Hire Tomorrow's Leaders Based on their Ability to be Disruptive..

On April 30 I'll be talking about why and how leaders with disruptive leadership capabilities?are increasingly needed to support future organizational growth and success.

If you haven't already registered to attend the world's first webinar on this topic, I'd love you to sign up here:

https://streamyard.com/watch/jMkjrq6hKzFp

I know we're all busy, afraid of being spammed and wary of the next 'snake oil salesperson' trying to sell us something, but let me briefly explain what I'm selling:

I'm selling the vision of how the world of work and leadership will look once we truly identify, cultivate and embrace the kinds of leaders that we'll increasingly need to support our organizations to navigate ongoing change, transformation and disruption.

As I completed the materials for the webinar, I was thinking about the significant number of organizations that currently underestimate the value that these kinds of leaders can have.

I also came across the kind endorsement that Whitney Johnson bestowed on my work in this field - you can see Whitney's post here:

https://www.dhirubhai.net/posts/whitneyjohnson_paul-mccarthy-has-been-fired-from-four-executive-activity-7136470313562710016-q_dm?utm_source=share&utm_medium=member_desktop

For those who don't yet know of Whitney's work, she's one of the leading global figures on personal disruption - a Wall Street Journal, USA Today, and Amazon bestselling author, named by Thinkers 50 as one of the ten leading business thinkers in the world and has almost 2 million followers on LinkedIn.

In Whitney's own words:

Paul’s experiences have me thinking about the way we define our careers, leadership, and what we want when it comes to disruption. While it's possible that people need to learn how to work within a system, and sometimes people just have the wrong job, is it also possible that the very thing we say we want—disruption—is something we don't actually want?

The sentiments from the above are echoed in a similar post by my friend Kevin McDonnell - https://www.dhirubhai.net/posts/kevinmcdonnell_we-celebrate-disruptive-technologies-but-activity-7186260605459136514-sk0-?utm_source=share&utm_medium=member_desktop

In Kevin's post, he raises the ever-ironic fact that whilst we globally celebrate disruptive technologies, why is it that we don't then afford the same recognition and celebration to the leaders with disruptive leadership capabilities who created such disruptive technologies?

Some important themes surface from posts like Whitney's and Kevin's - I've also been humbled over the last 5 years to gather thousands of others' perspectives just like this as part of the path I'm on to regenerate the future of leadership.

The harsh reality is this (and few want to openly admit to it):

Outdated and ineffective 'traditional' approaches to leadership have dominated the landscape as to how leaders 'should' be identified, recruited, onboarded, and developed.

And this?results in leaders who have disruptive leadership capabilities not being seen. Though these kinds of leaders are your organization's 'hidden gems'.

These kinds of leaders provide significant value to an organization in terms of:

• Building trust
• Being purpose-orientated
• Getting things done

They tend to be overlooked because their profiles 'don't align' with the concept of the traditional leader.

When you take a closer look at some of the qualities that?leaders with disruptive leadership capabilities have, you’ll wonder why you have not been investing in initiatives to recruit, onboard, develop, and retain them.

To illustrate what I mean, one of my C-Suite clients recently supported her dysfunctional senior leadership team to evolve from a state of 'normalized dysfunction' to 'normalizing disruptive thinking'? which not only made the team elite performing, it also attracted the attention of other peer-level senior leadership teams in her organization to want to operate the same way!

At the April 30th webinar, I’ll be introducing a small fraction of research and a range of things to get you thinking about how you can maximize the role that leaders with disruptive leadership capabilities can play in your organization.

I also want to support organizations in being open to understanding the impact and value that leaders with disruptive leadership capabilities can have, so......

For those who attend the webinar live, I'll be offering organizations a free 60-minute keynote session on this topic aimed at CEOs, VP HR, Chief People Officers, Senior Leadership Teams, and those in the Training, Learning and Development and Disruption spaces.

I also?have a small favor to ask....

I want to make this webinar available to a range of progressive organizations, so can I ask you to please share this registration link with someone you think would benefit from attending? -?https://streamyard.com/watch/jMkjrq6hKzFp??

Cheers

Paul