The Evolved Executive

Introduction

In today's rapidly changing business landscape, many companies are still stuck in outdated practices from the Industrial Revolution. These old-fashioned workplaces are often characterized by fear-based hierarchies, strict top-down management, and a lack of employee empowerment. However, this approach is no longer effective in the modern world.

"The Evolved Executive" by Heather Hanson Wickman presents a blueprint for transforming workplaces into environments of love, empowerment, and adaptability. This book argues that by evolving their leadership styles and organizational structures, executives can create more productive, innovative, and fulfilling work environments that are better suited to today's fast-paced business world.

The Need for Change in Modern Workplaces

The traditional workplace model, rooted in Industrial Revolution-era practices, is no longer suitable for today's business environment. This outdated approach is causing significant problems:

1. Health impacts: Work-related stress and overwork contribute to approximately 120,000 preventable deaths annually in the US. Studies show that a person's boss can have a greater influence on their health than their primary care physician.

2. Lack of trust: According to Forbes, 58 percent of employees would trust complete strangers over their bosses. This lack of trust creates a toxic work environment and hinders productivity.

3. Failure to adapt: Only 10 percent of businesses on the original 1955 Fortune 500 list still exist today, highlighting the "Fortune 500 Disease" – a failure to adapt to changing times.

4. Stifled innovation: Traditional hierarchical structures often silence employees and discourage them from speaking up or sharing innovative ideas.

5. Executive burnout: In the outdated model, executives bear all the responsibility and pressure, leading to stress, doubt, and fear of failure.

To thrive in today's business world, companies need to move beyond these restrictive models and embrace adaptability, risk-taking, and employee empowerment.

Leading with Love, Not Fear

One of the fundamental shifts proposed in "The Evolved Executive" is the transition from fear-based leadership to love-based leadership. Here's why this change is crucial:

1. Ineffectiveness of fear: While fear was once considered a useful motivator, it's now recognized as an inefficient and toxic form of management. Fear-based motivation requires constant reinforcement and encourages detrimental behaviors like secrecy, blame-shifting, and an inability to say no to superiors.

2. Negative impacts of toxic work environments:

   • Only 13 percent of employees are engaged with their work in poor conditions.
   • 24 percent of employees actively look for ways to quit in toxic environments.
   • Absenteeism due to toxic work environments can account for up to 22 percent of a company's total payroll.
   • Disengaged employees can deplete companies of up to 17 percent of their productivity.

3. Benefits of leading with love:

   • Encourages freedom and autonomy
   • Fosters genuine connections between executives and teams
   • Promotes compassion for employees
   • Inspires authenticity throughout the organization

By shifting from fear to love, leaders can create a more positive, productive, and innovative work environment.

Evolving as a Leader: Challenging Core Beliefs and Habits

To truly transform a workplace, leaders must first transform themselves. This process involves:

1. Questioning and revising core beliefs: True change goes beyond surface-level behaviors. Leaders must examine the fundamental beliefs that drive their actions and perceptions.

2. Increasing self-awareness: Many leaders may not be fully aware of their current beliefs and thought patterns. Developing greater self-awareness is crucial for personal growth and evolution.

3. Engaging in vertical learning: Unlike horizontal learning (acquiring specific skills), vertical learning focuses on emotional intelligence and self-awareness. This type of learning helps leaders adjust their core beliefs and adapt to changing business environments.

4. Recognizing the impact of core beliefs: Core beliefs act as an operating system, influencing not just behavior but also perceptions of others and general thought patterns. Fear-based beliefs can lead to seeing threats everywhere and maintaining a defensive posture.

By focusing on these areas of personal growth, leaders can begin to evolve and create the foundation for a transformed workplace.

