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.
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.
It is clear to me that children are already in tune with the idea that they can make a difference in people’s lives. This raises the question for parents of how to talk with their children about being persons of impact.
“Being a change creator is a mindset utilizing a specific skill set focused on impact. Instead of asking, ‘What does it take to create a happy customer?’ ask, ‘What is the impact that we want to create for our customer?’ When we have a change mindset, we see the difference. We see how what we do creates that difference. We communicate that difference so that we can strengthen our relationship with our customers. We change to adapt ourselves to the needs of our customer. By recognizing this changing difference, we begin to grasp that we are always in transition. “ – Circle of Impact: Taking Personal Initiative To Ignite Change, p. 175.