Invisible Leadersip
Diana Larsen
dlarsen at futureworksconsulting.com
Thu Jul 19 00:45:11 PDT 2007
Thank you Harrison.
When I read your post, I was reminded of one of my favorite books on
leadership, John Heider's _The Tao of Leadership_ (1985). I hadn't
read it for a long time, and I thought it might be a source for the
Gandhi quote.
Once I picked it up to look for the quote, I couldn't put it down. I
kept re-reading until I finished the whole book, and I came across
such Open Space applicable gems as:
#17 Being a Midwife. "The wise leader does not intervene
unnecessarily. The leader's presence is felt, but often the group
runs itself....Imagine that you are a midwife; you are assisting at
someone else's birth. Do good without show or fuss. Facilitate what
is happening rather than what you think ought to be happening...When
the baby is born, the mother will rightly say, "We did it ourselves!" "
#37 Doing Little. "It puzzles people at first, to see how little the
able leader actually does, and yet how much gets done. But the leader
knows that is how things work. After all, Tao does nothing at all,
yet everything gets done. When the leader gets too busy, the time has
come to return to selfless silence. Selflessness gives one center.
Center creates order. When there is order, there is little to do."
#46. Nothing to Win. "...The wise leader kows that it is far more
important to be content with what is actually happening than to get
upset over what might be happening but isn't."
#57. Doing Less and Being More. "...When the leader practices
silence, the group remains focused. When the leader does not impose u
rules, the group discovers its own goodness. When the leader acts
unselfishly, the group simply does what is to be done. Good
leadership consists of doing less and being more."
And many more.
My search also led me to these translations of the original Tao te
Ching:
"A leader is best when people barely know he exists, not so good when
people obey and acclaim him, worse when they despise him....But of a
good leader who talks little when his work is done, his aim
fulfilled, they will say, "We did it ourselves."
- Lao Tzu
and this variation:
"When the effective leader is finished with his work, the people say
it happened naturally."
- Lao Tse
I appreciate you for stimulating a lovely revisiting of this book, an
old "friend" whom I had neglected.
Diana
PS I also found this additional quote, which isn't exactly what I was
looking for but did make me laugh at the mental picture it evoked, as
well as offering a reminder to stay humble.
"There is no such thing as a perfect leader either in the past or
present, in China or elsewhere. If there is one, he is only
pretending, like a pig inserting scallions into its nose in an effort
to look like an elephant."
- Liu Shao-ch'i
Diana Larsen
www.futureworksconsulting.com
co-author: "Agile Retrospectives" http://tinyurl.com/3dr5v3 or http://
tinyurl.com/ynacvb
Ask me about:
- "Secrets of Agile Teamwork: Beyond Technical Skills" workshop
Sept 17-19, Stockholm Sweden
Dec 11-13, Portland OR
On Jul 18, 2007, at 12:32 PM, Harrison Owen wrote:
> A friend once said, the mark of a true leader is that you never notice
> him/her. I think it was Gandhi who said something like, with a good
> leader,
> the people think they did it all by themselves. Another friend who
> was the
> director of a very large federal agency (and my boss for a period
> of time)
> told me that every time he had to resort to an overt use of his
> position,
> power and authority, he had failed in some substantial respect.
>
> I know that we have been treated to the headliners on the
> conference circuit
> billed as "charismatic," "inspirational," "aggressive" leaders. They
> probably have all of those characteristics, but I don't think any
> of them
> really make for good leadership. Those sorts of people tend to fill up
> space, and hog the stage. It may look good under the klieg lights,
> but in my
> own experience it is a real downer when it comes to individual and
> collective performance in an organization.
>
> I doubt that anybody is ever totally present and absolutely
> invisible, but
> that is not a bad ideal. It creates a lot of space in which good
> things can
> happen.
>
> Harrison
>
> -----Original Message-----
> From: OSLIST [mailto:OSLIST at LISTSERV.BOISESTATE.EDU] On Behalf Of
> Craig
> Gilliam
> Sent: Wednesday, July 18, 2007 10:01 AM
> To: OSLIST at LISTSERV.BOISESTATE.EDU
> Subject: Re: Report from the field
>
> Harrison wrote:
> "No question that experience is a plus when it comes to the subtle
> art of
> doing nothing, being fully present, and totally invisible."
>
> These three descriptive images struck a deep cord in me--1) the
> art of
> "doing nothing, being fully present, and totally invisible."
>
> I am not certain what I am asking, but here is a attempt to ask or
> invite
> conversation on this notion of invisibility. I both love it and
> hate it!!!
>
> My question is around the image of totally invisible. Wow! at the
> danger
> of revealing my own "stuff," that one is tough, but powerful.
> Especially in
>
> a "game or culture" where I believe invisibility is
> counterintuitive. Some
> of it or maybe a lot of it is ego, but does this word invisible mean
> different things in different situation or contexts? If there is a
> difference, how does one separate unhealthy invisibility from healthy,
> needed transparency, vulnerability and "not being seen"?
>
> I like OS not only as a technology/methodology, but as a way of
> being and
> doing leadership in all contexts and as a way of learning about
> systems.
