Note: Descriptions are shown in the official language in which they were submitted.
CA 02560060 2006-09-18
Description
TITLE
A method for enhancing leadership, entrepreneurship, performance, innovation,
creativity, and
career achievement.
CROSS REFERENCE TO RELATED APPLICATIONS
[0001 ] Not Applicable
FEDERALLY SPONSORED RESEARCH
[0002] not applicable
SEQUENCE LISTING OR PROGRAM
[0003] not applicable
FIELD OF THE INVENTION
[0004] The present invention relates to the fields of leader creation,
leadership development,
professional development, career development, adult personal development,
abstract and
conceptual development, leadership, entrepreneurship, peak performance,
organizational
productivity, change management, and education. This invention addresses (a)
the global
leadership shortage; (b) the conceptual skills shortage emerging with our
conceptual-based
economy (c) the need for improved employee productivity; (d) the blended needs
arising from
the talent wars and the trend towards career self-management for a career
process which co-
evolves the company and the individual to the advantage of both; and (e) the
need for a more
effective change management process.
BACKGROUND OF THE INVENTION
[0005] The present invention has been developed in response to the present
state of the art,
and in particular, in response to the problems and needs in the art that have
not yet been fully
solved by currently available methods for professional, leadership,
organizational, and career
development. Accordingly, the present invention has been developed to provide
a method for
development that overcomes many or all of the below-discussed shortcomings in
the art.
Because the objects of the invention are extensive they have been provided in
a separate
section following the Brief Summary.
[0006] Reference throughout this specification to features, advantages, or
similar language does
not imply that all of the features and advantages that may be realized with
the present invention
should be or are in any single embodiment of the invention. Rather, language
referring to the
features and advantages is understood to mean that a specific feature,
advantage, or
characteristic described in connection with an embodiment is included in at
least one
embodiment of the present invention. Thus, discussion of the features and
advantages, and
similar language, throughout this specification may, but do not necessarily,
refer to the same
embodiment.
[0007] Furthermore, the described features, advantages, and characteristics of
the invention
may be combined in any suitable manner in one or more embodiments. One skilled
in the
relevant art will recognize that the invention may be practiced without one or
more of the
specific features or advantages of a particular embodiment. In other
instances, additional
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CA 02560060 2006-09-18
features and advantages may be recognized in certain embodiments that may not
be present in
all embodiments of the invention.
[0008] The elements of relevant prior art have been listed individually and
numbered so that the
invention differences, numbered to match the prior art items, can be addressed
individually and
specifically. This process should enable greater clarity as to how the present
invention both fits
in and is differentiated.
[0009] COMPARISON TO PRIOR ART
[0010] Prior Art 1: Leader competencies and skills are taught:
[0011] Traditional leadership development programs tend to focus on teaching
leader
competencies and skills such as technical skills, communication skills, and
cognitive skills.
[0012] Invention Difference 1: A dynamic leader foundation is installed:
[0013] This invention installs within individuals a logically integrated
dynamic leader
infrastructure into which classic leader competencies can be more effectively
and cohesively
embedded. This dynamic foundation provides the leader drives, reflexes,
instincts, impulses,
dynamics, meta-competencies, identities, modus operandi, and consciousness of
natural
leaders as an integrated system or paradigm.
[0014] Prior Art 2: Piecemeal leadership development teaching unlinked skills:
[0015] Traditional leadership development programs tend to teach standalone
leader skills
rather than a model or a system. Standalone leadership skills means a student
has (a) more
techniques to learn (b) more integration to be done to assimilate and use them
(c) more
challenge to integrate the skills into his or her existing work context.
Consequently, current
leadership development programs may not have a lasting impact.
[0016] Invention Difference 2: Holistic leadership development installing an
integrated system
of meta-competencies:
[0017] This invention installs a single systems management process to be
applied to every
human system, the participant's own system or any system led. Only a few basic
skills are
therefore required to lead or advance any human systems in the paradigm of
this invention.
These skills are all logically integrated into a paradigm and can therefore be
logically deduced
from each other.
[0018] Prior Art 3: Standalone leader competencies taught:
[0019] Most leadership development programs seek to develop leader skills or
competencies.
[0020] Invention Difference 3: A system of leader meta-competencies installed
by a paradigm
shift
[0021 ] The present invention cultivates leader meta-competencies. It teaches
no leader
competencies and skills directly. Meta-competencies are systems of knowledge,
skills, and
strategies which make the acquisition of new competencies and the use of
available
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competencies more adaptive and efficient. They are enablers for the use of
classic leadership
competencies traditionally taught in leadership development programs.