The Four Mindsets of Evolved Leadership

To become an evolved leader, executives should cultivate four key mindsets:

1. Connection Mindset:

   • Recognize the fundamental human need for connection
   • Replace fear-based isolation with authenticity
   • Create a workplace that encourages genuine connections between team members

2. Growth Mindset:

   • Understand that people's behaviors, habits, and skills are not fixed
   • Believe in the potential for growth and change in yourself and others
   • Foster an environment that supports continuous learning and development

3. Trust Mindset:

   • Accept that uncertainty is a natural part of life and business
   • Embrace uncertainty as an opportunity for growth and innovation
   • Trust in yourself and your team to navigate challenges and explore new possibilities

4. Purpose Mindset:

   • Recognize that purpose, not just profit, should drive business decisions
   • Align your personal and organizational goals with a higher purpose
   • Inspire and motivate others through a shared sense of meaning

By adopting these mindsets, leaders can create a more empowering, adaptive, and purposeful work environment.

Finding Your Purpose and Practicing Mindfulness

Discovering your purpose and practicing mindfulness are two powerful tools for personal growth and evolved leadership. Here's how to approach these practices:

Finding Your Purpose:

1. Tell your story: Reflect on key events in your life, both positive and negative, and look for recurring themes.

2. Seek feedback: Ask those closest to you what they think your purpose might be, as others often have valuable insights.

3. Identify key themes: Narrow down your reflections to no more than five central themes in your life.

4. Write a guiding statement: Craft a concise purpose statement based on your themes and insights.

Practicing Mindfulness:

1. Incorporate regular meditation: Set aside time for peaceful reflection to clear your mind and gain personal insight.

2. Start with simple mindfulness exercises: Practice focusing on your surroundings during daily activities, like walking in nature.

3. Use mindfulness to increase self-awareness: Regular practice can help you better understand your thoughts, emotions, and reactions.

4. Apply mindfulness to leadership: Use your increased awareness to make more thoughtful decisions and interact more authentically with your team.

By finding your purpose and practicing mindfulness, you'll be better equipped to lead with intention and authenticity.

Creating a Healthy Company Culture

Before implementing structural changes, it's essential to establish a healthy company culture. Here's why culture matters and how to assess and improve it:

Importance of Company Culture:

1. Determines employee engagement and motivation
2. Influences how people communicate and treat one another
3. Shapes how employees regard their jobs and the company
4. Sets the tone for trust, honesty, and purpose within the organization

Assessing Company Culture:

1. Observe interactions: How do people communicate with each other?
2. Analyze meeting dynamics: Is the atmosphere engaged or fearful?
3. Examine physical spaces: Are offices clearly separated by hierarchy?
4. Notice treatment of support staff: How are administrative employees treated?

Improving Company Culture:

1. Lead by example: Demonstrate the change you want to see in your organization
2. Promote open and transparent communication
3. Encourage and reward active, innovative collaboration
4. Foster an environment of trust and psychological safety
5. Align company practices with stated values and goals

Remember that changing company culture is a gradual process that requires consistent effort and commitment from leadership. As you lead from a place of love and empathy, your team will eventually follow suit, creating a ripple effect throughout the organization.

Transforming Company Structure

To support a healthier workplace culture, it's important to transform the traditional company structure. Here are two effective approaches:

1. Establish Lead Links:
   • Designate employees as conduits between departments
   • Ensure free flow of communication and information
   • Keep all departments aligned with the company's bigger picture
   • Facilitate easier adaptation to changes

Benefits of Lead Links:

• Improved interdepartmental collaboration
• Better alignment of goals and strategies
• Increased transparency and information sharing

2. Create Networks of Teams:
   • Allow employees to form and disband teams as needed for projects and clients
   • Give teams autonomy to designate leaders, recruit members, and handle their own operations
   • Enable employees to be part of multiple teams simultaneously

Benefits of Networks of Teams:

• Highly collaborative and flexible structure
• Promotes open communication
• Empowers and motivates employees
• Improves adaptability to market changes

Challenges of Networks of Teams:

• Performance evaluation can be more complex
• Requires self-motivated employees capable of taking responsibility
• May need time for employees to adjust to increased autonomy

Implementation Tips:

• Start with a pilot program in one or two departments
• Gradually expand successful practices to other areas of the company
• Provide training and support to help employees adapt to new structures
• Regularly assess and adjust the new structure based on feedback and results

By implementing these structural changes, you can create a more connected, collaborative, and adaptive organization that is better equipped to thrive in today's business environment.

