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Thought Leaders’ Contributions to “Do You Know Next”

Prepared by Dr. David C. Miles
Chairman, The Miles LeHane Companies

Over the past month or so, between record setting snows this winter season, I have had the opportunity to talk with a number of Thought Leaders who shared their perspectives on the question of “Do You Know Next?”  While the responses are constantly evolving in this rapidly changing globalization of economic, social and political tumultuous climates, some reasonable projections can be assumed. Following, in no particular sequence, are some of those thoughts shared by these thought leaders

Sustained high Unemployment.  Recent projections by US labor officials are predicting that we will most likely have federal unemployment rates above the 8 % level over the next 18 to 24 months.  As expected this will adversely affect certain geographic areas differently.  Traditionally we are used to unemployment rates of 3.5% to 5.0%.  With a work force of over 110 million people in this country, this will mean that there will be 9 million or more people who will not be earning wages.  This will certainly impact a variety of businesses and government support systems which will dramatically inhibit a recovery.

Scarce access to credit.  While interest rates are at historically low levels, small and medium size businesses are finding it increasingly more and more difficult to obtain credit and cash.  This is and will result in an ongoing, albeit slower pace, of businesses being forced into liquidating or restructuring.  This then creates a cyclical impact on the job market and spending.  While credit markets and the guidelines need to be re-cast, the transition is not going to happen rapidly, nor has it been defined at this point both domestically and internationally.  The unanswered question is what would make for a sustainable system and how will this impact global business and finances?

On Leadership.  The most is being written and discussed around modified underpinnings of current and future Leaders.  In the previous white paper I discussed the concept of “confluence”.  In essence the new leader must tap the knowledge of “opposing points of view” as well as merge the logical and emotive needs of all stakeholders into a new way of maximizing scarce resources.  To reach this new level of Leadership one must be a skilled facilitator at all levels and must understand the approach of Critical Thinking.  This entails breaking down the old barriers of the historical “not invented here” syndrome or the “we tried that and it did not work.”  If we are going to operate and compete efficiently and effectively and across multiple borders and oceans, we must create confluence as a key element in leadership principles

A transition thought!  In attending a presentation a few weeks ago a statement was made by the recipient of an award.  This statement posed the elements of an underlying belief that drove this individual to dedicate herself to serving others.  The statement sets the stage for confluence.  “No one can ever go backwards and make a brand new beginning or start in life—but everyone can go forward as of Today and create and make a Brand New Ending!  This Fairfax County Police Officer, who is retiring later this year, dedicated herself to working with prisoners in a release/work/life program which has significantly reduced the number of ex-prisoners returning to prison, as well as helping them to turn  their lives around. She and others believe we can create ‘New Endings’!

Paradoxes.  One of the key elements of new leadership, as well as confluence skills, is the new talents that are emerging.  In a recent issue of Chief Learning Officer magazine, an article focused on the contradictions that are at the forefront.  From the article the following was put forward for leaders to focus on:

“More than a decade ago, Jerry Porras and Jim Collins cited that leaders who have the ability to deal with paradoxes of seeming contradictions will have a lasting impact on the new order.”  A few of these cited are: 1You can have Change or Stability, but not both. 2You can be Conservative or Bold. 3You can have Low Cost or High Quality.  4You can have creative Autonomy or Consistency. 5You can invest for the Future or do well in the Short Term.  6You can make progress by Methodical Planning or by Opportunistic Groping. And  finally, 7you can be Idealistic, (value driven), or Pragmatic,( profit driven).  The new leader sees the need for both simultaneously and has figured how to integrate this into the organization.

The key to this new order is a workforce that is educated, talented, innovative and productive with relevant skills and most importantly accepts and thrives on change and new challenges.  Those organizations that figure out how to keep their companies and people with relevant and deployable talent and skills will lead us to “Next” and set the examples for others to follow. Leadership for today is about the confluence of paradoxes.

Please share any thoughts you may have as you explore “Next” in real time. If you would like a copy of previous Thought Leader papers we will be glad to send them to you or you can download from our website (www.mileslehane.com/articles.htm). This is the 5th paper in this series.  

Previous Series titles:

1. “Do You: Manage by Leading or Lead by Managing? A Case for Critical Thinking” (Jan 2009)
2. “Do You: Manage by Leading or Lead by Managing? A Case for Critical Thinking – Part 2” (Feb 2009)
3. “On Pause: A Career Search Perspective”  (Nov 2009)
4. “Do You Know Next?” (Dec 2009)