Post-Masculine Leadership: New Thinking, New Mindset, New Practice, New Education

1. Introduction

Post-masculine leadership calls for a transformative approach that redefines traditional notions of leadership by integrating diverse perspectives and optimising outcomes for multiple stakeholders. By moving beyond conventional masculine ideals, this framework emphasises the importance of new thinking, new mindsets, and innovative practices in leadership education, fostering a more inclusive environment that values both masculine and feminine qualities.

i. What is Leadership? The Integration, Trade-offs, and Optimisation of Outcomes for Multiple Stakeholders

Leadership is the process of guiding and influencing others to achieve common goals. It involves integrating diverse perspectives, making trade-offs, and optimising outcomes for multiple stakeholders. Effective leadership balances short-term objectives with long-term goals, considering individual needs alongside collective welfare. For instance, a leader in a corporate setting must consider shareholder returns while ensuring employee well-being and environmental sustainability.

ii. Theme: Western Culture Generally

Western culture has historically prioritised traits associated with masculine leadership, such as assertiveness, competitiveness, and individualism. This cultural backdrop significantly influences our understanding and expectations of leadership. The archetypal Western leader is often depicted as a strong, decisive figure who prioritises results and efficiency over relational and empathetic approaches.

iii. All Patriarchal Cultures

Patriarchal cultures worldwide reinforce the dominance of masculine traits in leadership, often marginalising or devaluing feminine qualities. These cultures perpetuate hierarchical structures and binary thinking, where leadership is seen as a male domain. This dynamic can be seen in various cultural narratives and organisational practices that celebrate masculine virtues and overlook the contributions of women and other marginalised groups.

iv. Valorise (Define) the Masculine

Masculine leadership is characterised by qualities such as strength, decisiveness, control, and a focus on achieving measurable outcomes. This model often prioritises efficiency and productivity, valuing clear, objective analysis over relational and empathetic approaches. For example, traditional business leadership emphasises profit maximisation and market competition, often at the expense of employee satisfaction and social responsibility.

v. Evidence - Myth and Legend, Text, Art

Historical and contemporary narratives in myths, legends, texts, and art have consistently valorised masculine traits. Greek mythology celebrates heroes like Achilles and Hercules for their bravery and strength. In modern media, figures like Superman and Elon Musk embody the heroic masculine archetype. These narratives reinforce the association of leadership with traditionally masculine traits, perpetuating a narrow view of what it means to be a leader.

vi. The Epistemological Lens

Using an epistemological lens, we can uncover how leadership discourse is constructed and maintained within cultural contexts. Foucault's theories on power and knowledge, and Bateson's ideas on systems thinking, provide frameworks for analysing these dynamics. Foucault's concept of power/knowledge explores how knowledge systems shape and are shaped by power structures, revealing how certain traits are valorised in leadership. Bateson's systems thinking emphasises the interconnectedness of elements within a system, highlighting the need for holistic approaches to leadership.

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2. What is Masculine Leadership and Why is it so Dangerous?

Masculine leadership often fosters a narrow focus on efficiency and control, sidelining inclusiveness and empathy. This exclusionary approach can create toxic work environments, promote short-term thinking, and stifle innovation. Furthermore, it contributes to ecological destruction and exacerbates social inequalities by prioritising economic growth over environmental sustainability.

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i. It's the Toning, the Focus, the Inclusiveness not the Binary

Masculine leadership is dangerous because it promotes a narrow, exclusionary focus that prioritises efficiency and control over inclusiveness and empathy. This approach often leads to toxic work environments, short-term thinking, and a lack of innovation. The decontextualised, reified, and objectivised view of humans inherent in this model underpins ecological destruction and exacerbates planetary poverty. For example, the focus on economic growth at the expense of environmental sustainability leads to practices that deplete natural resources and contribute to climate change. Additionally, this model overlooks the fact that humans are embodied beings, and feeling is a valid way of knowing. Recognising the importance of embodied experiences and emotions can lead to more humane and effective leadership practices.

?3. What is Post-Masculine Leadership and Why is it Vital?

Post-masculine leadership integrates both masculine and feminine qualities, emphasising empathy, collaboration, and sustainability. This approach values diversity, relational dynamics, and contextual understanding.

It is vital for addressing the complex challenges of the modern world, such as climate change, social inequality, and global health crises, which require collaborative and innovative solutions. Post-masculine leadership fosters inclusive environments that encourage diverse perspectives and holistic problem-solving. Moreover, it acknowledges that humans are embodied beings whose feelings and experiences are crucial for understanding and leading effectively.

