After decades of patriarchal leadership, the need for flat hierarchies, compassion, and respect have become apparent, and correspondingly clear is the need for a rapid phasing out of the patriarchal leadership behavior associated with the Industrial Age. A new paradigm has therefore emerged. A paradigm of consciousness.
Leaders who succeed in the Age of Consciousness practice heart-to-heart leadership. At the same time, this presupposes a heightened awareness of the ability to screen and develop conscious talent, and who is positioned as role models.
This means that there must be far more focus on whether the talents you hire and promote are conscious or unconscious people. If you scale unconscious talents, either through new hires from outside or promotions, you inhibit the ability to release talent potentials.
For in the conscious lies the free. In the unconscious lies the unfree. If you build an unconscious organization, you are thus building an unfree organization.
The big question is how to measure and weigh consciousness?
The next many years of research in organizational development and psychometric tools for use in recruitment will give us some of the answers – and perhaps robots will take over more and more and thus handle the administrative parts of both recruitments and internal assessments, so we can fully upscale the interpersonal forces.
For there is a spiritual dimension in the interpersonal encounter that probably cannot be outsourced. It is the unspoken, the nonverbal, the intuitive, what we sense and feel, the storage of many years of experience. It is our sensory apparatus in one.
As a cultural insurance, it is therefore assumed that more companies will insource recruitment, and that alumni, which are loyalty clubs for former employees, will to a greater extent replace the use of external headhunters.
Equally, it is assumed that companies will scale to a greater extent on the basis of cultural partnerships as the primary and with less focus on the competition gap itself, as the demand for conscious talent will initially be large and the conscious talent is culturally oriented.
In this connection, I have developed a so-called Model of Consciousness that can be used for internal assessments of talent in promotions and screening of candidates for new hires, and my wish is that this model will help the development along the way.
In the Age of Consciousness, it becomes especially important to only hire and promote conscious talents, as they will be able to promote psychologically sustainable cultures and thus ensure a scalable partnership that will breed itself.
Unconscious, unfree people cannot scale a free organization, and therefore conscious talents will either not be attracted to the cultures that are characterized by an unconscious view of man, or they will resign their positions if they are lured inside what they thought was a charitable everyday life, but which instead turns out to be an unfree of the kind under the heading ‘survival of the fittest’.
It is precisely the interesting thing here that the Industrial Age that housed ‘fitting in’ talent with ‘survival of the fittest’ behavior has now been replaced by a paradigm where the focal point is the awareness of belonging and joining communities that pay homage to it.
The young people have understood this, because they have not tried anything else, but the male and female patriarchs and their successors, who for good reasons do not know anything else, have not understood it.
May the patriarchs find the courage to dare to feel themselves, be helped to more inner peace, become conscious through increased heart contact and liberated like the rest of us. Alternatively, they must be put off, and it can only go too slowly, for everything else scales an inhuman suffering.
The next 3-4 years, will clearly reveal the value of a conscious human vision and who practices it. A view of man where people feel that they can be exactly who they are with their uniqueness because they are a human haute couture of which there is only one.
The more people who are set free and understand their mutual connectedness – the more people who understand the power of meeting the world with open hearts – the faster we will be able to grow a robust ecosystem full of rechargeable power and unconditional possibilities. For an extension of your heartware will upgrade your hardware.
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