> Does invisibility have a shadow side? Is there sometimes when as a
> leader,
> invisibility, if not practiced artfully, whatever that means, can be
> counter-productive or a way of not taking responsibility?
>
> The bigger question I am trying to get at is: I would love to hear
> more
> discussion about this notion of leadership and invisibility. While it
> strikes deep, I am working to understand the implications and effect.
>
> Thanks,
> Craig
>
>
>
>
>
>
>
>
> ----Original Message Follows----
> From: Harrison Owen <hhowen at verizon.net>
> Reply-To: OSLIST <OSLIST at LISTSERV.BOISESTATE.EDU>
> To: OSLIST at LISTSERV.BOISESTATE.EDU
> Subject: Re: Report from the field
> Date: Sat, 14 Jul 2007 08:16:53 -0400
>
> Alan - I like what you are doing here! And yet I felt a cautionary
> flag fly
> at some points. You said (the sponsor said), "I invite everyone to
> express
> your passion and responsibility for things you feel are important.
> Let's see
> where Open Space takes us!" Nice, and I also think it is worth while
> remembering that Open Space doesn't take us anywhere. We do the
> "taking."
> Open Space, as a process, only invites us to do what we all can and
> do do,
> naturally. Success for me occurs when we get rid of the middle man
> (OST).
> And I find these thoughts take me further to consider the role of the
> facilitator. No question that experience is a plus when it comes to
> the
> subtle art of doing nothing, being fully present, and totally
> invisible :-).
> I think it is also true that anybody with a good head and a good
> heart (more
> heart than head) can play the role very effectively - just as
> effectively as
> someone with years of experience! It is not only that Open Space
> is so
> simple (which it is), it is also just natural, which is another way of
> saying that everybody has equal access, provided they choose to
> walk through
> the door. The other day I got a note which said in part, "I was
> surprised to
> find out that there was a hierarchy in the OST community and
> everyone having
> a specific place to hold, voices are not equal and politics
> prevails in
> certain circuits Just the same old same old... I'm not sure this
> is what
> you envisioned with OST." I have no idea what the specific
> circumstances
> were, and less interest in finding out. But presuming that we have the
> creeping tentacles of elitism sneaking in - a good dose of the Law
> of Two
> Feet and a clear recognition of the Universal License of Open Space
> (everybody has one by birth) should do the trick. Or something.
>
>
>
> Harrison
>
>
>
>
>
>
>
> _____
>
> From: OSLIST [mailto:OSLIST at LISTSERV.BOISESTATE.EDU] On Behalf Of Alan
> Stewart
> Sent: Tuesday, July 10, 2007 3:47 AM
> To: OSLIST at LISTSERV.BOISESTATE.EDU
> Subject: Re: Report from the field
>
>
>
> Harrison and All
>
>
>
> Picking up your focus on respect and how it emerges .
>
>
>
> Tom Atlee, who you may be aware of, <http://www.co-
> intelligence.org/>
> http://www.co-intelligence.org
>
> articulates very nicely the 'reason' why processes such as Open
> Space are so
> critical to bringing forth a spirit of 'We are in this together.'
>
>
>
> Or, in these words which I found when poking around in Jack
> Ricchiuto's
> <http://www.designinglife.com/> www.DesigningLife.com , to help
> promote
> awareness of
>
>
>
> "Our behaviors change only if we decide to belong together
> differently."
>
>
> Margaret Wheatley, author of 'A
> Simpler Way'
>
>
>
> Tom notes: "Co-intelligence, dialogue and democracy all flourish
> best among
> peers. It isn't a matter of everybody being equal in every way. It
> is a
> matter of everyone having comparable power to influence the outcome
> of their
> interactions and, most importantly, everyone giving each other
> respect.
>
>
>
> This is, unfortunately, seldom the case. Most of us have deeply
> ingrained
> ways of not respecting each other -- sometimes without even knowing
> it. This
> is one of the main reasons that we need "processes" and
> "facilitators" to
> help us get good results from our meetings and conversations."
>
>
>
>
>
> As those of us who facilitate/host conversing processes know, the
> according
> of respect occurs spontaneously and naturally when conditions for self
> organizing are in place. And that this happens (at least for now)
> in the
> hands of skilled and experienced process facilitators working with
> sponsors
> who intuit the potential value in letting go of control.
>
>
>
> In the case of the group with whom Vivien Pau and I were working in
> Shanghai
> last week:
>
>
>
> The notion of 'circularity', which comes from cybernetics - the
> study of
> self organizing systems (or of how 'one thing leads to another') -
> may be
> useful in understanding what transpired.
>
>
>
> Being treated with respect was not a novel experience for the
> participants
> in this instance. For what was readily apparent to us was that the
> CEO (an
> Aussie) habitually accorded respect and trust to his colleagues.
> This led
> him to take a 'risk' of bringing in OST for the company's
> deliberations even
> though he had not ever experienced it. He did so at Vivien's
> suggestion,
> whose professional judgment he trusted having engaged her services
> last year
> with good outcomes. In turn the team of 40 people 'dived in' when
> trusting
> the process as their 'boss' - who they greatly respect - said it
> was OK.