[0022] Leader meta-competencies emerge as a byproduct of the paradigm shift to
a paradigm
consisting of leader dynamics, quantum leaps, a paradigm-based quantum leap
method, and
new modi operandi. The meta-competencies form a dynamic foundation upon which
leader
competencies can then be embedded. Examples of categories of leader meta-
competencies
resulting from the present invention include those relating to learning,
knowing, creating,
frontiering, cognitive capabilities, accelerated growth, evolution, peak
performance, talent-based
flow, systems thinking, system-based emotional intelligence, expanding
consciousness,
expanding self-awareness and internal reference, expanding self-expression,
continuous
adaptation and re-optimization and agility, co-evolution with contextual
systems, fluidity,
informationless decision-making, achievement and advancement by nonlinear
quantum leap,
and accelerated implementation.
[0023] The following are six references promoting the importance of meta-
competencies over
competencies for leadership development:
[0024] (a) The US Army's Training and Leader Development Panel (ATLDP) have
found that it
is more important to install meta-competencies than competencies. The 2002
Officer Study
concluded that, because of the ambiguous nature of the future operating
environment, leaders
should focus on developing enduring competencies known as meta-competencies.
These
meta-competencies are the essential building blocks of learning. Although
specific descriptions
of such meta-competencies differ, there is a consensus that competences alone
are insufficient
and must be supported by higher order qualities.
[0025] (b) R. B. Brown (1994: 289-299) similarly argues in favor of the over-
arching or
underpinning meta-competencies: "the higher-order abilities, which have to do
with being able to
learn, adapt, anticipate and create, rather than with being able to
demonstrate that one has the
ability to do." (R. B. Brown, 1993: 32).
[0026] (c) For D.T. Hall (1986) the most important meta-skill is skill in
acquiring other skills,
[0027] (a) For Snell (1990) these meta-qualities include creativity, mental
agility and balanced
learning skill.
[0028] (d) Cheetham and Chivers (1996: 24) include communication, self-
development,
creativity, analysis and problem solving in their definition of meta-
competencies.
[0029] (e) The common theme with meta-competencies is that they address the
cognitive
aspects of management, concerning the ability to cope with uncertainty, as
well as learning and
reflection (Nordhaug, 1993). Learning to learn is perhaps the most fundamental
meta-
competency for developing entrepreneurship and leadership since the rapidity
of technological
developments and the dynamism of markets renders the traditional sources of
competitive
advantage liable to obsolescence and being superseded by innovation. The meta-
competency
that leaders need to cope with and implement change in the future is therefore
learning.
Sustainable competitive advantage derives from the ability of individuals and
organizations to
adapt and learn faster than the competition.
[0030] Prior Art 4: Bottom-up building of leaders skill by skill
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[0031] Traditional leadership development programs tend to address the
development of leader
competencies not leader meta-competencies. They tend to build those
competencies one by
one. Leaders are built from the parts to the whole. Only a small percentage of
programs
integrate those competencies back into a practical framework that can be
applied in the work
context. Of those programs providing a framework or model, only a small
percentage address
the total leader and leadership role. Most address a portion of the leader
and/or leadership role.
They fragment the leader and the leadership role into addressable parts.
[0032] Invention Difference 4: Top-down release of leadership as an extension
of an integrated
system of dynamics found in all individual and organizational human systems.
[0033] Rather than building up the leader meta-competencies one by one as the
leadership
development programs tend to do with the competencies, the invention operates
in reverse:
from the whole, and only when necessary, to the parts. The invention operates
from the
perspective of unified consciousness or the interconnectedness and co-
evolution of all human
systems and works backwards to the system of the individual along continuums
of shared
themes and modi operandi. Leadership is redefined as a natural expression of
the set of
dynamics evident in all human systems. The leader meta-competencies are
integrated into the
paradigm of this invention as dynamics and emerge synergistically as an
integrated system with
the paradigm shift and action-learning experimentation support of the present
invention. The
meta-competencies motivate, energize, and enable the classic leader
competencies taught by
traditional leadership development programs.
[0034] Prior Art 5: A focus on the assimilation of information:
[0035] Traditional programs operate as if leadership development is a linear
progression based
on the intellectual assimilation of information about how to lead. Most
traditional leadership
development programs comply with a strategy based on the hope that by learning
the tools of
leadership, a leader will emerge. The progression of leadership skills taught
parallels the linear
progression up a hierarchical organization to leadership roles with greater
complexity, impact,
and span of influence.
[0036] Invention Difference 5: A focus on the assimilation of dynamics:
[0037] Unlike traditional leadership development, the present invention does
not assume that
the difference between a leader and non-leader is information or skill. It
assumes the difference
is dynamics. In the present invention, leaders are created and empowered by
activating the
dynamic foundation of integrated reflexes, instincts, impulses, identities,
meta-competencies,
and consciousness which are evident in all human systems and are the links for
the species to
nature's systems management process or process of system co-adaptation, co-
evolution, and
synergy.
[0038] Both nature and natural leaders manage systems identically for
survival, adaptation to
environmental changes, advancement, co-evolution synergy, and peak
performance.
