Applying ‘Synergistic leadership’ - What does it mean for your business?
Recently I have launched Learning Tutor Limited in addition to my role as a manager for managing a singer/artist. With both hats on its been a encouraging few weeks. Recent meetings with a variety of different leaders’ (directors, managers, CEO’s) have confirmed my belief that leadership simply does not and cannot work by definition alone i.e. “the action of leading a group of people or an organization, or the ability to do this.” Rather it is the interpersonal connections and networks that are crucial to alignment of business objectives in addition to thriving, purposeful and long-term strategic aims. Simply put, a collaborative approach to any 21st century business that inspires innovative, dynamic and symbiotic partnerships thus resulting in consequential mutual benefit. What we know from nature is that evolution is ultimately about progress – the will to survive, learn, thrive and evolve relatively. On observation a bird may build its nest well, yet we assume this is a singular effort. Most birds rely on other species or insects to help protect their habitat for example from egg stealing opportunists. So along comes a spider… the meal in addition to the binding comrade for many bird nests hence enabling birds to effectively nurture their brood. I admire ‘Nature’s collaborative leadership’ - it illuminates the path to deep, meaningful, connected and constituent business (economic) progress. My vision and application of synergistic leadership: Learning Tutor Limited (www.learningtutor.co.uk) "Kids go to school and college and get through, but they don't seem to really care about using their minds. School doesn't have the kind of long term positive impact that it should." -Howard Gardner Perhaps I should begin with the story of the Woodpecker logo! - A few months ago I had my first sighting of the little fellow; he flew down into the garden with his imposing red crown and wings displaying the many shades of green. I had no idea what this magnificent bird was called so I asked someone... it was the kindness of this person to take the time to tell me it was a 'Woodpecker’ and that ‘it has come to eat worms'. I suddenly realised how important learning (cognition) is in the 'present moment' - not before the bell or for an exam, or revision, but for now, for all and always. The Howard Gardner quote above resonates with my passion for learning - extending minds beyond the classroom. I am eternally grateful to the people who have supported me with the launch of Learning Tutor Limited (the children and adults). As learners we tend to forget to focus on what is here and now and how to expand our minds with knowledge not just for the sake of passing an exam but being a well rounded person, citizen or neighbour. I created Learning Tutor to offer children and young adults (learners) of all backgrounds and learning abilities access to education in an open, non-judgmental, personal and innovative way. My first objective was to surround myself with those professionals who have distinguished themselves over their careers as being among the best in the education and care sector. Each member of my team is handpicked personally, or by one of the education professionals who could attest to the other tutor/teacher's reputation. I have tried to build a company that has strong work ethics, family values and a great working relationship with our employees as well as our clients. I am truly passionate about learning and in my previous roles as Leader of Information Technology (Head of IT), Leader of Young Enterprise & Teacher of Business, Marketing Executive and Company Director (Brighter Resources Limited) I have vast experience, knowledge and practice of teaching and learning. I do not consider myself as a teacher but a 'learning practitioner' - I believe that the role of the 'learning practitioner' is to be fully involved with the learning process - it is after all a two way process in the classroom! Our team provides a tailored and learner centred approach to addressing learners' needs. I know this is what many of our clients and learners like most about our approach to learning: we are a 'family' (group) sharing an educational philosophy, yet we are effective and experienced enough to manage any learning project that comes our way. It is a testament to the people I have working with me, who uphold my learning vision and values, to maintain best practices while making sure your requirements are met. Thank you to all our clients and learners for their loyalty to us. Your support enables us to offer more value to the services that we offer, and has helped Learning Tutor Limited continue to develop and expand so that we can effectively respond to a wide spectrum of personal educational needs. Sincerely, Jay Virdee Managing Director Learning Tutor Limited www.learningtutor.co.uk
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CLICK HERE TO READ THIS ARTICLE ON LINKEDIN Envy our intrinsic biological attribute, we can experience these behaviours at any time where our position is below that of a colleague, friend or family member. The fundamental root of envy (or jealousy) is that it stems from emotional response. Take for instance your social standing in the office or online this somehow determines where you stand in relation to others. Why are we so envious of those whom which we associate with? Surely the fact that there is a common factor involved that is the similarities we share should not make us envious rather cooperative? We seem to attract friends that hold resembling values and interests yet we are envious or jealous of their success - an issue for the office and life. “I can only say that whatever my life and work have been, I’m not envious of anyone – and this is my biggest satisfaction” Roman Polanski Workplace envy or 'change management'? Many board meetings take place behind closed doors. In the modern workplace, adversaries are on your patch whether you know it or not, your best friend or colleague may develop a little envy and you might find yourself out of a job! So one day, your boss calls in, you’re now on your way to his or her office… it seems a colleague has expressed interest in your position and you are now required to re-apply or look elsewhere for a job… is this envy or what we now call ‘change management’? In recent years I have experienced a number of management regimes however nothing that shocked or surprised me more than the use of the words ‘change management’ in place of 'workplace bullying'. I have knowledge and practice of the concept of change management however it seemed it to me a pretence for choosing some staff over others rather than matching the correct skill set to the desired outcome e.g. profitability or sustainability. Many months passed as I watched this ‘change management’ occur, there was a fear amongst the employees and they were often cautious about talking to others… a pattern seemed to have emerged whereby the ‘popular’ employees were moving into management positions with or without experience. Of course, this in my mind was questionable with years of experience and possessing the required skills or qualifications others couldn’t possibly have been given positions above me? I developed envy towards those who in my view were clearly not competent to fill the roles for which they were employed… but then I sat down and thought, well what do I really care? So is envy really a bad thing? After many years of being the ‘younger’ head of department I often wondered why my friends and colleagues judged me – I worked just as hard as they did, I applied for the position just as they could have and despite my age being a factor of jealousy I had experience and produced results. I was a popular teacher and leader often the envy of others. When I think back to rationalise his or her envy, I find myself wasting time, it simply cannot be rationalised by anyone other than its creator. Envy is an emotional response it does not solve the issue. I mean who cares that I’m young and earning more? But if it motivates you to be better than me or to get ahead then surely it’s not a bad thing... or is it? Where’s the scapegoat? Well if you’re employing staff you have legal obligations and not to mention your employees have certain rights. It would be wrong of you to dismiss someone because you want to give the jealous party a chance… but you could disguise it as ‘change management’ right? Let’s place unnecessary pressure on you, unrealistic deadlines and targets – surely at some stage you will no longer be ‘competent’ to hold the position... so now the jealous guy wins and your boss is free from any claims of workplace bullying or harassment. Consider the case of Ali Baba, when he is the only one knowing the secret of the treasure in the cave and how to access it. The leader, disguised as an oil seller stayed with Ali Baba. He had brought along mules loaded with forty oil jars containing the other thieves… envy helps us realise our standing on the social grid, it can help us create alliances yet also lead us to riches no one else knows of…. Over the years I have been approached by a number of firms and education establishments to join their team, despite their generous salaries and offers I declined. On reflection I am glad I did, I am now my own boss and thrive to create a business ethos that harnesses input rather than yields envy amongst staff. My Business is built on the bond of trust and compassion for others.
