Pink's "A Whole New Mind" and the Challenges of Communication in the 21st Century

Daniel H Pink proposes in his book A WHOLE NEW MIND that the right brained people of the world will ultimately be the ones who make it in the Western Economies. His thesis is that the west has gone from the information society to the conception society where ideas are king. I for one would love that since the world of ideas is my world. But in all sincerity I am not quite ready to indulge in thinking that it is the right minded's time to attain status in the business world. What I did catch from his writing was the concept that both the left and the right sides of the brain are important but one will dominate. Thus the whole in whole new brain. Both the right and the left working in symphony will find true meaning and how to communicate it to others. Accepting the need for both sides of the brain to achieve a new reality where words and pictures play an equally important role in communication is not new. We have known for years that the learner will retain more of what is both audio and visual. The abstract and the concrete can compliment each other. Dialectic thinking in the resolving of problems and the communicating of ideas will be the key to success in a world where we watch 5 sports games at the same time with the music blasting in the background from some other source all the while engaging in conversation and texting someone else in another city or country. We are the multitask generation and we will have it all. Therefor "A Whole New Mind" is a genius of a book that helps leaders understand the keys to communicating their ideas to a new generation.

Great Reading

I recently finished reading the new book from Leader to Leader Institute, "THE ORGANIZATION OF THE FUTURE 2" Frances Hesselbein and Marshall Goldsmith editors. (Jossey-Bass 2009) This is definitely the book to read for organizational leadership concepts that are on the cutting edge. Several authors with great ideas. Very practical and thought provoking.


Another good one is GOD IS BACK by John Micklethwait and Adrian Wooldridge (Penguin Press 2009) These two writers are well known to readers of THE ECONOMIST a publication I highly recommend. The insights on the surge in religious belief in the world is challenging to the western postmodern mindset and yet it is supported by very good documentation. How do faith based organizations play a role in this resurgence? Read the book and find out for your self. It is definitely a great read!

The Four E's of Leadership Development

As the present generation of leaders transition up the ladder into higher levels of responsibility who are they leaving behind them? How are they developing the leaders around and below themselves? The key to continued success in any organization is effective leadership at all levels. Where this does not occur I have found that organizations lose their effectiveness and efficiency. So how do we go about equipping the next generation of leaders? I would like to propose four steps. Encounter, Empowerment, Equipping, and Encouraging.

Encounter:
It is crucial that we begin developing relationships with coworkers that will allow us to see who can step up to leadership positions that will become available in the future. Observation is the first step. Always keep an eye out for that individual who shows potential as an influencer of others. Conversation is the next step. By talking together you can get better acquainted with the coworker as a person and discover those areas that need polishing for the future. Listening to coworkers as they discuss issues on teams or even in the break room or "after-meetings" in the parking lot. Soon you will find people who have basic talents that can be honed for leadership.

Empowerment:
Most people do not think of themselves as leaders. By giving them opportunities to explore leadership roles on a low level they may begin to have confidence in themselves and their ability to be people of influence. Start out with small tasks but always look for ways to empower the person through dialogue and positive feedback. Public praise for a job well done is a very empowering experience for many people. This also lets others know that you have entrusted these individuals with the power and authority to carry out specific tasks and have seen that they are qualified to lead.

Equipping:
Along with empowerment comes equipping. This can be in a formal setting such as a seminar or workshop. It may take place as on the job training. Apprenticeships or fellowships are other ways to equip developing leaders. Both theory and practice should be a part of the equipping experience along with opportunity to ask questions and get advice. Without proper equipping the future leader is going to have to learn in the school of hard knocks and the organization will suffer because of it.

Encouragement:
Mentoring and coaching relationships build up the person who is developing into a leader. As they go into new experiences new leaders will need someone to coach them through the difficult times and help them discover how to deal with the various circumstances and issues that face leaders everyday. Experienced leaders need encouragement as well through an organized system of coaching or mentoring within the organization. This should be a formal relationship and yet it can grow into a lifelong friendship that goes beyond the original time and place where the relationship began.

Developing the leaders that surround us will enable us to leave the place where we currently lead to new and more responsible positions knowing that the hard work and dedication we have devoted to that department will not fall apart upon our departure. Organizations should place someone in charge of leadership development who can carry out some of these elements on a regular basis.

I have found that over the years my successes have come as I have helped others to succeed. That is why I see encountering, empowering, equipping, and encouraging leaders as the key to the success of any organization.