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Corporate Culture based Leadership – The New Leadership Model

By Guest Author On March 9, 2011 Under Self Improvement, Setting Goals, Success Secrets

By Arthur F Carmazzi

In a world where information is transmitted faster than ever, the expectations of work and leaders have changed considerably in just a few years, and with those expectations, the emotions and motivations that move us to greatness also have an effect on our effectiveness and our longevity in a job.

When people’s emotional needs are satisfied on outside of work on diverse plains of social networking, productivity tools, and fast, easy interaction and information conveyance around the globe, a new form of leadership must be applied. A psychological aspect of leadership that affects Corporate Culture called “Environmental  (Corporate Culture Based) Leadership”.

Each individual has various environments that bring out different facets from their own Identity, and each facet is driven by emotionally charged perceptions within each environment. The Environmental Leader creates a platform with the help of education and awareness where individuals fill each other’s emotional requirements and become more conscious of when, and how they affect personal and team emotional gratifications. This is realized by knowing why people “react” to their environment instead of act intelligently.

Environmental Leadership is not something which can change the mindset of the group or individual, but in the nurturing of an environment that brings out the best and inspires the individuals in that group. It is not the ability to influence others to do something they are not committed to, but rather to nurture a culture that motivates and even excites individuals to do what is needed for the betterment of all. It is not carrying others to the end result, but setting the surrounding for building standards in them to so they may carry each other.

A Leader’s role has been converted to an individual or group who can instill passion and direction to a group and the dynamics of that group. This leader implements a psychological support system within a group that fills the emotional and developmental needs of the group.

The procedure of becoming an Environmental Leader however, is founded on a bed of self discovery and laid with the tiles of group psychology. Only when we have an understanding of how “we”, as a leader, affect the “system” of a group, and how that system affects us, then we can evolve to Environmental Leadership.

At a glance it may appear to be a scary journey, yet this path has a structure, a structure in the employment of Directive Communication Psychology to influence the group’s system. And as with any structure, it can be followed to create a specific result.

The first step is to understand that every action you take, every decision you make, no matter how small, will influence the group. There will be an effect which might be either positive or negative.

Second issue is that when any individual in a group reacts, it will affect you and each of the other members of that group.

Since a leader’s actions and reactions not only influence the psychology of individuals, but affect the whole organizational culture or group, an Environmental Leader has to deal with 7 key psychological influences (2 keys of personal awareness and 5 pillars of transformation) to cultivate a group and culture that effectively supports the greater abilities and fulfillment, even passion, of the members of that group, workforce or team.

Trust has always been the foundation of any form of leadership. And while there are many aspects of trust and how to build it, one relevant area is in sharing what you know. First, start with this article. The “group” dynamics are best suited by getting the “group” involved. The Environmental Leader does not develop followers but nurtures leaders and leadership in their group or organization. To assist this, the knowledge of how to be an Environmental Leader must be disseminated throughout. The more people know, the easier it becomes to nurture a Leadership enriched environment, and the better outcomes everyone will attain.

Two (2) Keys of Personal Awareness:

It is self awareness that leads to the recognition of the keys, which must be accepted before the Environmental Leader can build the final 5 Pillars of a transformational environment. The first step is the ability to understand that we will consciously or subconsciously make others wrong to support our ego, which leads to blame and away from growth. Learning about our “Encoded Assumptions”, our “Rules of Engagement”, and our “Circle of Tolerance” helps us to identify the reactions that are hindering a rapid growth for ourselves and those around us.

Key number 1 is: Concentrate on progress and results, do not blame or make others wrong.

The next step is making others right, making leadership decisions and taking actions that help others to succeed and develop their capabilities. And when they do succeed, the specific acknowledgment of their success and why they were successful. Learning the “Colored Brain” and how our genetic processing affects the way we perceive the world and approach tasks and decisions and what that means in manifesting our “natural” talents not only makes this easier, but gives us a better platform to understand, cooperate, and communicate with others.

Key number 2 is: Create opportunities to make others successful and positively acknowledge their specific actions that lead to that success.

 Building the 5 Pillars of Transformation:

 The 5 pillars are the cornerstone of a leader’s ability to modify group dynamics, to nourish an environment that encourages and brings out the best in others. And, it is the process of building the five pillars themselves that facilitates the leader, and his team, the ability to adopt the two keys of personal awareness. This course of creation acts as a leadership catalyst to the keys implementation and the modification the leaders own behavior that pushes forward that leader into a more powerful, Environmental Leader.

You Must Have a Greater Purpose:

The team must have a purpose that is greater or nobler than the personal objectives of each individual. Yet realization of this greater purpose, would be equally fulfilling to the individual.

