Leadership as a Science and Art
Leadership is and has been defined by many authors over the years in many different methodological constructs. In this treatise leadership is an intuitively centered well felt and sound processes, where the head and the heart is in agreement, even when there are no facts, data, and or empirical scholarly evidence to support the decision(s) being made. This is not to say that effective leaders are driven by their self-centered ego needs; however, the intuitive leader(s) have honed their interpersonal and experiential knowledges, through and with experiences. Narcissism inherent in a dysfunctional and immature character development are not strong suites of the intuitive leaders who are leading the new global economies. In fact the smaller leaders makes themselves, through relinquishing the traditional organizational constructs of controlling, planning, guiding and organizing to teams; the greater the probabilities of effective functional buy in from the teams, being guided by the leader. No abdication of authority by the leader is the onus of the argument here. The leadership mental model is intuitively drawing into the processes, the central components to make effective decisions, to address the linear hierarchical needs and function of the organization survival in crisis and non-crisis oriented scenarios, Central to the this mental model of leadership is self-mastery within the Learning Organization. Smith(2001) on Senge (1990) The learning organization
According to Peter Senge (1990: 3) learning organizations are:
…organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together.
The basic rational formulated is one of learning, organizational adaptability, with an intrinsic drive to move the central focus from individualized power to transformation power lead and directed by the team leaders and those responsibility centered managers, in the day to day operations, of the organization. Leaders in utilizing the intuitive learning centered approach to leading, maximizes the return in knowledge invested in the organization by each of the members. The power of the leader expand from the microcosmic individualize power center to the macro cosmic body of the organization permeating the ranks and files, with decision capabilities where the rubber meets the road, [i.e. the ability to make real time decisions that are necessary for the survival of the team and the organization as a larger body. The leader with the personal need and or want to have a handle on the processes of the organization knowledges to the degree of inflexibility of their interpersonal dysfunction of trusts, creates mayhem throughout the organization, and crippling, stifling creative and innovation, in the organization body. The intuitively leadership centered constructs opens the gates to reduce dysfunction in the organizational body. Narcissistic behaviors, based in rugged individualism, of traditional theory x leadership deconstructs the leaders power from a larger the span of control. Narcissism with power coupled with fear of reprisals are not adequate enough to carry the ball to the goal line, in today’s knowledge based organizations. The mental model constructs of the I, Self and the Me, are specifically not the bringers of good tithing, however, in order for the intuitive centered leadership approach to effectively transform the individual, culture, organization, and clients, a clear understanding of the leader(s) vision must be alive and driving the core propositions at every level of the organization, period dot. Their scanners are able to effectively break down and through intellectualism of a given situation, and determine what methods have worked in the past, is it effective for the present story, theater, and what are the processes, outcomes and impacts of the decisions, across space as well as time. Leaders who operate in what I have come to understand and term the Quantum Leadership Phenomena situational mode are or [ QLP ] mode, constitute the most advanced levels of leadership styles. to synthesize the raw information and formulate a strategies and courses of effective actions The effective leader who guides the company , organization, government, does so with the consciousness of a social artist, seeing the abstracts, linearity, interrelationships. The world is seen in light of a lens of gestalt representation, and defined as the ability to see the larger vision, set the vision into a holistic perspective, with both long and short range mission critical goals and objectives in mind. Leaders creating possibilities out of seemingly impossible scenarios with the least amount of resistance internal and or external to the organizational goals are seen as charismatic and adept at the art of leadership. The art of leadership exudes an ease of excellence and stellar performance where the leaders are seen as actors in a real organization performance, where the breath, depth, scope and application makes or breaks the lives of hundreds and sometimes millions of people, with the decisive and artful.
Smith, K.M (2001). Peter Senge and the learning organization.
Bibliographic reference: Smith, M. K. (2001) ‘Peter Senge and the learning organization’, the encyclopedia of informal education. [http://infed.org/mobi/peter-senge-and-the-learning-organization/. Retrieved: insert date]