Therefore, the invention metaphorically mirrors and capitalizes on natural
adaptive processes
internal and external to systems whether those systems are individual people,
teams,
organizations, companies, customers, suppliers, markets, or projects,
processes, disciplines,
and careers. Natural leaders are integrated into nature's systems management
process. Some
never left that integration into which all children are born. Others find that
integration again later
in life, often after traumatic events which re-center them onto their natural
core as the present
invention does.
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[0039] The invention enables leadership, entrepreneurship, and leadership,
personal,
organizational, and career development to use the same holistic, systems-
based, nonlinear
processes and mechanisms found in nature. Since, in the metaphoric view of
nature presented,
nature is already fully integrated, the process of this invention is also
fully integrated.
[0040] The direction of leadership development in the present invention is
nonlinear. Expanding
or intensifying the individual around his/her natural core while increasing
the baseline
functionality of the individual is the means for the invention to increase
leader impact and span
of influence.
[0041] Prior Art 6: The application of systems thinking to leadership:
[0042] Peter Senge, author of bestseller "The Fifth Discipline" and senior
lecturer at the
Massachusetts Institute of Technology writes in this book, "I call systems
thinking the fifth
discipline because it is the conceptual cornerstone that underlies all of the
five learning
disciplines of this book."
[0043] While intellectually persuasive, the application of systems theory and
science to
leadership has not translated successfully to practical implementation: " . .
that movement hit a
few speed bumps. People who adopted the themes and practices of "The Fifth
Discipline"
sometimes found themselves frustrated by the challenge of bringing about
effective change --
and sometimes found themselves out of work for trying." (Fast Company May
1999: 178)
[0044] Consequently, programs thus based are no longer popular and available
despite the
fascination with Peter Senge's approach in "The Fifth Discipline". Systems
theory has rarely
been applied to leadership or personal development as it is in this invention.
[0045] Invention Difference 6: The transparent application of systems thinking
identically to both
leading and leadership development and the advancement of all human systems:
[0046] Whether for leading or for leadership development, the paradigm of this
invention
extends and capitalizes on nature's systems management process. The invention
is 100%
systems-based. However, the application of systems theory and other sciences
(quantum
physics, chaos theory, catastrophe theory, the biological sciences, systems
theory, emergence
theory, evolutionary theory, etc.) are all transparent to the user. They are
neither taught nor
applied directly. The invention has incorporated them into a paradigm based on
science and
how nature operates without referencing them. Participants need only learn the
paradigm of
this invention to be able to apply all of the science behind it. The invention
targets application
and implementation not theory. The science has been translated into a new
modus operandi
incorporated into the paradigm of this invention.
[0047] With the failure of the practical application of his "Fifth Discipline"
systems thinking, Peter
Senge, a renowned expert in organizational change and leadership, began to
promote an
integration into nature consistent with the strategy behind the present
invention: "The most
universal challenge that we face is the transition from seeing our human
institutions as
machines to seeing them as embodiments of nature. . . . We need to realize
that we're a part of
nature, rather than separate from nature." This invention is the practical
application of Senge's
philosophy extended to leading, leadership development, and the orchestration
of all human
systems.
CA 02560060 2006-09-18
[0048] Prior Art 7: A 'manual' approach to leadership development:
[0049] Traditional leadership develop programs offer a manual approach which
is limited by (a)
the knowledge, intelligence, learning, and functionality of both the teacher
and the student; (b)
the discipline of the student in applying what has been taught; (c) the
quality of the information
provided; (d) the quality of the learning (e) the ability to apply the models
and information to the
work context.
[0050] Invention Difference 7: 'Automatic' nature-driven leadership
development:
[0051] Natural mechanisms built into human systems for growth, learning,
adaptation and
evolution are harnessed by the present invention for the advancement of a
participant's own
system or systems led. The invention initiates an intrinsically rewarding,
nature-driven
leadership development, performance improvement, and evolutionary process.
[0052] Leadership development is induced by natural stimuli and events in
reality which trigger
natural mechanisms. Conditioned reflexes installed by the invention invoke
specific behavioral
responses to patterns of natural drives internally and patterns of events
externally. The
invention taps into the natural way in which the person as a system is
designed to evolve so that
his/her natural drives are pulling him/her forward to stronger leader meta-
competencies.
[0053] The present invention offers 'automatic' nature-driven leadership
development which is
enhanced by
(a) nature's superior intelligence, information, creativity, and power, and
existing
mechanisms and forces
(b) nature's systems management process
(c) the natural drives of every human system
(d) conditioned reflexes installed by the present invention to respond to
specific internal and
external stimuli so discipline and/or a coach are not required for ongoing
performance
improvement
(e) a leadership development process which is also a personal development
process
motivated by self-interest and natural drives for self-expression, creativity,
scaling new
frontiers, the pursuit of knowledge, and new levels of achievement.