Supporting Practices for a Collaborative Structure

To ensure that your newly transparent and collaborative organization runs smoothly, consider implementing the following practices:

1. Replace Job Titles with Roles:
   • Move away from traditional, rigid job descriptions
   • Implement more fluid and adaptable roles
   • Allow for easier adaptation to changing needs and circumstances

Benefits of Roles:

• Increased flexibility in workforce
• Better ability to adapt to new challenges
• Encourages employees to be more versatile and engaged

Implementation Tips:

• Collaboratively define roles with employees
• Allow for temporary sharing of roles when necessary
• Regularly review and adjust roles based on company needs

2. Implement an Advice Process:
   • Empower employees to make decisions and solve problems
   • Encourage seeking advice from colleagues and experts
   • Reduce reliance on top-down decision-making

Steps in the Advice Process: a. Employee identifies a problem b. Consults with team members and relevant experts c. Drafts a proposal d. Discusses the proposal with the team e. Implements the action if agreed upon (or seeks manager approval if necessary)

Benefits of the Advice Process:

• Better decision-making through diverse input
• Strengthens teams and encourages open communication
• Empowers employees to take initiative
• Prevents small problems from escalating

Implementation Tips:

• Provide training on effective communication and decision-making
• Encourage a culture of openness and collaboration
• Celebrate successful outcomes from the advice process

3. Promote Transparency:
   • Share information openly across the organization
   • Include employees in important discussions and decision-making processes
   • Be honest about challenges and setbacks

Benefits of Transparency:

• Builds trust within the organization
• Encourages employee engagement and ownership
• Facilitates better problem-solving through diverse perspectives

Implementation Tips:

• Hold regular company-wide meetings to share updates and gather feedback
• Use collaborative tools to make information easily accessible
• Encourage leaders to be open about their own challenges and learning experiences

4. Foster Continuous Learning:
   • Encourage employees to develop new skills and knowledge
   • Provide opportunities for cross-training and job rotation
   • Support both personal and professional growth

Benefits of Continuous Learning:

• Increases adaptability and innovation within the organization
• Improves employee satisfaction and retention
• Helps the company stay competitive in a rapidly changing business environment

Implementation Tips:

• Offer a variety of learning opportunities (e.g., workshops, online courses, mentoring programs)
• Allocate time and resources for learning and development
• Recognize and reward employees who actively pursue growth opportunities

5. Implement Regular Feedback Loops:
   • Move away from annual performance reviews
   • Encourage ongoing, two-way feedback between employees and managers
   • Create a culture of continuous improvement

Benefits of Regular Feedback:

• Allows for timely course corrections
• Improves communication and trust
• Supports employee growth and development

Implementation Tips:

• Train managers and employees on giving and receiving constructive feedback
• Use digital tools to facilitate easy and frequent feedback exchanges
• Encourage peer-to-peer feedback in addition to manager-employee feedback

By implementing these supporting practices, you can reinforce the collaborative and transparent structure of your evolved organization. These practices will help create a more engaged, adaptable, and innovative workforce that is better equipped to face the challenges of today's business world.

Case Studies: Companies Leading with Love

To illustrate how evolved leadership and workplace practices can be successfully implemented, let's examine two companies that are already leading with love:

1. Scribe (Austin, Texas)

Scribe is a publishing company that takes a revolutionary approach to producing nonfiction books. They mentor aspiring writers throughout the entire process, from initial idea formation to final publication. One of their standout practices is the Whole Self Program, which promotes personal growth and collaboration among employees.

Key features of the Whole Self Program:

• Biannual company offsites for employee growth discussions
• Supportive and honest reviews of each employee's strengths and growth areas
• Goal-setting for the year ahead
• Assignment of mentors to help employees achieve their goals

Benefits of the program:

• Fosters a culture of continuous improvement
• Encourages open communication and support among team members
• Promotes personal and professional growth
• Builds strong relationships within the company

The success of this program is evident in the fact that employees have begun forming mentorships outside of the biannual meetings, demonstrating a genuine embrace of the company's growth-oriented culture.

2. Percolab (Design and Innovation Consultancy)

Percolab takes transparency to a new level with their Open Team Meetings practice. This approach goes beyond typical notions of corporate transparency by inviting anyone – including employees' spouses and even strangers – to join their team meetings.

