3. WHAT CAN BE DONE?
This project lies on two fundamental base assumptions on human beings:
Okay, now that we've clarified that, let's structure what can be done to shrink the Real Leadership Gap. To save the human kind from devastating itself via seriously undermining our potential of real leadership, we need to:
Quite simply, there are 3 shifts that can bring us closer to reaching our real leadership potential (which lies in box D):
Out of these, I believe #2 and #3 have the most potential in making practical improvement happen. #2 demands a real, gradual and tangible transformation in our educations systems. #3 needs to be approached via the existing businesses, public sector organisations, NGOs, and other real-life organisations of today.
The first effort is to find out why and how we incentivise suboptimal leadership. The wisdom for this is not in me, or any other individual person, but within a wide range of established and up-and-coming leaders in business, public sector, politics, academia and the arts – the “successful” as well as the “failed” ones.
For more about how this project is carried out, see the Project overview (or go back to Home).
- Goodness: There is more good in each human being than meets the eye. A wise person can see that goodness in every man.
- Growth capacity: Every human being has inside them an enormous potential for growth. It is our responsibility to create a society where we encourage that growth (rather than enable people to take the easy route and stay small).
Okay, now that we've clarified that, let's structure what can be done to shrink the Real Leadership Gap. To save the human kind from devastating itself via seriously undermining our potential of real leadership, we need to:
- Understand where we need to be compared to where are (what are the most impactful and relevant "shifts" in the Skill & Will framework)
- Figure out how to get there (how the most impactful and relevant shifts can be enabled and encouraged)
Quite simply, there are 3 shifts that can bring us closer to reaching our real leadership potential (which lies in box D):
- From "enlightened hedonist" to "real leader" (A to D): Study what has driven individuals who have made this shift (from an enlightened hedonist into someone who can also get things done effectively) happen, and what is discouraging/de-motivating/inhibiting the majority of the A population from achieving more in society and spreading their wisdom
- From "guy next door" to "real leader" (B to D): Explore whether the education system could be developed so that it would no longer be necessary to visit through C or A on the way to D
- From "spiritual baby" to "real leader" (C to D): Promote large-scale leadership paradigm shift to teach, encourage, incentivize and demand current leaders to practice spiritual maturity in their everyday work
Out of these, I believe #2 and #3 have the most potential in making practical improvement happen. #2 demands a real, gradual and tangible transformation in our educations systems. #3 needs to be approached via the existing businesses, public sector organisations, NGOs, and other real-life organisations of today.
The first effort is to find out why and how we incentivise suboptimal leadership. The wisdom for this is not in me, or any other individual person, but within a wide range of established and up-and-coming leaders in business, public sector, politics, academia and the arts – the “successful” as well as the “failed” ones.
For more about how this project is carried out, see the Project overview (or go back to Home).