[0054] Prior Art 8: Leadership Development ends when the program ends:
[0055] The input from traditional leadership development programs usually ends
when the
instruction ends. The instruction tends to focus on skills required to operate
as a leader as the
means to develop a leader. Occasionally there are coaching programs or, less
frequently,
action-learning programs tacked on after the formal instruction to try to
sustain the material
taught.
[0056] Invention Difference 8: Mechanisms for future leadership development
are installed and
launched:
[0057] The focus of the invention is on installing the mechanisms for future
leadership
development. Its input therefore does not end when the instruction ends. The
present invention
installs the mechanisms to release leader meta-competencies, drives, dynamics,
conditioned
reflexes, identities, and modus operandi for life-long leadership development
triggered by
internal and external events and forces.
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[0058] The invention launches a series of addicting growth continuums which
are intrinsically
rewarding and self-motivating: the more one pursues them, the more one wants
to pursue
them. The method of this invention imbeds conditioned reflexes and new modi
operandi in
response to specific environmental stimuli so it becomes a way of life. By
installing conditioned
reflexes for reacting differently to a variety of trigger events in reality,
the dynamics and
functionality of leaders continue to develop and amplify long after any formal
program. The
action-learning experimentation support program of this invention reinforces
the mechanisms
installed.
[0059] Accordingly, the invention lays the foundations for complying with
nature-motivated
evolution. Participants advance from manager to transitional leader to
transformational leader
to creational leader and frontiering leader as in Figure 9 and to increasing
impact and
functionality based on the continuous amplification of dynamics inherent in
the paradigm of this
invention as in FigurelO.
[0060] Prior Art 9: Providing Information to be learned:
[0061] Most traditional programs seek to add new information to a student's
existing system in
order to improve leadership. According to the definitions below, said
traditional programs
promote 'learning' as opposed to 'growth' or 'evolution':
(a) 'Learning' adds information that can be used by one's existing system;
(b) 'Growth' advances one's performance to the full potential of one's
existing system;
(c) 'Evolution' upgrades the baseline performance of one's existing system and
advances it
beyond its existing potential so one is functioning at a more powerful level
and with more
functionality.
[0062] Invention Difference 9: Evolutionary mechanisms and growth continuums
are activated:
[0063] This invention promotes 'evolution' and 'growth' over 'learning'. This
invention is
designed to tap into natural evolutionary forces within each human or social
system. The
paradigm shift of this invention incites life-long evolution since it installs
conditioned reflexes,
cultivates natural drives, and launches growth continuums that automatically
advance
individuals to a new level of performance and functionality each time they are
used. They are
intrinsically rewarding and self-motivating: the more one pursues them, the
more one wants to
pursue them.
[0064] This invention instills a drive to life-long accelerating evolution so
that new functionality
emerges continuously: the baseline of what is peak performance for the
individual continually
increases. With evolution, personal development, career development, and
leadership
development will advance in an integrated fashion as the baseline
functionality and potential of
the individual advances.
[0065] Prior Art 10: Unmotivated leadership development
[0066] Employees are not always as interested in pursuing leadership
development as their
employer is in addressing organizational leadership shortages. Therefore,
offering employees
programs which address their personal goals, interests and passions while
instilling leadership
as a byproduct would be ideal for meeting the goals of both.
[0067] Invention Difference 10: Motivated leadership development
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[0068] The present invention is more attractive to employees than traditional
leadership
development programs because it provides leadership development as a byproduct
of the
program of this invention which also addresses: (a) life development (b)
career development (c)
personal development (d) pursuit of one's greatest life-time achievement (e)
the pursuit of
evolution, (f) operating perpetually from one's peak performance state, and
(g) the pursuit of
unity consciousness and the most evolved human states often embodied in
religions or science.
[0069] In this way, the employer's goals for leadership development and
amplification and
employee peak performance are met through the same process as the goals an
individual will
be naturally driven to pursue. Accordingly, natural drives can be harnessed to
achieve
corporate goals with this invention.
[0070] Prior Art 11: Generic leadership development:
[0071] Most leadership development programs are generic: one size fits all.
[0072] Invention Difference 11: Personalized leadership development:
[0073] This invention provides a leadership development program that is fully
customized and
personalized through a combination of group and individual exercises:
(a) the natural core of any individual is the only logical foundation upon
which to build
leadership strength and greatness as an individual and a leader: the invention
repositions individuals and systems led to their natural core,
(b) the dynamic leader foundation installed in each participant is customized
to each
individual's natural drives,
(c) historical life-themes such as knowledge-pursuit, creativity-pursuit,
frontier-pursuit, and
meaning-pursuit themes are projected into the future to define the
participant's natural
evolutionary path,
(d) five personal formulas are developed for each participant through the
invention:
(i) a personal evolution formula
(ii) a personal leadership formula
(iii) a personal leadership development formula
(iv) greatest life-time performance formula as an individual
(v) greatest life-time performance formula as a leader.