Key features of Open Team Meetings:

• Complete openness to outside participants
• Sharing of sensitive information, including company strategies and financial details
• Opportunity for outsiders to offer fresh perspectives on company matters

Benefits of the practice:

• Demonstrates a commitment to radical transparency
• Gains valuable insights from diverse viewpoints
• Builds trust with employees, clients, and the wider community
• Challenges the team to think more critically about their decisions and strategies

While this level of transparency may seem extreme, Percolab has found that the benefits far outweigh any potential risks. By opening their doors to outsiders, they not only gain fresh insights but also set an example for other businesses and organizations to follow.

These case studies demonstrate that evolved leadership practices can be successfully implemented in real-world settings, leading to more engaged employees, innovative thinking, and a positive company culture.

Implementing Change in Your Organization

Now that you've learned about the principles of evolved leadership and seen examples of companies putting these ideas into practice, you may be wondering how to implement these changes in your own organization. Here are some steps to help you get started:

1. Start with Self-Reflection:

   • Examine your own leadership style and core beliefs
   • Identify areas where fear-based thinking may be holding you back
   • Practice mindfulness and work on increasing your self-awareness

2. Communicate Your Vision:

   • Share your desire for change with your team and stakeholders
   • Explain the benefits of evolved leadership and a love-based workplace
   • Be open about the challenges and ask for support and patience during the transition

3. Assess Your Current Culture:

   • Conduct anonymous surveys to gather honest feedback from employees
   • Observe interactions and communication patterns within the organization
   • Identify areas that need improvement and those that are working well

4. Create a Transition Plan:

   • Set clear goals for what you want to achieve
   • Break down the changes into manageable steps
   • Establish a timeline for implementation

5. Start with Small Changes:

   • Begin by implementing one or two new practices, such as the advice process or lead links
   • Pilot these changes in a single department or team before rolling out company-wide
   • Gather feedback and make adjustments as needed

6. Provide Training and Support:

   • Offer workshops on new practices and mindsets
   • Provide resources for personal growth and development
   • Ensure managers are equipped to support their teams through the transition

7. Lead by Example:

   • Demonstrate the new behaviors and mindsets you want to see in your organization
   • Be vulnerable and open about your own growth process
   • Celebrate small wins and learning opportunities

8. Encourage Open Communication:

   • Create safe spaces for employees to share their thoughts and concerns
   • Regularly solicit feedback on the changes being implemented
   • Be responsive to employee input and show that their voices are valued

9. Be Patient and Persistent:

   • Recognize that cultural change takes time
   • Stay committed to your vision, even when faced with setbacks
   • Celebrate progress and learn from challenges

10. Continuously Evolve:

    • Regularly reassess your practices and structures
    • Stay open to new ideas and innovations in leadership and organizational design
    • Encourage ongoing learning and growth throughout the organization

Remember that the journey to becoming an evolved executive and creating a love-based workplace is ongoing. It requires dedication, patience, and a willingness to continuously learn and adapt. By committing to this process, you can create a more fulfilling, productive, and innovative work environment that benefits both your employees and your business as a whole.

Overcoming Resistance to Change

As you work to implement evolved leadership practices in your organization, you may encounter resistance from various sources. Here are some common challenges and strategies for addressing them:

1. Fear of the Unknown:

   • Challenge: Employees may be uncomfortable with new practices and uncertain about their roles.
   • Solution: Provide clear communication about changes, offer training and support, and create opportunities for employees to ask questions and voice concerns.

2. Middle Management Resistance:

   • Challenge: Middle managers may feel threatened by increased employee autonomy.
   • Solution: Involve managers in the change process, provide training on new leadership styles, and emphasize how their roles will evolve to become more strategic and supportive.

3. Short-Term Performance Concerns:

   • Challenge: Stakeholders may worry about temporary dips in productivity during the transition.
   • Solution: Set realistic expectations, track and communicate progress, and highlight early wins to demonstrate the long-term benefits of the changes.