4. Perspectives on Post-Masculine Leadership

Exploring alternative epistemologies and theoretical foundations for post-masculine leadership reveals valuable insights from non-Western philosophies such as Taoism, Hinduism, and indigenous animisms. These perspectives emphasise balance, relationality, and interconnectedness, contrasting sharply with traditional masculine paradigms. By examining the works of thinkers like Camille Paglia and Iain McGilchrist, along with principles of embodied cognition, we can uncover the competencies and problem-solving approaches that characterise a post-masculine leadership model.?

i. Non-Western, Non-Academic Epistemologies

Insights from Taoism, Hinduism, and indigenous animisms provide valuable perspectives on balance, relationality, and interconnectedness. Taoism emphasises harmony with nature and the importance of balancing yin (feminine) and yang (masculine) energies. Hinduism's concept of Shakti highlights the dynamic, creative power of the feminine. Indigenous animisms recognise the interconnectedness of all life forms, emphasising relational and holistic approaches to leadership.

ii. Echoes of this Thought in

• Paglia, Camille:?"Sexual Personae: Art and Decadence from Nefertiti to Emily Dickinson" (1990) explores the interplay of masculine and feminine energies in art and culture, highlighting the value of integrating these forces.
• McGilchrist, Iain:?"The Master and His Emissary: The Divided Brain and the Making of the Western World" (2009) argues that Western culture has become dominated by left-hemisphere thinking, which emphasises analysis and control, at the expense of right-hemisphere qualities like empathy and holistic thinking.
• Embodied Cognition:?Varela, Francisco J., Thompson, Evan, and Rosch, Eleanor. "The Embodied Mind: Cognitive Science and Human Experience" (1991) emphasise the importance of embodied, relational, and experiential ways of knowing.

iii. Contrast the Competencies and Problem-Solving in a Masculine and a Post-Masculine Paradigm Using the GoFlOW Model

1. Get Oriented Masculine Paradigm:?Focus on quickly identifying the problem with a clear, objective analysis. Post-Masculine Paradigm:?Emphasise understanding the broader context, incorporating diverse perspectives, and considering relational dynamics.
2. Find the GaP Masculine Paradigm:?Utilise logical, linear methods to identify gaps, prioritising efficiency. Post-Masculine Paradigm:?Apply systems thinking, collaborative discussions, and contextual understanding to uncover deeper insights.
3. Lead the Solutioning Masculine Paradigm:?Develop solutions based on top-down decision-making and technical expertise. Post-Masculine Paradigm:?Foster participatory processes, valuing creative and intuitive insights alongside technical knowledge.
4. Organise the Execution Masculine Paradigm:?Implement solutions through structured, hierarchical planning. Post-Masculine Paradigm:?Use collaborative and flexible approaches, emphasising transparency and trust-building.
5. Watch the Results Masculine Paradigm:?Measure success through predefined metrics and immediate results. Post-Masculine Paradigm:?Evaluate success using both quantitative and qualitative measures, focusing on long-term sustainability and continuous learning.

5. How Would it be Different?

Post-masculine leadership marks a shift from traditional masculine models across several dimensions. It integrates gendered perspectives on moral behaviour, as seen in Carol Gilligan's ethics of care, promoting inclusivity and empathy over individualism. This approach fosters a mindset of continuous learning and emotional intelligence. In practice, it emphasises collaborative problem-solving and inclusive environments, allowing diverse voices to contribute to innovative and sustainable solutions.

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i. In Philosophy

Post-masculine leadership challenges and potentially overturns theories like Kohlberg's by incorporating gendered perspectives on moral behaviour. For example, Carol Gilligan's work in "In a Different Voice" (1982) argues for an ethics of care, emphasising relationships and responsibilities over abstract principles.

ii. In Personal and Collective Paradigm

It shifts both personal and collective paradigms towards greater inclusivity, empathy, and interconnectedness. This change involves moving away from competitive, individualistic mindsets towards cooperative, community-oriented approaches.

iii. In Mindset

Post-masculine leadership promotes a mindset that values continuous learning, adaptability, and emotional intelligence. Leaders are encouraged to be self-reflective, open to feedback, and committed to personal growth and development.

iv. In Practice

In practice, post-masculine leadership emphasises collaborative problem-solving and mobilising collective energy for change. It involves creating inclusive environments where diverse voices are heard, and innovative solutions are co-created. For instance, participatory decision-making processes can lead to more sustainable and widely accepted outcomes.