(e) the belief engineering methods of the present invention determine each
participant's
existing beliefs and changes them to preferred beliefs through the event-
driven
paradigm-based belief template upgrade method of the present invention.
[0074] Prior Art 12: Belief engineering expertise plus a belief system upgrade
are not provided:
[0075] Few traditional leadership development programs put an emphasis on
developing belief
engineering skill for one's own system or systems led despite the criticality
of a leader's beliefs
and a leader's expertise in imprinting belief changes for impactful
leadership. The clarity,
consistency, and effectiveness of a leader's beliefs will determine his or her
impact. If belief
work is offered within a traditional leadership development program, it
normally ends with the
formal training program and thus will likely be forgotten once participants
return to their work
context.
[0076] Invention Difference 12: A dynamic, event-driven, belief system upgrade
method for both
leading and leadership development is provided as the basis for developing the
belief
engineering proficiency found in natural leaders:
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[0077] This invention develops belief engineering expertise. It provides an
event-driven
paradigrrrbased belief template upgrade method which continuously prompts
belief changes as
needed to advance the leader's own system or systems led such as follower
systems,
organizational systems, customer systems, and market systems.
[0078] This is another example of a mechanism installed by this invention
which launches life-
long leadership development and evolution. The benefits of the invention are
launched by the
formal program and then driven by internal and external events triggering
conditioned reflexes
for continuous evolution and enhancement.
[0079] The belief engineering expertise installed offers holistic systems-
based belief
management consistent with the logically integrated paradigm of this
invention: the single
systems-based modus operandi and toolkit of the paradigm of this invention is
also applied to
the management of systems of beliefs.
[0080] Human beliefs are always integrated into cohesive systems.
Consequently, attempting
to change one belief may be over-ridden by this integrating process.
Therefore, for change
management, one stable integrated belief system or template must be replaced
by a new stable
integrated system in its entirety. As a result, the invention has a belief
template exchange
process which exchanges one cohesive belief system with a new one as required
to create the
next reality for a system. This belief template exchange process is the
essence of the
paradignrbased quantum leap method of this invention. Belief changes and the
resulting reality
changes are the requisite proof that leadership has occurred in the paradigm
of this invention.
The degree of change in the 100% belief-created reality of the paradigm of
this invention is the
measure of the degree of leadership impact.
[0081] A strong, 'unconflicted', fully integrated belief template and the
event-driven paradigm-
based belief template upgrade method are critical to the achievement of the
strength and
consistency of leadership and hence critical to the leadership creation and
development process
of this invention. A pivotal quantum leap within this invention is to the
"identity of leader" which
is an example of a system of integrated beliefs. The paradigm itself is
another system of
beliefs.
[0082] Prior Art 13: Skill-by-skill development of conceptual competency
[0083] Increasing conceptual skills are required as leaders move up the
hierarchy to more
complex and expansive roles. In addition, the need for everyone to have better
conceptual
skills is increasing in what former Federal Chairman Alan Greenspan calls our
"conceptual-
based economy."
[0084] Methods have not yet been invented to effectively develop conceptual
skills in adult
leaders. In the early nineties, the US army was just beginning to attempt it:
[0085] "Emerging leadership doctrine identifies three categories of
competencies: technical,
interpersonal communicative and conceptual. The Army has invested significant
resources to
design formal programs that develop the first two categories but has virtually
ignored conceptual
skills development." . . . Historically, we have assumed that formal programs
which develop
conceptual skills were unnecessary. Our leaders generally could acquire the
requisite skills on
their own. Given the expected increases in operating tempo, battlespace and
information in the
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21 st century, it seems unlikely this strategy will adequately address our
needs. (E. Kluever, W.
Lynch, M. Matthies, T. Owens and J. Spears, 1992: 37)
[0086] Only a small percentage of leadership development programs take on the
challenge of
developing the conceptual and abstract skills critical to leadership roles
especially at the
executive level. Leadership programs tend to teach the technical and
communication skills of
leadership rather than the conceptual skills because the latter are more
difficult. Those
programs that attempt it tend to develop conceptual skills through modeling,
role-playing,
games, business case studies, business analysis, scenario analysis,
experiential learning on the
job, and coaching. Some just provide information about cognitive skills. Some
build on the
conceptual development approaches used to develop cognitive skills in
children. As with other
traditional leader skill development programs, the approach tends to fragment
both the leader
and the leadership process and target each conceptual skill as a separate
standalone topic.
[0087] Conceptual competencies consist of the appropriate paradigms, mindsets,
and
conceptual skills (a) to assess the environment, (b) to see the long-range
needs and
implications of a situation and to build a plan for meeting these needs and
(c) to visualize,
address, and capitalize on the complex interrelationships that exist in a
workplace in order to set
priorities, make decisions, anticipate the future, and formulate strategies
and tactics, and (d) to
comprehend the culture of historically developed values, beliefs, and norms in
order to visualize
its future.