> None of these other people had ever heard of OST prior to the event.
>
>
>
> We supplied the form of words with which the CEO introduced the
> Open Space
> component. These concluded with:
>
>
>
> "I invite everyone to express your passion and responsibility for
> things you
> feel are important. Let's see where Open Space takes us!"
>
>
>
> As I reported the process fitted very well with their existing ways of
> interacting with each other. And their consistent feedback at the
> closure
> indicated their delight that Vivien and I had accepted their
> invitation to
> open space for them.
>
>
>
> Now they have the language and the experience to carry them forward
> with
> greater vigor and awareness.
>
>
>
> And we are inspired likewise.
>
>
>
> My observations on the role of young women as integral team members
> brings
> this to mind:
>
>
>
> If I were to wish for anything, I should not wish for wealth and
> power, but
> for the passionate sense of the potential, for the eye which, ever
> young and
> ardent, sees the possible. Pleasure disappoints, possibility never.
> Soren Kierkegaard
>
>
>
> Go well
>
>
>
> Alan
>
> .
>
>
>
>
>
>
>
>
>
> ----- Original Message -----
>
> From: Harrison Owen <mailto:hhowen at verizon.net>
>
> To: OSLIST at LISTSERV.BOISESTATE.EDU
>
> Sent: Sunday, July 08, 2007 8:15 PM
>
> Subject: Re: Report from the field
>
>
>
> Alan - the experience of respect in Open Space is a first for many
> people,
> and may be the first step to renewal, creativity, and for some,
> healing.
> There seems to be a natural progression from respect to trust to
> hope. At
> least I have seen it play out that way on countless occasions. This
> progression is most obvious (and most needed) in highly conflicted
> environments. I guess it is most obvious there because people usually
> experience so little respect that it comes as very much of a
> surprise. It is
> a constant wonder to me that people can survive in situations
> bereft of
> respect and literally dripping with a level of pathology that for
> me is
> incomprehensible. It is an even greater wonder (mystery) that these
> same
> people can consider this situation to be "normal." If the
> "situation" were a
> concentration camp, that makes a certain amount of sense - but more
> often
> than not we are talking about a "perfectly respectable" business or
> corporation. Then again, I guess it is not so strange for the standard
> organizational structure seems perfectly designed to limit, even
> eliminate,
> essential human connection, to say nothing of respect. Folks are
> locked in
> boxes and deprived of information all in the name of efficiency,
> effectiveness and productivity. The name of the game is fear and
> control.
> Nothing new here, and hardly a deep insight - but under the
> circumstances
> Open Space is definitely revolutionary, if only because people are
> invited
> to leave their cages. The greatest wonder may be that we are ever
> invited to
> open space.
>
>
>
> Harrison
>
>
>
>
> _____
>
>
> From: OSLIST [mailto:OSLIST at LISTSERV.BOISESTATE.EDU] On Behalf Of Alan
> Stewart
> Sent: Saturday, July 07, 2007 7:54 PM
> To: OSLIST at LISTSERV.BOISESTATE.EDU
> Subject: Re: Report from the field
>
>
>
> Hi All
>
>
>
> To resume the flow post July 4 holiday and Live Earth connectings
> (still
> going strong in the Western hemisphere) ...
>
>
>
> Here for your information is a brief report on a happening last
> week in the
> East which you may find helpful for your
>
> purposes. This is slightly adapted from what I sent it initially to a
> marketing agent here in Hong Kong.
>
>
>
>
>
> "Am back after a very productive few days in Shanghai co-
> facilitating a
> workshop which featured an Open Space component for the senior
> management
> team of a large international hotel company. This was with my
> friend and
> colleague Vivien Pau.
>
>
>
> They got Open Space in one. By this I mean there was no stopping
> the flow of
> respectful interaction. For example, the CEO and the most recent
> recruits
> talked to each other animatedly if they found themselves in a
> session which
> they felt strongly about.
>
>
>
> From your barest soup con [small taste] experiencing of group
> conversational
> processes you may have a glimpse that when all feel totally
> respected and
> included remarkable outcomes are likely.
>
>
>
> Among these are new found deeper relationships and associated
> questioning
> from which emerge changed mindsets, creativity, innovation,
> collaboration,
> commitment. The overall result? $ and Joy.
>
>
>
> The immediate outcome of the two day event was a clear set of
> strategies by
> which to achieve defined goals by the end of next year.
>
>
>
> And a request for me to change my flight so as to stay on to party
> with them
> after the closure. <smile>
>
>
>
> The 40 people present - from all around China - included several young
> women, ie around age 30-35 (in my 'take') who were very articulate
> and who
> contributed with great confidence. Wondrous to observe!
>
>
>
> You may be most heartened to know that organisations whose
> financial success
> is based on such an open corporate culture exist in China. For
> others are
> sure to follow when given the opportunity to notice what may happen
> when
> they engage the services of skilled facilitators."
>
>
>
> With warm regards
>
>
>
> Going well
>
>
>
> Alan
>
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