Catalytic leadership helped a Swedish CEO
introduce organic, self-organizing principles,
which helped save the company and pave
the way for international success.
Clearly, the
guidelines presented are not easy to follow and
put in place. Pursuing sociocultural homeostasis
in an organization is not for the faint of heart.
Every participant in such an operation is responsible
with everyone else for the overall success or
failure of the company. There is no place to hide or
a boss to whom to complain. However, developed
properly, as demonstrated by the Studsvik turnaround,
a platform for sociocultural homeostasis
is definitely worth the effort from both a business
as well as an individual perspective. Please see: http://asq.org/qic/display-item/index.html?item=35012
Complex adaptive systems thinking is vital today
to properly address never-before-anticipated organizational
problems and opportunities. Where
conventional approaches consistently fail to bring
success, more pragmatic approaches need to be
found based on the latest multidisciplinary research
in such fields as evolutionary psychology and social
neuroscience. This is particularly true when dealing
with innovation and leading highly qualified people.
Therefore, it’s prudent to place greater emphasis
in our organizations on sociocultural homeostasis
that benefits all members equitably.
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