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6. Heroes Past, Current, and Future

Exploring examples of heroic masculine leadership, such as Elon Musk, reveals both the strengths and limitations of this archetype, highlighting the need for a more balanced approach that integrates innovation with empathy and sustainability.

i. Elon Musk as a Case Study

Elon Musk exemplifies the heroic masculine archetype with his visionary and risk-taking qualities. He is celebrated for his boldness and innovation, having revolutionised multiple industries. However, his leadership style also highlights the limitations of this model, such as a lack of empathy and sustainable practices. A balanced approach would integrate Musk's visionary qualities with greater emotional intelligence and collaboration, leading to more holistic and sustainable innovations.

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7. What are the Implications for Leadership Development Curriculum?

The evolution of leadership education is essential for fostering post-masculine leadership, requiring innovative thinking and practices that integrate both masculine and feminine qualities. By moving away from binary thinking and embracing new approaches, leadership development programmes can cultivate adaptive, inclusive, and sustainable leadership practices that benefit individuals, organisations, and society as a whole.

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i. Shaping the Future

The challenge is to shape the future rather than replicate the past, requiring innovative thinking and educational practices. Leadership development programmes must focus on fostering new mindsets that embrace both approaches and integrate masculine and feminine qualities.

ii. The Pitfall of Binary Thinking

Avoiding binary thinking involves embracing both-and approaches, recognizing the value of both masculine and feminine qualities. This shift can lead to more nuanced and effective leadership practices that are adaptive and inclusive.

iii. Can it be Taught?

Yes, leadership is largely a cultural artifact and can be taught. Insights from neuroplasticity, as discussed by Norman Doidge in "The Brain That Changes Itself" (2007), support this view. Leadership development programmes can cultivate new neural pathways and behaviours through targeted training and practice.

iv. Need for New Approaches

There is a need for new thinking, new mindsets, new practices, and new education that balance traditional masculine approaches with feminine qualities. This balance can be achieved by integrating theories and practices from diverse fields, such as psychology, sociology, and systems thinking.

v. Teaching Methods

Integrating Vervaeke's 4Ps (participatory, perspectival, procedural, and propositional knowing) and Freire's action research into leadership development programmes can drive meaningful shifts. These methods emphasise experiential learning, critical reflection, and collaborative inquiry.

Expanded Explanation:

• Participatory Knowing:?Engaging directly with the world through action and practice.
• Perspectival Knowing:?Understanding from different perspectives, enhancing empathy and relational awareness.
• Procedural Knowing:?Knowing how to do something through skills and competencies.
• Propositional Knowing:?Knowing that something is the case through facts and theories.

vi. Importance of Foundations

Foundational elements are crucial for addressing leadership challenges and fostering sustainable practices. A strong foundation in ethical principles, emotional intelligence, and systems thinking can prepare leaders to navigate complex and dynamic environments.

vii. Who Would Benefit?

• Leaders:?Enhanced decision-making, greater adaptability, and more sustainable practices.
• Followers:?Increased engagement, well-being, and a sense of belonging.
• Everyone:?More inclusive and equitable societies.
• The Planetary Ecosystem:?Sustainable resource management and environmental stewardship.

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8. Conclusion

Leaders shape collective thinking, which in turn shapes behaviour, and behaviour shapes tomorrow. Conscious leadership is crucial for a sustainable future. Business schools, universities, and educational institutions play a vital role in fostering this shift. They must prioritise developing leaders who are capable of integrating diverse perspectives, balancing masculine and feminine qualities, and addressing the complex challenges of our time.

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9. Citations

• Foucault, Michel. "Discipline and Punish: The Birth of the Prison." Vintage Books, 1977.
• Bateson, Gregory. "Steps to an Ecology of Mind." University of Chicago Press, 1972.
• Paglia, Camille. "Sexual Personae: Art and Decadence from Nefertiti to Emily Dickinson." Yale University Press, 1990.
• McGilchrist, Iain. "The Master and His Emissary: The Divided Brain and the Making of the Western World." Yale University Press, 2009.
• Varela, Francisco J., Thompson, Evan, and Rosch, Eleanor. "The Embodied Mind: Cognitive Science and Human Experience." MIT Press, 1991.
• Doidge, Norman. "The Brain That Changes Itself: Stories of Personal Triumph from the Frontiers of Brain Science." Penguin, 2007.
• Gilligan, Carol. "In a Different Voice: Psychological Theory and Women's Development." Harvard University Press, 1982.