

To evolve as a leader, you must discover and challenge your core beliefs and habits.

So how do you topple the mentality of leading with fear, and start leading with love? To paraphrase the wise words of Mahatma Gandhi, you must demonstrate the change you want to see in the world. In other words, if you hope to change the way your business works, you must first change yourself.

True change isn’t about appearances and behavior. Rather, it’s about questioning and revising your core beliefs. For example, if you’re continually taking on too much work, you may want to learn how to say no more often. It may be tempting to think of this as a simple behavioral change: you just need to start saying no instead of yes. But this won’t change the fundamental issue of why you find it hard to say no. For this you need to go deeper into your core beliefs. Until you do so, saying no will continue to cause you emotional pain.

Vertical growth means increasing consciousness and adopting new core mind-sets.

Most professionals are familiar with the idea of “climbing the corporate ladder,” but the evolved leader must work toward a more personal kind of ascension.

In order to evolve, you must understand what needs changing, which means increasing your self-awareness and your ability to understand who you truly are. All of this is made possible by vertical learning.

In addition to practicing mindfulness, finding purpose can help you grow vertically.

If you’re struggling to recognize your purpose, a common piece of advice is to consider what gets you out of bed in the morning. But Mark Manson, the author of The Subtle Art of Not Giving a F*ck, poses a more pointed question: “What makes you forget to eat and poop?” If you’re so absorbed by something that you neglect your own body, that’s probably something you’re pretty passionate about.

If you’re still unclear about your purpose, here are four steps that should be able to help you with that:

Before you can implement structural change, you need a healthy company culture.

Let’s say you’ve looked inward, found your purpose and realigned your core beliefs away from fear toward a leadership motivated by love. Now it’s time to change your workplace.

If you were to urge a workforce governed by fear to start being more creative, the results wouldn’t be good. If your employees harbor a fear of failure, it won’t matter how much you promote innovation, as no one will feel safe enough to try.

Lead links and networks of teams create a more connected company structure.

Changing the company culture is a big first step for a healthier workplace, but to make lasting changes, you’ll also need to transform your company structure. A great start is to bring your departments closer together.

In most traditional structures, each department acts as an independent entity. Marketing will rarely confer with the engineering team and so on. When departments are isolated from one another, there’s a good chance their work will not be as joined-up as it could be.

The right company practices will support a more collaborative and connected company structure.

Once you’ve made your structural changes, you’ll want to take steps to ensure that your newly transparent and collaborative organization runs smoothly. This is where a new set of company practices comes in.

For starters, when you move away from traditional structures, it also makes sense to get rid of traditional job titles and descriptions. Switching to roles, which are more fluid and adaptable, is a good way to reaffirm the spirit of your new workplace.

Many companies are already leading with love.

Now that you have a good idea of what an evolved workplace entails, let’s get a better sense of what it looks like in action through a couple of case studies.

Scribe is a publishing company based in Austin, Texas, with a revolutionary way of producing nonfiction books. Basically, they mentor would-be writers from the very start of the process, as book ideas are formed, all the way to the final publishing.

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Worum geht es in The Evolved Executive?

The Evolved Executive (2018) offers today’s business leaders a step-by-step guide on how to revolutionize their leadership and workforces for the modern era. Author Heather Hanson Wickman provides advice on how to move away from the bygone business beliefs and structures that strike fear in the hearts of employees, and adopt a more sensible, effective and loving approach. With these tips you can create a more productive and flexible workplace filled with empowered and motivated employees.

Bestes Zitat aus The Evolved Executive

Little else in the modern world looks like it did in the 1920s. Why do our organizations?

—Heather Hanson Wickman

Wer The Evolved Executive lesen sollte

Leaders looking to adapt to the modern business world
Professionals who want a better way of working
Executives eager to accelerate the evolution of their leadership

Über den Autor

Heather Hanson Wickman is a sought-after executive coach and leadership developer with a PhD in organizational systems. After a successful career in corporate healthcare, she founded her own firm, Untethered Consulting.

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