Author: Cynthia Kemper
Cynthia Kemper is founder of the
Denver-based
Edgewalkers
Institute. She draws on 25-plus years of
organizational responsibilities and consulting
to offer a wide range of dynamic programs,
forums, services, writings and public speaking
tailored for today's leader.
Cynthia was also a former
international business columnist for The Denver
Post.
The
Edgewalkers
Institute is a virtual
incubator for focused, thoughtful leaders
committed to personal and professional
evolution.
As our world grows
increasingly complex and, in many cases divided,
the need for global leaders who understand and
embrace the gifts of diversity, has become more
critical than ever. Without more
executive, government and geopolitical leaders —
who not only understand what it means to honour
the true diversity and differences of our world,
but walk the talk — we're in for an exceedingly
rough ride ahead.
But "walking one's talk"
cannot be achieved merely through diversity
training, reading culturegrams, or attending
corporate diversity fairs. Something much deeper
and internal is required. Something that goes to
the roots of who we are as people. Something
that taps one's innate well of courage, allowing
him or her to live at the edges of difference —
and to learn and grow through personal
exploration and experience, as opposed to
textbooks.
In other words, living in a
diverse world — or leading a diverse workforce —
is more than a mental construct, a memorized
list of cultural differences, or a willingness
to be tolerant. It's about examining how well we
function at the margins and interfaces of life
where divergent ways of being and believing meet
and collide.
Stanley Fish, dean of the
College of Liberal Arts and Sciences at the
University of Illinois at Chicago states, "It
seems to me that tolerance, like diversity,
amounts to moral flag-waving. No one is for
tolerance as a general value, because in any
situation that actually arises, one's tolerance
is extended only to those groups you wish to
include."
In other words, tolerance —
and diversity — are merely simple constructs;
intellectual work-arounds for helping people see
that even though we are not the same, we should
accept our differences to achieve societal
stability and the bottom line. But this is no
longer enough in such a complex, conflicted
world. We need to do more.
Fish concludes, "What
tolerance is, is a solution to a political
problem, a policy usually urged in a culture
which is no longer monolithic."
Serge Schmemann in his book
"The Burden of Tolerance in a World of Division"
suggests, "Tolerance was not always so burdened.
To tolerate means little more than live and let
live. Just try vowing to 'tolerate, honor and
obey' next time you marry."
He continues, "Toleration
entered the political lexicon with the waning of
religious dogma and rise of humanism, and
applied specifically to religion. The idea was
not to add Tolerance, or Diversity, to the many
truth claims, but to allow everyone to enjoy
their favorite truth in safety. As Thomas
Jefferson told the Virginia House of Delegates
in 1776: 'It does me no injury for my neighbor
to say there are 20 gods, or no God. It neither
picks my pocket nor breaks my leg."
Perhaps it's time we
take the ideas of tolerance and diversity to a
higher level. To look at our personal
responsibility as leaders in a new way. In an
increasingly multicultural, multilateral world,
we must move beyond tolerance and diversity
training — and their natural limitations — to
the deeper questions of "Who are we?" and "What
do we believe as individual leaders?"
As part of an increasingly
interconnected humanity here on plant Earth, our
willingness and ability to sit in the fires of
friction — to hear and feel another's life
experience and point of view with patience and
compassion — is far more critical than
intellectual learning. The truth is, we have not
yet tapped the immense benefits of dialogue and
common experience as tools to further our
diversity objectives. Nor have we been
collectively willing to live at the confluence
where cultures, worldviews and religious
doctrines meet — while learning firsthand how to
live and work together in a truly productive and
inclusive way.
This is where the seemingly
simple idea of "walking our talk" meets modern
day reality — and often fails.
But, our corporate leaders
must take the first steps into this unknown
often unpredictable territory at the frontiers.
To assure long term success, our leaders must
learn to live at the edges first, before they
can expect others to do the same.
It has been my experience,
however, that corporate leaders are the last to
truly embrace diversity at a personal level for
one simple reason — they are so well protected
from it. An executive's everyday world is
generally narrow, conservative, financially
stable and filled with like-minded supporters
and peers. Rarely do our leaders fraternize with
their blue-collar construction crew, play tennis
with their Latino salesforce in the inner city,
attend Friday prayers with their Muslim
accountant or attorney, or hang out with the
brainiacs and techies populating R&D. They are
protected from these experiences by layer after
layer of invisible walls which keep them from
truly seeing and feeling the harsh reality of
our deeply diverse and divided world — not to
mention the new chasms rapidly forming at the
edges.
Not until we see our leaders
cross the boundaries purposely constructed to
protect them from the outside world, will we
reap the benefits from a genuinely maximized
diverse workforce. Without this shift, the
lawsuits, silent-dissent, compliance [as opposed
to genuine cooperation] and tension between
socio-economic, cultural, gender, racial,
religious, physical, and IQ vs. EQ differences
will continue to challenge and disrupt our
businesses.
Thus, I propose that leading
in the 21st century world will be less about
tolerance, and more about the development of
deeply honed character traits like listening,
caring, empathy and compassion in our leaders.
Traits better suited for the less orderly, more
chaotic, uncertain times we're now living in.
Let's face it. Our pragmatic
financial justification for honoring diversity,
can no longer effectively sustain our
objectives. Further, our fragmented
Newtonian-Cartesian view of the world is
collapsing from within, by necessity. In our
increasingly complex business environments, we
are being forced to look more and more at the
whole — as opposed to the parts — in order to
survive. Indeed, a holistic view is critical to
understanding the interrelationships between our
corporate vision and strategies, market shifts
and how we maximize the diversity of our
workplace.
