In 1973, Peter Drucker stated in his book Management: Tasks, Responsibilities, Practices,“Management is not culture-free, that is, part of the world of nature. It is a social function. It is, therefore, both socially accountable and culturally embedded.”
Some thirteen years later, Tom Peters remarked in the article Managing As Symbolic Action: “It requires us, as managers, to get people to share our sense of urgency in new priorities; to develop personal, soul-deep animus toward things as they are; to get up the nerve and energy to take on the forces of inertia that bog down any significant change program.”
Yet, here we are in 2013 with organizational leadership models that continue to deny the social nature of organizations and wallow in inertia.
Our leadership practices remain authoritative. People are disengaged, distrusting and perhaps even disenfranchised.
According to the 2013 Edelman Trust Barometer, fewer than 20% of... Read the article