[0088] Conceptual skills include
(a) concept formation which is the capacity to analyze relationships between
objects,
(b) abstraction or the ability to think symbolically,
(c) deductive logic which is the application of general rules or concepts in
making a decision
for a specific set of stimuli and/or
(d) inductive logic which is the analysis of feedback or identification of
relevant details in
formulating a concept to use in decision making,
(e) problem reframing to enhance creativity,
(f) dealing with multiple perspectives and ambiguity;
(g) frame of reference development including systems understanding,
environmental
scanning, pattern recognition,
(h) idea and concept development and use to solve complex problems,
(i) envisioning to anticipate the future,
(j) proactive thinking using critical, creative, reflective thinking,
(k) skillful formulation of ends, ways, means
(I) analysis of complicated events,
(m)trend perception,
(n) change detection,
(o) creative and opportunistic problem-solving,
(p) ability to conceptualize complex ideas,
(q) deployment of models, theories and inferences, and
(r) pattern recognition.
[0089] There is an increasing need for conceptual skills for leadership and
for everyone:
(a) conceptual skills are prerequisites for leadership even more than
technical and
communication skills
(b) conceptual skills are the most difficult to develop
(c) conceptual skills make up more than 90% of the work of the more senior
ranks of
leaders. however, as the leadership function becomes distributed across many
people
CA 02560060 2006-09-18
in flat organizations versus being concentrated at the top, conceptual skills
are becoming
critical not just to competitive advantage but to survival.
(d) The retirement of baby-boomer executives is leaving a leadership shortage.
Conceptual
skills improve with age. With the age gap, there will be a conceptual skills
gap as well.
(e) according to former Federal Chairman, Alan Greenspan, we have moved into a
conceptual-based economy:
(i) July 11, 2000: "As the conceptual share of the value added in our economic
processes expands further, the ability to think abstractly will be
increasingly important
across a broad range of professions. Critical awareness and the abilities to
hypothesize,
to interpret, and to communicate are essential elements of successful
innovation in a
conceptual-based economy."
(ii) May 13, 2004: "The world into which you graduate will require far greater
conceptual
skills than was required of your parents and grandparents. Productive and
satisfying
manual labor that engaged previous generations will become increasingly less
available
as technology substitutes for so many of those earlier skills. Your future
incomes will
depend on your conceptual abilities."
[0090] Invention Difference 13: Holistic installation of a system of
conceptual meta-
competencies:
[0091] The present invention installs conceptual meta-competencies as an
integrated system
through the shift to the paradigm of this invention which partners an
individual with nature's
systems management process. This partnership:
(a) increases the immediate functionality of the individual
(b) evolves the baseline functionality of the individual
(c) allows individuals to operate beyond their immediate potential since there
capabilities
are augmented by nature's superior intelligence, information, creativity,
power, and
expanded perspective
(d) allows individuals to operate as if they have superior conceptual
competencies without
actually having them because of the increased information about how systems
are co-
evolving
(e) relieves individuals of the necessity of even developing solutions
requiring conceptual
capabilities in a number of situations. The paradigm of this invention reduces
the
number of one-off situations by taking a systems-based approach and linking
all of those
systems together in the integrated and synergistic flow to congruence,
adaptation,
advancement and co-evolution pursued by nature's systems management process.
[0092] Most of the challenges requiring conceptual competency relate to issues
which are
solved by forces attempting to bring systems individually and collectively to
congruence.
Partnering with this process will therefore reduce the demands for conceptual
capability inherent
in a leadership role. The reliance on an integrated systems perspective and
the analysis of
patterns stretches conceptual capabilities. The process of emergence combines
existing
information systems to create new information which provides creative
solutions to challenges
which previously relied on conceptual abilities.
[0093] Expanded consciousness is a faster, easier and more impactful route to
the installation of
conceptual competency than trying to build it up from standalone skills
offered by traditional
leadership programs. Consciousness spontaneously expands as individuals comply
with the
flow to generative congruence internally and externally promoted by the
paradigm of this
invention. A more expansive consciousness means more information about
relationships and
patterns is available to enhance conceptual functioning. Talent-based flow
state is a peak
11
CA 02560060 2006-09-18
performance and peak evolving state of altered consciousness promoted by this
invention which
also enhances conceptual results with each use and/or minimizes the need for
them for the task
at hand.
[0094] Prior Art 14: Skill-by-skill development of emotional intelligence
competencies:
[0095] Tom Peters prophesized that the successful companies in the next
millennium, will be
the ones that manage feelings best. This applies not just to the staff but
also to the customer.
Emotional intelligence may be the most critical component to leadership
success. Daniel
Goleman, author of "Emotional Intelligence" defines it as "the capacity for
recognizing our own
feelings and those of others, for motivating ourselves, and for managing
emotions effectively in
others and ourselves" . . . "Emotional Intelligence is a master aptitude, a
capacity that
profoundly affects all other abilities, either facilitating or interfering
with them." . . . "IQ and
technical skills are important, but emotional intelligence is the sine qua non
of leadership. When
I compared star performers with average ones in senior leadership positions,
nearly 90% of the
difference in their profiles was attributable to emotional inteliigence
factors rather than cognitive
abilities."