We are living in a new
reality. Therefore, if our inner lives give the
diversity of our world no authentic meaning; if
our intentions do not come from the head — as
well as the heart — then our efforts will be
unsustainable.
In the end, leaders can "talk"
or "act" tolerant, but others will know the
truth. If we intellectualize embracing diversity
— but don't feel it in our gut — our employees
will respond to our deeper motivations at a
subconscious level. The result will be an innate
inability to trust leadership — and that spells
the ultimate death of success in any company.
Thus, training can only go so
far to achieving a tolerant, friendly work
environment for every race, culture, mindset and
creed. In the end, our leaders have to feel and
embrace difference in their bones. And that
means some changes in how we perceive leadership
at its very core.
This where an emerging
new leadership paradigm—conceptualized by the
metaphor of Edgewalking — can make a
huge difference in helping us envision a new way
to lead.
Arthur Levitt, the former
S.E.C. chairman describes how leadership must
change for today's global environments in an
interview with Charlie Rose in October 2002.
Clearly onto something important, he states:
"We're going to have a whole different kind of
leader over the next ten years.... thoughtful,
sensitive, collaborative listeners."
Levitt is already envisioning
the new frontier at the borderlands of a diverse
workforce. And edgewalking, by necessity, is the
new emerging leadership paradigm he
inadvertently describes for our times.
What is edgewalking? Well, the
idea began thousands of years ago with the
invention of maps. When maps were first created,
they were drawn to define the edges of the
countries. Thus, edges don't always fall off
into the void. More often, they butt up against
another edge — an edge of difference — and that
is where the challenge and opportunities begin
for all of us as leaders. If we are not able to
function gracefully and effectively at the
edges, we will not be able to lead in an
increasingly diverse world.
In other words,
edgewalking is less about cutting new ground,
and more about a set of skills, mindsets and
abilities honed to succeed at the
margins, interfaces and intersections between
conflicting, divergent cultures, perspectives
and worldviews.
History reminds us, that
conflict naturally arises at the edges where
friction created by two different ways of being
chaff up against each other. This produces heat
and tension. But in many cultures — particularly
in North America — we're uncomfortable sitting
in the fire that results from the meeting of
divergent worldviews.
"We don't have to like, let
alone love, those we tolerate," explains Jack
Kornfield, Buddhist author in the September 2000
edition of Shambhala Sun. "The truth is that
even spiritual teachers do not always like one
another; nor do they necessarily get along.
He adds, "Many respected Zen
masters and swamis, ajahns and sheikhs, lamas
and rabbis have powerful disagreements. Some
have a distaste for one another's teaching or
style. Yet the wise among them embody a genuine
tolerance, knowing that another person's reasons
may be invisible to us, that another person's
way is as worthy of respect as our own."
Indeed, we don't like the
heat, so we avoid the edges. And when we can't
avoid them, we label them in pejorative ways to
make them go away — deviant, out-of-step,
trouble-maker, and whistle-blower are only a few
labels tacked on the Edgewalkers already working
as translators of difference at the edges.
But this is an unproductive
strategy, for it's only at the edges that new
paradigms are formed. New paradigms of business
that may include product development, expanded
markets or creative ways to communicate with new
customers.
Since innovative ideas
and new solutions generally emerge from the
margins — and rarely from the center of
prevailing paradigms—learning to live at the
confluence between different points of view,
experiences, languages, cultures, religions etc.
is actually the only way to stay ahead of the
competition. For a leader to tap the
future, he or she must live at the frontiering
margins. There is no other way. And the same
dynamics play out in diverse workplaces.
For it's at the ragged edges —
where difference meets — that the greatest
opportunity for dynamic, motivated, energized
workforces exist.
"A functioning democracy not
only acknowledges that conflicts without end are
woven into the fabric of human society," shares
James MacGregor Burns, author of Transforming
Leadership: A New Pursuit of Happiness, "but
attempts to turn them to vital and progressive
purpose."
Edgewalkers are the
translators, bridge-builders and communicators
in a rapidly transforming world. They
lead the way. They pioneer new paths, connect
divergent worlds, and make the hard decisions
that create a better, more fulfilling, safe and
prosperous future for us all. In essence, they
are the creators of our world. So the support
and development of Edgewalkers is paramount —
for their leadership, presence and contribution
are the key to managing in an increasingly
uncertain, changing world.
Edgewalkers are also
courageous leaders who take stands, speak out,
and challenge the status quo — with integrity,
authenticity, and class. Because our world has
rapidly outgrown much of what we knew and
depended upon in the past, we're faced with
tumultuous times of transformation in the months
and years to come. Here Edgewalkers take the
lead in understanding, envisioning and
implementing these changes, while guiding,
serving and reassuring those who follow.
Edgewalkers stand at the
"edge" between two worlds, and make sense of
them both. They live in the past — and the
future — while thoughtfully applying their
wisdom to the present.
Bottom line? A more globally
integrated, interconnected approach to our
diverse humanity and life/work choices is
necessary for our corporate survival. Thus, at
this pivotal point in history, a new leadership
paradigm must be defined and birthed at the
edges. One where thoughtful, globally-minded,
well-rounded Edgewalkers — who come from the
head as well as the heart — are heard, trusted,
respected and followed .
As we speed our way into a new
and very different century, it will be our
leaders — and how they think about
difference—that will determine the success or
failure of our effort to live as truly
interconnected beings in a diverse global world.
Copyright 2003 Cynthia Kemper
Cynthia can be reached at
http://www.edgewalkers.com or via e-mail at
ckemper@edgewalkers.com. |