We know that it takes an enlightened leader to reposition an organization to provide also value for society and the planet. And we also know that there aren’t enough such leaders. However, latest research shows that there is hope: any engaged employee can increase their changemaker potential by inviting external stakeholders to traditionally internal decisions-making meetings. The current digital meetings are a great bridge for this. Learn here more about the magic of external stakeholders in triggering the organizational mindset shift towards creating positive value.
What lesson does COVID-19 crisis have for business?
Covid has shown us how important it is for organizations to become resilient. There is one guaranteed way to increase your resilience, and that is by orienting yourself to the burning challenges that society and the world face today. Pioneering organizations do this by matching their core competencies with these challenges in order to develop new business models and revenue streams for their business. This requires you to create value, no longer just for your shareholder, or even stakeholders, but to think beyond the existing markets and clients to think broader. The question becomes: How can you as an organization with all the competencies, resources, and capacities you have contribute to solving societal and environmental challenges that are out there?
How do leading positive impact organizations accomplish this?
The pioneers show that in order to transform from a traditional organization to a positive impact organization, there are two predictors of success:
- an enlightened leader, meaning somebody who gets the benefits of contributing value to society beyond just looking for creating value for your business, and
- an organization that is capable to work outside of its business boundaries, as effectively as internally. I call this the co-creative organization. In addition to managing your business internally, you need to learn how to be co-creative outside, and not just the CEO, but actually many people in your organization.
So that’s why I talk about two mindset shifts: 1) one of the leader who needs to shift somehow the purpose of the organization to want to create more value than just for shareholders. And 2) the mindset shift of the organization where suddenly a sufficient number of employees in the organization learn how to work creatively outside of their boundaries and make sense for their own organization out of it. This external fluency is an entirely new expertise that typically doesn’t get developed in business schools.
But there aren’t enough such leaders, are there?
Indeed, there are unfortunately there aren’t enough leaders. But our research offers great hope. Since it takes two things, the leader, and a co-creative organization, I have some ways to make sure that your organization can become co-creative. Even if you don’t have an enlightened leader, at least you now have one of the two success factors. And we have seen that process of becoming co creative co creative becomes a mindset shift trigger for the CEO. By engaging in the practices to become co-creative, there is a transformation. Even with the leader so you may have initially a leader who doesn’t get it.
Are you saying anybody can bring about change?
Indeed, we are calling them intrapreneurs or change-makers. It could be the head of sustainability, the head of strategy, head of innovation, who says: «Hey, we’re going to bring in such new practices». In addition, there is a younger generation, an amazing amount of changemakers that are already kind of intrapreneurs that are ready to bring in a lot of energy, new thinking and dynamism, to be the changemakers that can bring in that that can work on that co-creation part.
But what would such a change agent do?
There is a method for turning a traditional organization into a co-creative one. There is a specific way to bring in external stakeholders. I call them Collaboratory events. The change agent invites constructive external stakeholders and together with them the company participants develop a solution to a problem that is out there. In that one-day workshop, particularly if you have the CEO present, our research shows that something happens with people. Exposure to different thinking, arguments, ideas, perspectives opens your mind. And sometimes, the little opening that happens triggers a mindset shift. A mindset shift is nothing else than an expansion of mind. The key to the organizational mindset shift is all about creating triggering incidents where participants minds expands. There are specific proven processes for this. My book «Five Superpowers for Co-creators» is all about it.
So what do you suggest for changemakers out there?
If you have an appetite for helping your organization to identify what are the positive opportunities in there and get together with the innovators and the strategists in your business together, what you need to do is to find a professional facilitator, ideally somebody trained with the SDGXCHANGE methodology, and organize a multi-stakeholder meeting. You pick a day, invite some external stakeholders and a diverse range of your work colleagues – new and long-time serving your organization, all ages, genders, backgrounds and skills. And together with a skilled facilitator, the group has a conversation about what could be the positive role or contribution of your business to address these issues out there. This is what it would mean to put yourself on the «offense» team.
Even if you work in an organization that currently isn’t focused on creating a positive impact for society and the world, and your leader doesn’t necessarily get the importance of such an orientation, there is something you can do: find ways to bring in external stakeholders to your next meeting you have in your department. Any meeting that benefits from a broader perspective and new ideas will be perfect for this. With this simple act, you will start broadening the mindset of your colleagues and help position your organization for a mindset shift. Be surprised with how the positive benefits start to spread in your organization.
If you need help in how to go about this, feel free to reach out to me email@example.com.