Squeezed is the appropriate word. It is why people feel vulnerable, rather than them feeling the desire to be vulnerable.
This is vulnerability imposed from the outside, by the structures of the world and their companies.
The kind that Chris Lister writes about in his FastCompany article – I thought I knew what it meant to lead with vulnerability. Then I became CEO – is a choice that we make to be a particular way. Lister is correct. It isn’t as easy as Brene’ Brown suggests. Though I’m not sure Brene’ is saying it is easy but necessary.
The Two Global Forces describe a transition that is unprecedented in human history. The transition is from hierarchy to networks. It is emerging through two developments. The obvious one is how personal technology provides people the capacity for independent action like never before. The second is a growing awareness of a detrimental impact that organizational hierarchy is increasingly having upon human experience.
The Hong Kong Moment
An illustration of this historic transition is taking place in Hong Kong. Protesters are daily demonstrating against the Chinese Communist government in Beijing over its treatment of Hong Kong’s citizens. The protesters represent a force of decentralization against the highly centralized government of China.
What is a persistent, residual culture?
First, it is a culture that persists in spite of changes in society, leadership, strategy, or ownership.
Second, it is a culture that resides in the relationships of people who work in the company or live in the same community. It lives there regardless of support or resistance. It is a culture of belief in certain values that define who people want to be together in the varied functioning of their jobs.
Leadership has become a standardized approach to the operation of an organization. As I listen to people describe the function of leadership in their organization, it is often difficult to identify the values that inform what leadership means. It is much easier to identify the cultural practices that cause leadership to be ineffective.