tag:blogger.com,1999:blog-21628316.post58517908964475679..comments2023-10-18T05:54:58.700-04:00Comments on Network Weaving: Seriously Rethinking Leadership in a Networked WorldJackhttp://www.blogger.com/profile/18317757979125496981noreply@blogger.comBlogger9125tag:blogger.com,1999:blog-21628316.post-81459006594582101352011-07-11T11:56:40.160-04:002011-07-11T11:56:40.160-04:00Your comment about a planetary adolescence reminde...Your comment about a planetary adolescence reminded me of Andrew Revkin's riff on that theme:<br /><br />http://dotearth.blogs.nytimes.com/2009/08/07/puberty-on-the-scale-of-a-planet<br /><br />Which he expands uponat<br />http://dotearth.blogs.nytimes.com/tag/puberty<br /><br />I am increasingly noticing that everyone wants to form coalitions, alliances, etc; yet fewer, it feels, want to join others. So I'd echo the call to develop "followership" skills (or move towards a more anarchist culture of followers who question authority, and leaders who listen better).SmithMillCreekhttps://www.blogger.com/profile/01207881113813644951noreply@blogger.comtag:blogger.com,1999:blog-21628316.post-26983620016399383932011-05-02T19:15:04.842-04:002011-05-02T19:15:04.842-04:00I love this article, thanks Jack for this post. I ...I love this article, thanks Jack for this post. I agree with you. The content of the article is all positive and it is a great start of people would get a chance to read this.<br /><br />Great work!<br /><br />JuanJuan Vender en internethttp://www.venderdesdecasa.com/blog/comovendereninternetnoreply@blogger.comtag:blogger.com,1999:blog-21628316.post-37027135607289836072011-03-04T05:35:15.941-05:002011-03-04T05:35:15.941-05:00June, very strongly agree re 'anti-bullying tr...June, very strongly agree re 'anti-bullying training'. In my understanding, the effective power of a network is directly related to how well its people understand that power is the ability to <i>do</i> work, not the ability to <i>avoid</i> it - and that that work explicitly includes relational and aspirational work as well as the more obvious physical and mental work.Tom Graveshttp://weblog.tetradian.comnoreply@blogger.comtag:blogger.com,1999:blog-21628316.post-42632126187108597412011-02-28T09:33:14.783-05:002011-02-28T09:33:14.783-05:00June, love the bullying metaphor because it sugges...June, love the bullying metaphor because it suggests the behavior of children and adolescence who are used to assuming power over others. There is no strengths and asset based organization in a culture of bullying and leaders must epitomize the opposites.<br /><br />Opposites of bullying: hospitality, generosity, engagement. More common in healthy networks than traditionally bully-driven corporate cultures.Jackhttps://www.blogger.com/profile/18317757979125496981noreply@blogger.comtag:blogger.com,1999:blog-21628316.post-10193656554281844632011-02-28T08:09:52.923-05:002011-02-28T08:09:52.923-05:00I, too,have been thinking a lot about leadership f...I, too,have been thinking a lot about leadership from a network lens. One thing that could help support more network leadership is if we all had "anti-bullying" training -- that is, if we all knew how to recognize and deal with leaders who are bullies. A lot of current leadership models are based on subtle (or not so subtle) bullying - and it really keeps people from expressing their own leadership qualities. I love that many schools are now training kids to work together in a bullying situation to stop the bully quickly.<br /><br />And I definitely agree that helping us all see our unique qualities and how precious those are will help us initiate and be part of highly-effective self-organized collaboratives.<br /><br />Thanks, Jack for all your good thinking in this area!June Holleyhttps://www.blogger.com/profile/15835972194328759120noreply@blogger.comtag:blogger.com,1999:blog-21628316.post-60940556705109019592011-02-28T03:48:54.145-05:002011-02-28T03:48:54.145-05:00Very interesting article, thanks for sharing. Fi...Very interesting article, thanks for sharing. First to Ed Brenegar's comment, I agree we need to not only stop calling managers leaders, but also need to reinforce the key distinction between the two. <br /><br />I like Peter Drucker's distinction. Managers, he says, have the inward focus and discipline of rendering efficient an organization's people, processes, and technologies. They are focused on 'doing things right'. Leaders on the other hand, have the outward focus of effectively guiding, activating and directing people towards a shared purpose. They are focused on 'doing right things'. <br /><br />If you agree with this its easy to see why a "leader" who exists for the sole purpose of exercising control over money and people aren't leaders at all. If anything they are poor managers, skilled at command-control and demotivation. <br /><br />Jack - one perspective of redundant talent is that occurring in the open source software space. Leaders in open source software are determined by their real-time reputation, and this reputation is fed by their active commitment and contribution to the open source software projects. The reputation is increasingly quantifiable, just take a look at Stack Exchange Careers 2.0, Honestly.com, Github.com. Equally interesting is the fact that once the redundant value in the network crosses some imaginary threshold, leaders move on to new concepts or technologies. This is happening right now in Agile Software Development, Software Craftsmanship and Scrum movements, and what becomes evident here is that the real essence of a Leader is the one who can quickly let go of their investment in skill and knowledge towards newer pastures. <br /><br />This comes back to what you say: " that everyone understands the unique assets of their leaders". I would add that this should happen both in themselves as leaders and in others. Because it is this understanding (something like efficacy) that will enabling the trail leaders continue to blaze.Sergiohttp://techdoertimes.comnoreply@blogger.comtag:blogger.com,1999:blog-21628316.post-15121764613182601572011-02-27T12:00:52.146-05:002011-02-27T12:00:52.146-05:00Great convo!
My colleague Vancho talks about foll...Great convo!<br /><br />My colleague Vancho talks about followership... is anyone following the prescribed leaders? Maybe we need to look at emergent leaders? Discover who they are [in the network] by looking at patterns of followership? <br /><br />Vancho and I have done with several corporate clients. He applies this approach to sports teams with great success!Valdis Krebshttps://www.blogger.com/profile/10670204822980965408noreply@blogger.comtag:blogger.com,1999:blog-21628316.post-70903159474707747162011-02-27T10:03:15.703-05:002011-02-27T10:03:15.703-05:00Yes Ed, great thoughts. One of my intentions here ...Yes Ed, great thoughts. One of my intentions here is to spark and provoke thoughtful exploration into the validity and contributions of leaders as we go forward, particularly in an era where self-organization becomes more possible, dominant, and productive as a model of engagement and organization.<br /><br />Some believe we need less leaders and more, at least better, leadership. The piece suggests the question of just what does an organization or community need uniquely from their leaders.Jackhttps://www.blogger.com/profile/18317757979125496981noreply@blogger.comtag:blogger.com,1999:blog-21628316.post-58563960431101016302011-02-26T19:46:20.889-05:002011-02-26T19:46:20.889-05:00Good post. I generally agree.
My question is how y...Good post. I generally agree.<br />My question is how your perspective on leadership redundancy in networks is not just another form of positional leadership.<br />My perspective is that we need to shift away from that positional view to leadership as an attitude and behavior that everyone can perform. It then means we can stop calling managers leaders, and start actually measuring the leadership character of their management. <br />Thanks for good, thought provoking ideas.Ed Brenegarhttp://edbrenegar.typepad.comnoreply@blogger.com