[00961 Most traditional leadership development programs treat emotional
intelligence as skills to
be developed one-by-one until effective emotional intelligence is achieved.
Common
techniques for developing emotional intelligence include explanatory lectures,
scenarios,
individual and group analysis, work experiences, role-playing, and coaching.
[0097] Invention Difference 14: A system of emotional intelligence meta-
competencies is
installed:
[0098] Dr. Goleman references five components of emotional intelligence: (a)
knowing one's
emotions (b) managing emotions (c) motivating oneself (d) recognizing emotions
in others (e)
handling relationships. Each of these can be achieved through the systems
management
process that is the foundation of this invention. Emotional intelligence
emerges as a byproduct
of the leader meta-competencies developed by the paradigm shift of this
invention. The
management of emotions identified in the five components can be viewed in
terms of the
systems integration, systems co-evolution, and flow to generative congruence
promoted by the
paradigm of this invention. Each individual, including the leader him/herself,
is managed as ali
human systems are managed within this paradigm. Consequently, systems-based
emotional
intelligence is fully integrated into the invention as a byproduct.
[0099] The expanded consciousness that emerges from compliance with the flow
to congruence
that is a key characteristic of the paradigm of this invention offers more
information and more
solutions to any emotional rifts internally or externally. It is faster and
easier to achieve
expanded consciousness through this invention than to address a whole series
of emotional
intelligence skills separately in an 'unintegrated' fashion. This also means
far fewer skill sets to
be remembered with this invention. All human systems are handled identically
with the same
management strategies in the paradigm of this invention.
[0100] The paradigm also promotes operating 100% from flow state with
extensive time in
talent-based flow state a flow state in which one is creatively doing 'work'
using one's greatest
talents. Negative emotions characteristically cannot emerge within this flow
state, resulting in
an elimination of many situations requiring emotional intelligence. The event-
driven paradigm-
based belief template upgrade method that is a key component of this paradigm
and is ongoing
12
CA 02560060 2006-09-18
for all participants of this invention, automatically clears problem emotions
with the replacement
of the problem beliefs behind them.
[0101] A great many of the emotionally volatile situations which would require
emotional
intelligence competencies are also eliminated because participants comply with
formulas
consistent with how he/she should operate and evolve. Being in compliance with
these
formulas reduces strain on the system(s). Managing other systems in the same
way minimizes
the problem situations requiring emotionally intelligent solutions. In
addition, even a person with
a low emotional intelligence quotient (EQ) in most circumstances can suddenly
have a high EQ
when they are in the congruence promoted by this invention or when they are in
talent-based
flow or complying with the flow to generative congruence of their contextual
system.
[0102] Prior Art15: Skill-by-skill development of learning skills
[0103] With the onslaught of organizations trying to cultivate proficiency in
learning, adapting
and change, a small number of learning-to-learn or learning agility programs
have recently
begun to emerge. The learning technology is not yet available to make these
programs
impactful on organizational learning or creating the learning organization
envisioned by Peter
Senge from learning-agile employees.
[0104] Invention Difference 15: Learning agility is a byproduct of the
paradigm shift of the
present invention.
[0105] Learning to learn is one of the natural drives and meta-competencies
that is released and
augmented by the invention. This is achieved by a participant complying with
the fundamental
dynamics of the paradigm: the natural knowledge-pursuit, frontier-pursuit,
creation-pursuit and
meaning-pursuit themes of a participant's system. Said themes are indicators
of the flow to
generative congruence for the system internally and externally. Said themes
also define the
natural evolutionary path of the system that will be supported by natural
mechanisms internally
and externally. Said themes are the foundation of the personalization of the
paradigm through
the development of the five formulas: (i) personal evolution formula (ii)
personal leadership
formula (iii) personal leadership development formula (iv) formula for the
greatest life-time
performance goals as an individual (v) formula for the greatest life-time
performance goals as a
leader.
[0106] Learning to learn is built into the paradigm shift because the paradigm
takes the risk out
of learning by
(a) providing, in its singular focus on cultivating internal and external
congruence, a single
skill set that applies to most situations for adapting to, co-evolving with,
or capitalizing on
the advancement of all human systems relevant to the system to be developed or
led;
(b) ensuring learning is aligned with the natural evolutionary path of the
individual where it
quickly becomes an addiction and a way of life that naturally spills over into
other
territories;
(c) increasing a participant's time in flow state which automatically advances
an individual
since one's capabilities must be stretched to enter flow state: in this way it
has been the
means by which the human race has always evolved;
(d) activating the natural drives for learning, knowledge, change,
achievement, and flow
state which is a state of perpetual learning;
(e) increasing learning resiliency and the ability to bounce back because the
setbacks are
part of a larger information messaging process which closes off wrong channels
so right
channels can be discovered;
13
CA 02560060 2006-09-18
[0107] Prior Art 16: Focused on how to do leadership activities
[0108] Invention Difference 16: Focused on creating leaders
[0109] Reference material
[0110] Brown, R. B. (1993) 'Meta-competence: a recipe for reframing the
competence debate',
Personnel Review, 22, 6: 25-36.
