Leadership Development really means developing the mind of the leader. Making it complex enough to be able to deal with the complexity of business, and overcoming adaptive challenges. The structure of mind has to keep pace with the ever increasing complexity of doing business. The mind has to constantly evolve, going from one level of development to the next. It is this structure that drives performance. Here are some examples of evolving mental structures that impact leadership effectiveness.

The Socialized Mind

3rd Order of Consciousness

  • We are shaped by the definitions and expectations of our interpersonal environment.
  • Our self coheres by its alignment with / loyalty to that with which it had uncritically become identified
  • This can primarily express itself in our relationships with people or ideas and beliefs, or both

The Self-Authoring Mind

4th Order of Consciousness

  • We are able to step back enough from the social environment to generate an internal “seat of judgment” or personal authority, which evaluates and makes choices about external expectations.
  • Our self coheres by its alignment with its own belief system / ideology / personal code; by its ability to self-direct, take stands, set limits, create and regulate its boundaries on behalf of its own voice.

The Self-Transforming Mind

5th Order of Consciousness

  • We can step back from and reflect on the limits of our own ideology or personal authority; see that any one system or self-organization is in some way partial or incomplete; be friendlier hold into multiple systems rather than projecting all but one onto the other
  • Our self coheres through its ability to distinguish internal consistency from wholeness or completeness; its alignment with the dialectic rather than either pole
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