Lead or Fall Black The State of the Black World

Lead or Fade to the Background noise and added attraction...

I attended the State of the Black World this past weekend. It was as engaging as is it was interesting. I saw this conference as very important for my own personal growth and development as it was significant for folks know and understand the intergenerational struggle that exist when the old are not talking to the young and vice versa.

The first day was filled of lively debates and old leadership...now don't get me wrong I am all for wise guidance and mentorship. But, I felt that the young and upcoming leaders should've been apart of the conversation the first day. Basically, it was sign saying well youngin's I will give you time in a minute "Let me get mines, watch as I talk about the struggle".

I felt it was very segregated in terms of the intergenerational conversation. When I actually dissect the word inter means to depend to rely on a connectivity meaning part. So why were the panels separated??? If I am because you are because you are and we all are...well why can't we all just have one big intergenerational conversation where we all are learning together.

Organizational Survival Mentality 101

I feel that many times in organizations we get stuck doing things one particular way and it produces results that are sometimes intangible. So intangible that we forget that people aren’t responding a certain way or people aren’t doing satisfactory work. But, to our mind’s eye it looks good or rather it feels good. I like to call this survival mode. I’m not a friend of the Darwin’s theory so I will state my own case in point. A lot of organizations get stuck operating in survival mode when in fact they should be thriving. No one benefits when this occurs but it becomes part of the operating process so everyone adapts to their environment. People get their paychecks on time. Organizations still get their allotted funding. Leaders are still getting top leadership positions at 500 companies. When we thrive we are able to see that we impact the culture, community, organizations, groups/teams and individual
My personal experience has led me to believe that when organizations thrive they increase their vitality. Vital organizations play a critical role because they are directly involved in maximizing results as within the system of change and transformation. For example, the employees see their environment as now being part of their identity and they will treat it with love, respect and appreciation. If a person love respects and appreciate themselves they will want to be in an environment that is nurturing, respectful and appreciative. If you devalue yourself you will not want to contribute to an environment in a productive and healthy fashion.
However, we all have to see ourselves as connected to changing these systems that exist within the workplace. Organizations can't get there alone..we are the people that make organizations evolve. As we evolve these organizations have to evolve..when we bring different models of leadership we create different forms of reality as it relates to thoughts and production.

The 3C's of Leadership

The three C's of Leadership & Transformation is
Consciousness, Choice and Change

Once you are aware of internal factors that keep you locked into a particular situation, You have a choice to change u're situation. You can make a conscious decision whether to stay stuck in a particular job or get out and find more happiness, freedom and mobility
For example, it's like driving a car...u can Do a U-Turn.
Especially, in u're external workplace. Once u consciously make a new choice with a different direction u can manifest change and really build true leadership that will be about growth and development.

Re: A Consultant Knows Better

 A consultant knows better.  It like medicine in the applesauce a Consultant must be a leader in motion and facilitator of change.

 

 

Why Organizational Leadership & Transformation????

My experience with organizational cultures has been one of definitely growth and development. I’ve seen how organizational cultures can benefit people and I’ve seen how they can be not so beneficial for those to choose to encompass certain values and structure into their daily lives. Today, I see most organizational cultures defined by people in leadership positions.

Locate the leader and you’ll find the organizational culture that is in even the most discreet places.

Organizational Culture used to be years ago a discreet place where people would hide so nobody would hear them stirring up a batch of something to cook. Now culture is added in any major recipe cookbook as something that is ingested slow or goes down with a burn.
Key people in leadership positions have been known for using the culture as a way to carve their mark organizationally in the crevices our minds.
I would like to think that the people I work with are a group of savvy minded group of individuals. Wrong! Even though we share the same organizational culture model doesn’t mean that we are all thinking about change as it pertains to growing the organizationally structure.

Organizational Change & Transformation doesn't come very easy for us....we often spend countless hours of our time trying to figure out how to develop organizations which we live, work eat and play.