Denning describes different dimensions of leadership in his book
and the importance of being an interactive leader (Denning, 2011). The interactive leader is participatory in
the world. In this sense, the new
leaders work in harmony with the world instead of against it. Interactive leaders enhance the traditional
ways of leadership but they also remove the elements that are obsolete and
nonfunctional. The days of dominate and
hierarchal-type behaviors are fading and being replaced by behaviors that
reflect integrity, trustworthiness and authenticity. Interactive leaders use storytelling as a
means of resonating with subordinates, peers, leaders and the world around
them. In essence, the new and improved
leader is an entity that synergistically moves and interacts with the current
instead of just witnessing the world with rigid authority. The new leader is malleable, flexible,
intuitive, creative and dynamic.
The interactive leader also knows how to connect with people. I feel it’s important to establish a rapport
with those who you engage with. For
example, I feel that keeping the idea of “connection” in my mind when giving a
presentation will help me be conscious of my audience and their reaction to
me. Instead of being a static figure, I
should become a figure that engages with the listener, listens to the audience,
and establishes a two-way conversation.
Instead of rattling off my presentation and then waiting for a response,
I am slowly relating to my audience instead; watching for cues, responding
accordingly to their reactions and providing opportunities for their
participation in the relationship.
Denning (2011) explains that when you reach this level of comfort and
interaction with people, we enter into a “state of flow or effortless effort”
(p. 277).
One concept of this new modern type of leadership that I think
traditional leaders will have the hardest time adopting is the release of the
ego. A leader who functions through
ideals propelled by integrity and respect succeeds because they are willing to
sacrifice with humility in the name of the mission. Through the elimination of the ego, you give
your enemies no ammo to work against you.
Denning further explains that “by removing ego from the game, you change
the nature of the game, since the principal lever of those in the control mode
is eliminated” (2011, p. 281). Instead
of working against your enemy, you work with him. Denning relates this to the martial art Judo,
where you are using the same momentum of the opponent against himself. Never are you using force but instead you act
through moral authority. In this way,
instead of pushing your enemy away, you make them your ally by bringing them to
your side. This is definitely an element
that I feel can be very useful in a leadership position since you don’t want to
waste your energy and efforts fighting against someone when the same energy
could be used to teach and show that person the benefits of your
perspective. In the end, everyone wins,
no one is humiliated and a resolution is found.
The three dimensions of interactive leadership that I feel are
inherent in my leadership style are: working with the world rather than against
it, adding and subtracting elements from traditional leadership and the use of
integral and authentic practices.
The first two dimensions are complimentary to each other because
in order to work alongside the world, you also have to work with it. I think it’s important to try and fit my
leadership style within the mold that already exists, if not, you will just be
butting heads with people. Denning explains
that you are not working against the existing forces but instead using that
same force to propel your own leadership.
Therefore I think these first two dimensions mentioned would help me
make needed changes within an already existing organization that has an
established leadership. The last
dimension resonates most with who I am.
I feel that my leadership should be practiced with authenticity and
integrity as this is a direct reflection of who I am. Individuals respond to people who they can
trust and are consistent in their actions.
It’s difficult to support and follow someone who does not display
congruency in their activities. In the
end, I believe that people will follow a leader that they resonate with and
that they feel will respect their ideas and beliefs.
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