4. Skepticism About "Soft" Approaches:

   • Challenge: Some may view love-based leadership as too idealistic or impractical.
   • Solution: Share case studies and data demonstrating the business benefits of evolved leadership, and encourage skeptics to participate in pilot programs to experience the changes firsthand.

5. Ingrained Cultural Norms:

   • Challenge: Long-standing company traditions and behaviors may be difficult to change.
   • Solution: Acknowledge the organization's history while emphasizing the need for evolution, and involve long-term employees in shaping the new culture.

6. Lack of Trust:

   • Challenge: Employees may be wary of new initiatives due to past experiences or broken promises.
   • Solution: Be transparent about the reasons for change, follow through on commitments, and consistently model the new behaviors you're promoting.

By anticipating and addressing these challenges proactively, you can smooth the transition to a more evolved workplace and increase the likelihood of success.

Measuring Success in an Evolved Organization

As you implement evolved leadership practices, it's important to track progress and measure success. However, traditional metrics may not fully capture the impact of these changes. Consider using a combination of quantitative and qualitative measures to assess your organization's evolution:

1. Employee Engagement and Satisfaction:

   • Conduct regular surveys to measure employee engagement, job satisfaction, and sense of purpose
   • Track metrics like employee retention rates and absenteeism

2. Innovation and Creativity:

   • Monitor the number and quality of new ideas generated by employees
   • Track the implementation rate of employee-driven innovations

3. Collaboration and Communication:

   • Measure the frequency and effectiveness of cross-departmental collaborations
   • Assess the quality of communication through employee feedback and observation

4. Adaptability and Resilience:

   • Evaluate how quickly the organization responds to market changes or challenges
   • Track the success rate of new initiatives and pivots

5. Customer Satisfaction:

   • Monitor customer feedback and loyalty metrics
   • Assess how well the organization meets evolving customer needs

6. Financial Performance:

   • Track traditional financial metrics alongside new measures of success
   • Consider adopting triple bottom line accounting to measure social and environmental impact

7. Leadership Development:

   • Assess the growth and evolution of leaders at all levels of the organization
   • Monitor the effectiveness of mentoring and development programs

8. Organizational Culture:

   • Conduct culture assessments to track changes in values, beliefs, and behaviors
   • Gather stories and anecdotes that illustrate the impact of cultural shifts

9. Work-Life Balance and Well-being:

   • Measure employee stress levels and overall well-being
   • Track usage of wellness programs and work-life balance initiatives

10. Community Impact:

    • Assess the organization's contribution to local communities and social causes
    • Measure employee participation in volunteer and community service programs

By using a holistic approach to measuring success, you can gain a more complete picture of how your organization is evolving and identify areas for further improvement.

Conclusion: Embracing the Journey of Evolution

"The Evolved Executive" presents a compelling vision for transforming workplaces into environments of love, empowerment, and adaptability. By shifting away from fear-based hierarchies and embracing new mindsets and practices, leaders can create organizations that are not only more productive and innovative but also more fulfilling for everyone involved.

Key takeaways from the book include:

1. The need to move beyond outdated, Industrial Revolution-era management practices
2. The importance of leading with love rather than fear
3. The four mindsets of evolved leadership: connection, growth, trust, and purpose
4. The value of personal growth and self-awareness for leaders
5. The power of creating a healthy company culture before implementing structural changes
6. The benefits of more flexible and collaborative organizational structures
7. The importance of supporting practices like role-based work and the advice process
8. Real-world examples of companies successfully implementing evolved leadership principles

As you embark on your own journey of evolution as a leader and work to transform your organization, remember that this is an ongoing process. It requires patience, persistence, and a willingness to learn and adapt continuously. There will be challenges along the way, but the potential rewards – for you, your employees, your organization, and even society at large – are immense.

By embracing the principles of evolved leadership, you have the opportunity to create a workplace that not only succeeds in today's rapidly changing business landscape but also contributes to a more positive and empowering vision of what work can be. As more leaders and organizations adopt these practices, we can collectively move towards a future where work is a source of fulfillment, growth, and positive impact for all.

The journey to becoming an evolved executive and creating a love-based workplace may not always be easy, but it is undoubtedly worthwhile. By committing to this path, you can play a part in shaping a better future for business and society as a whole.