Open systems

Democratice

Consensus, participatory

Open leadership, democratic - self organising, without pre-determined outcome

change management - we don't believe in it because most top-down driven, directors ramming strategy down throat, creating resistance, internal sabbotage. True democracy/consensus = self organising

Open to diversity, synergy, creating our future, multi-disciplinary, open sharing of views

Open leadership: not control, but instruction or guidance, flow of information:

• teams changing
• flexible, ameniable
• open boundaries
• organic structure
• self organising structure
• open to suggestion
• no fixed walls

Benefits of Keidanren:

Prevents view of company as implicitly accountable to shareholder/stockmarket (instead of customers and employees) - leading to management view about shares, buying and selling, with people becoming resources to be used at will (disposable).

Alternative view - shares for investment, but fundamentally anchored in people: company = community, self-serving for long-term well-being, all part of family => participatory leadership. Flexibility required, other mechanisms to deal with it. Slower, but in end tortoise wins.

Open up Space (self management vs micro-management)