Reframing the way we see 'disrupters'...

I envisage a world 'where disrupters are truly valued'. Thank you Caroline Samne and Anne Pertus for providing the space back in 2018 for this..

A lot of confusion, misunderstanding, denial, and ignorance exists on the topic of disruption and our understanding and interpretation of words like this.

I address this as part of my focus on the future of leadership.

Before we get into this, to set the scene for those of you who may fit into the above camp, take a look at a small fraction of the research showing why we will increasingly need leaders in our organizations who can disrupt.

On April 30 I hosted the world's first webinar to reframe how we see leaders who have disruptive leadership capabilities. Over 60% of those who registered turned up and I'm told this is a good thing.

For those who attended the April 30 webinar, 100% believed that their organization can benefit from leaders who have disruptive leadership capabilities.

Here is what some other organizations I have spoken with on this topic have said:

Since the webinar, I've been asked if I will share the recording for those who were unable to attend live. I will shortly be recording another webinar to share at scale because I want to make the webinar content as widely available as I can - so look out for that coming soon....

On May 14th I'll be launching the world's first-ever program that shows organizations how they can become future-ready by identifying, cultivating, embracing, and retaining the leaders who have the kinds of leadership capabilities that will increasingly be needed to successfully navigate ongoing disruption.

Look out for the launch video and link to the program landing page. My aim is to make available a simple and accessible learning program for those who know it's time to evolve the way their organization identifies, recruits, onboard and develops leaders.

If you fit any of the following categories, then you'll definitely find my new program valuable and I'd highly encourage you to take a look at it when it launches on May 14th:

• A busy executive/VP/Director and has some type of responsibility for leading the people side of the organization

• An organizational leader seeking new, exploratory, and progressive approaches to develop (or further develop) their leadership capability

• Those who are responsible for learning and development, training delivery or overseeing your organization’s leadership hiring strategy

• Chief Disruption Officers and Disruption Departments and your focus is preparing your organization to be able to navigate ongoing disruption.

As part of doing all of this work, I've been reflecting on why I do this and why I've put five years of my life into this.

The one word that always comes up is 'reframe' - scroll to the bottom of this newsletter to see what else I've reframed in my life

In 2018 I began to globally reframe the conversations being held about leadership and began to ask if we were prepared for the future of leadership.

I set out to answer one simple question:

Are we firing, marginalizing, discrediting, overlooking the leaders who have the leadership capabilities we will increasingly need to successfully navigate ongoing disruption?

It turns out we are.

So to reinvent the future of leadership on a global scale, I've been having conversations around the world - sometimes 1:1, sometimes 1 to many.

A key part of this is shifting the global narrative from one where we collectively 'normalize dysfunction' to one in which we 'normalize disruption'.

Today this is being realized through:

1. My first best-selling book (thanks to Practical Inspiration Publishing and some of the book's endorsers, including - Marshall Goldsmith, Whitney Johnson, John Spence, Garry Ridge, Dr. Oleg Konovalov, Gary Hamel, Dale Dupree, Tim Salau, and a range of others)
2. A globally recognized podcast on the future of leadership (thanks PeopleForward Network and The Geeks, Geezers, and Googlization Show)
3. A range of keynotes on this topic (thanks TD, IBM, Forbes School of Business & Technology to name a few)
4. Some wonderful conversations with supporters, alliances and ambassadors (to date 55 are interested in being involved in some way to support this work), including - Thomas Capone and NYDLA.org, Kyle Roed, The Sales Rebellion, The Octopus Movement, Mark Rose, Parvez Abbasi
5. I've also recently published an eBook with Simon Haigh - The GROWth Strategist - MBA, BA (Hons) Law on disruptive leadership which is also being featured as part of a four-part series of articles in the Irish Times Training monthly newsletter. You can access the eBook here: bit.ly/DisruptforGrowth

Thanks for being part of this path and I look forward to exploring the future of work and leadership together.

Please feel free to share what we're doing here with those in your network who might benefit from it.

Thanks for reading this far. If you or your organization needs any help with preparing for the future, please email me at [email protected]

Cheers

Paul Mac

Other things I've reframed.....

• Whether it being the kid at 11 asking my catholic religion teacher when were we going to learn about other religions - find out how that one turned out in chapter 8 (Expressive & Challenging) of my recently published best-selling book on reinventing the future of leadership: https://mybook.to/Fired-Leader

• Or deciding to enroll in a Master's Degree in Social Policy in 1996 at the University of Kent to be the first ever student globally to research whether domestic inequality existed between gay couples based on differential earnings between both household members - previous academic research had only focused on showing the inequalities of power that exist(ed) between heterosexual married couples. My thesis paved a new way to explore patterns of power that existed between gay couples and showed how social policy was designed using 'heterosexist' design principles (something that wasn't widely acknowledged until this research).

• Or being invited to support the Department for Education to launch the UK's first-ever voluntary code of practice to eradicate discrimination against gay and lesbian workers in the workplace by incorporating sexual orientation provisions within equal opportunities policies for those companies that signed up. A game-changer for the UK at the time.