What are your thoughts about envy good for the workplace or not? Are you jealous? Join Us. Become an associate lets care about education and making real progress: http://www.learningtutor.co.uk/approved-associates.html Coming soon: www.CompassionEd.com Sources: http://en.wikipedia.org/wiki/Ali_Baba So I’ve been working on developing associate links over the past few days and I seem to have spoken with 40% of our competition… that approached me and were astonished when I offered to help them develop their business. For many months and with thanks to a respectfully knowledgeable person the word ‘compassion’ has stuck with me – so I thought I would test the ideology by taking a closer look at the benefits of working with competitors. Now, this is not a new concept, its been around for centuries however it seems to me that the in the 21st century it comprises of bullies, victims, heroes and villains.
‘The Bullies’ the competitor with the biggest and broadest holds of the market. ‘The Victims’ timid competitors with great ambition and ideas but lack the audacity to impose and impress themselves onto a market. The ‘Heroes’ the champion competition that welcomes collaboration but it comes at a price. The ‘Villians’ the competitors with the merger and acquisition mentality ‘lets take over the market’. How is one to distinguish the best completion to work with? Working with the ‘Bullies’ will certainly get your business recognised, however there is the danger of formality and red tape so one must question how open this group is to real and sustainable collaboration? Bullies are the ‘Decipticons’ of the market, they transform and change rapidly leaving behind credible businesses with worthwhile products and services. I was once told being a ‘victim’ opens you up to scrutiny. As an optimist I chose to believe that mutual benefits are conceivable from sitting around the table with this band of competitors. On reflection, would you be placing your business in midst of negative associated judgement? i.e. you’re collaborating with a cautious competitor who may have missed the boat and barely keeping their head up in the water (market). Is that a good look? and how does one wear it? The heroes are the proud egoists - they’ll welcome talks around a fancy table and boardroom, listen to your propositions and push an invoice under your nose for their services. Now, this type of competition is usually apparent in the financial and legal sectors, however recently I have come to realise they are apparent in all sectors and astonishingly more evident in the education sector (well in the UK anyway). We do it well, we welcome innovation, but we’ll tell you how to do it and how much our opinions count in the market. Last to commence battle with you are the villains, if your market was an amphitheatre they’d aim to show you who the ‘boss’ is – they’re the market entertainers, regardless of expertise or experience this band of competitors would rather own you than work with you. So there we have it, my brief and enigmatic view of the four types of competition – lets decipher this and get to the point. When looking for greater market recognition approach a bully, when looking for expertise within a market side with a victim, when seeking investment meet a hero and when needing a way out shake hands with the villains. OR, take all four into the amphitheatre watch them fight fiercely like gladiators – because one day, just one day, there will be a day when everyone wants you (your business). Bottom line, be compassionate with your competitors and offer to help where you can, ask for recognition and make progress within the market together. Consider the leverage in working with your competition - that old saying ‘If you can’t beat them join them’....…perhaps partially, mindfully and for mutual benefit? Some of your competitors will have the best labs, equipment, expertise and resources - there's no harm in approaching them and working with them to further your offering to the market. Don’t assume the worst… A lesson from The Aristrocats: In Paris in 1910, a mother cat named Duchess and her three kittens, Marie, Berlioz, and Toulouse, live in the mansion of retired opera diva Madame Adelaide Bonfamille, along with her English butler, Edgar. She early on settles her will with her lawyer Georges Hautecourt, an aged, eccentric old friend of hers, stating that she wishes her fortune to be left to her cats, who will retain it until their deaths, upon which her fortune will revert to Edgar. Edgar hears this from his own room through a speaking tube and is unwilling to wait for the cats to die naturally before he inherits Madame Adelaide's fortune, and plots to eliminate the cats…..….Edgar sees Duchess and Kittens coming and captures them, places them in a sack and briefly hides them in an oven….…Madame Adelaide's will is rewritten to exclude Edgar and include O'Malley (after ironically claiming that the will would have included Edgar after all). (Source: http://en.wikipedia.org/wiki/The_Aristocats) What are your thoughts...? Learning Tutor is well connected - Our Expert Lounge is now open! Welcoming all experts in Education, Healthcare, Industry and other sectors to contribute and collaborate with Learning Tutor Limited. Do you have a post relevant for our learners (pupils or students)? Or learners, do you have a question for an expert? Get in touch with us, we welcome your thoughts and participation. |
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