It\u2019s hard to pinpoint when a group becomes a team. Yet it\u2019s important for any organization, even at a big scale. Is Europe a group of countries or a \u2018union\u2019? Have the United States become the Divided States?<\/p>\n
To many, this world definitely does not feel like a team at the global level.<\/strong><\/p><\/blockquote>\n
Yet it is necessary, due to common problems and goals worldwide. People are pretty much the same everywhere. So, we can (further) divide or we can unite. Will we ever come to one big planetary team?<\/p>\n
Let\u2019s focus on the here and now.<\/p>\n
Is any business unit at your workplace a group of people coincidentally working together \u2013 or is it an inspired team working towards common goals? This makes the difference between a lot of positive energy versus a lot of negative stress. Agreed: it\u2019s not always apparent whether this shows in the bottom line. It\u2019s also not always clear how the distinction between \u2018mere group\u2019 and \u2018team\u2019 is made. To many, the distinction is difficult, in principle. At the same time, my healthcare experience tells me that with appropriate distinctions where openness and depth are involved, huge positive results may become much more attainable.<\/p>\n
A good distinction between \u2018mere group\u2019 and \u2018team\u2019 is immensely important.<\/strong><\/p><\/blockquote>\n
Even so, it\u2019s not self-evident to build and maintain a team. In this, good leadership is a top priority. It is said that a boss creates stress and a leader creates energy. This shows to be the case time and again. Is it far-fetched to uphold that groups lead to more stress, teams to more energy?<\/p>\n
Bosses don\u2019t build teams \u2013 true leaders do, through Open Leadership.<\/strong><\/p><\/blockquote>\n
A leader may have the \u2018open\u2019 characteristic \u2013 but it\u2019s also the characteristic of the group \u2013 sorry \u2013 the team. And it\u2019s\u2026 kind of magical. No metaphysical stuff. It\u2019s magical in the sense that the un-conscious is involved. The un-conscious as scientifically researched and proven to be important in many ways. An Open Leader is open to this inside and from here also open to outside. It\u2019s a stance that can be learned through coaching, workshop, reading, practice… Also important are a supportive community and culture. This goes both ways.<\/p>\n
Eventually, an Open Leader is the best support to lead towards an open\u2026 team.<\/strong><\/p><\/blockquote>\n
This is one of the prime functions of an Open Leader: spreading openness. In openness, people meet each other where it really counts. This may seem easy to accomplish to someone who doesn\u2019t know what it\u2019s about. Experience will show otherwise.<\/p>\n
Especially in such a case, leadership coaching may strongly flatten the learning curve.<\/p>\n
A nicely led team can act as one because the team members know \u2013 deep inside and without thinking \u2013 what the others and what the team as such is up to. Even more, each member\u2019s real goals coincide in depth with the goals of the group. Superficially, there may be differences, which adds to the power of the team, but the deep goals, the ones that really inspire and make big things happen, are very much the same.<\/p>\n
Human energy is deep motivation.<\/strong><\/p><\/blockquote>\n
At the deeper level, this is about the living sticks that together break less easily than any on its own. It empowers team and individual. Eventually, it\u2019s also good for the organization. All flourish.<\/p>\n
This is what Open leadership is about.<\/p>\n
See also the AURELIS website \u2018Open Leadership<\/a>\u2019.<\/strong><\/p>\n
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