Consider the human status, what is it that we all want and yet struggle with every day? We want to be good at what we do, we want success! But trying to work in perfect concordance with multiple people and systems, and additional internal and external influences, in order to complete a task without any difficulty is seldom possible. And thus, we as human beings, get frustrated with our environment and intermittent failures and setbacks from our success, form being our greater selves. We KNOW that change must happen, most of the times we point to others and say they must change, still, one thing remains constant, we all expect to be in a work environment that supports and nurtures our success. And this is a greater purpose that most would consider noble.

The role of an Environmental Leader is to encourage this noble idea. To make the group or team want it, and be willing to take action to achieve it for the cause, for the promise of a greater working environment and a greater self.

You Must Have a Methodology You Believe Can Make a Change:

The team must believe that change can happen, and that they as a group, can make it happen. They must believe that their own behavior can be improved, that they, as human beings can be better people. They must believe that there is a way, through a common wisdom in the group, they can be so powerful that they can change the culture of an organization to a more fulfilling environment for the betterment of their own life.

But to believe any of this, the people must have, and recognize a psychological methodology that is capable of making the change effectively. If change for the better appears to be an impossible dream, a small number of people will take the effort. So the first pillar is to have and demonstrate a methodology that is capable of making changes, a methodology that affects the environment to give everyone a greater sense of fulfillment and growth in their work. While many methodologies exist such as Peter Senge’s Learning Organisation or Stephen Covey’s 7 Habits, the one specifically designed for corporate culture change and environmental leadership is Directive Communication (DC).

The personal and organizational awareness components of DC such as the Colored Brain, Encoded Assumptions, Emotional Drivers, the 5 Postures, and the Force multiplication System, link individuals with a greater understanding of how and why their work environment is the way that it is while opening the door to the real possibility of change. The responsibility of the Environmental Leader is to have the knowledge about the methodology at first, and second to teach key individuals in the methodology so they can in turn coach others.

Through the awareness process, change begins to be manifest and perpetuate the cultivation of the expected environment.

You Must Speak a Common Languag:

The methodology carries with it a specific language. The language reinforces the learning and the greater purpose. It enables greater communication with fewer words. It allows emotions to be expressed without being expressive. It establishes a foundation to understand and explain awareness, change, and a higher level of living in a concise and effective way.

The role of the Environmental Leader is to use and reinforce the use of the language in the group. To set the example of applying communication that supports the greater cause.

You Must Have a Unified Identit:

There is already a greater purpose that the team wants, a methodology everyone is applying (or at least aware of) to achieve that greater purpose, and a common language that the team is speaking to reinforce that methodology, so a common identity already exists.

This is the duty of the Environmental Leader to consolidate that identity, to give an opportunity to the group or team so that they can associate themselves with that identity and everything it represents. To identify those who are a part of the greater purpose and give them a group vision.

In a case where Emirates Hotels and Resorts applied the Directive Communication methodology to evolve its leaders and its culture with a “Corporate Culture Revolution” program, the 300+ staff embraced the identity of “Patriots” for the Revolution. The “Patriots” improved productivity and quality of service by over 32% in an Emirates assessment.

You Must Keep an Internal Supportive Environment:

As an elite team with its unique identity that shares and utilizes a methodology for the development and benefit of each other, a Supportive environment will emerge as a byproduct of the process. And when it is lead by an Environmental Leader who focuses on the continuous progress and perpetuation of that environment, the ultimate success as a Leadership Enriched Culture comes to light. The role of the Environmental Leader becomes to nurture and develop environmental leaders within the teams and the organization.

At this stage, the environment created will accomplish much of the constantly expanding emotional gratifications of security, diversity, belonging, personal growth, significance and achievement. This environment will strive and surpass the allure of the modern world. Without proper leadership it is impossible to develop. And, an environmental leader must go in to this knowing, that as the process matures, he will no longer be as necessity as when he started.



Arthur F. Carmazzi, Founder of the Directive Communication  Organizational Development Methodology and Ranked as one of the Global Top 10 most influential Leadership Gurus by Gurus International. Arthur specializes in psychological approaches to leadership and corporate culture transformation. He is a renowned International Speaker and bestselling author of “The 6 Dimensions of Top Achievers”, “Identity Intelligence and “Lessons from the Monkey King”, “The Psychology of Selecting the RIGHT Employee, and “The Colored Brain Communication Field Manual.

More on Leadership Development from Arthur can be found at:
Leadership Development and Leadership Trainingwww.directivecommunication.com
Carmazzi Leadership Developmentwww.carmazzi.net

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