[0111 ] Brown, R. B. (1994) 'Reframing the competency debate: management
knowledge and
metacompetence in graduate education', Management Learning, 25, 2: 289-299.
[0112] Cheetham, G. and Chivers, G. (1996) 'Towards a holistic model of
professional
competence', Journal of European Industrial Training, 20, 5: 20-30.
[0113] Cheetham, G. and Chivers, G. (1998) 'The reflective (and competent)
practitioner: a
model of professional competence which seeks to harmonise the reflective
practitioner and
competence-based approaches', Journal of European Industrial Training, 22, 7:
267-276.
[0114] Hall, D. T. (1986) Career Development in Organizations, San Francisco,
CA.: Jossey-
Bass.
[0115] E. Kluever, W. Lynch, M. Matthies, T. Owens and J. Spears, "Striking a
Balance in
Leader Development A Case for Conceptual Competence," National Serurity
Program
Discussion Paper Series 92-02 (Cambridge, MA: Harvard University, 1992), 37
[0116] Nordhaug, O. (1993) Human Capital in Organizations, Oslo: Scandinavian
University
Press. A Critical Overview, Coventry: Global Independent Research.
[0117] Snell, R. (1990) "'Managers' development of ethical awareness and
personal morality",
Personnel Review, 19, 1: 13-20.
[0118] Webber, Alan M., Learning for a Change, by, Fast Company, Issue 24, May
1999, Page 178:
BRIEF SUMMARY OF THE INVENTION
[0119] The present invention is a method for enhancing leadership,
entrepreneurship,
performance, innovation, creativity, and career achievement.
[0120] An integrated system of leader drives, reflexes, and meta-competencies
are cultivated
and/or installed to provide the dynamic underpinnings of leadership,
entrepreneurship, peak
performance, innovation, and career achievement.
[0121] Said system of drives, reflexes, and meta-competencies improves the
assimilation and
use of classic leader competencies taught by traditional leadership
development and
performance improvement programs to create more impactful leaders,
entrepreneurs,
innovators, individuals and human systems.
[0122] Said system is installed using a paradigm shift to a target paradigm
composed of a
logically integrated system of dynamics. Said dynamics pertain to how systems
synergistically
adapt, advance, and co-evolve to attain and sustain peak performance.
[0123] Said paradigm shift re-centers participants into congruence around
their natural core
since this is the only logical foundation upon which to build leadership
strength and greatness
as an individual and a leader. The dynamic leader foundation installed in each
participant is
customized to each individual's natural drives.
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CA 02560060 2006-09-18
[0124] Said paradigm shift is achieved through a plurality of presentations,
quantum leaps,
belief upgrades, exercises, and action-learning experimentations which
individually and
collectively provide component systems of beliefs, dynamics, and information
until the full
paradigm has been completely assimilated. Said paradigm shift is designed to
install a fully
integrated replacement modus operandi for participants quickly and
comprehensively rather
than through a gradual transition.
[0125] The components of said plurality in many preferred embodiments are
presented under
these six subject categories: (i) the target paradigm (ii) the paradigm shift
(iii) paradigrr~-based
leadership (iv) personalizing the paradigm, (v) implementing paradigm-based
leadership and (vi)
action-learning experimentation.
[0126] The redefinition of leadership provided by this invention is based on a
metaphor that both
nature and natural leaders manage systems identically for survival, adaptation
to environmental
changes, advancement, co-evolution synergy, and peak performance. Said
metaphor is
captured in the systems-based paradigm of this invention which, as per the
metaphor, mirrors
and capitalizes on natural adaptive and generative processes internal and
external to human
systems.
[0127] Said redefinition identifies managers as those who manage what already
exists, while
leaders bring the unknown into existence as in creativity and innovation, or
penetrate the
unknown as in frontiering or pioneering. If there is no change in reality,
leadership has not
occurred.
[0128] Said metaphor allows the invention to provide a single systems-based
approach and
toolkit for advancing and leading all human systems whether those systems are
the leader's
own system or systems led such as follower systems, organizational systems,
customer
systems, and market systems, or processes viewed as systems such as leadership
development, personal development, career development and organizational
change
management. This simplification is a key source of the power of this
invention.
[0129] The invention offers automatic, nature-driven, development. The
invention is designed to
launch a series of self-motivating growth continuums and conditioned reflexes
which harness
natural mechanisms and drives to trigger life-long learning, personal
development, leadership
development, and career development for an individual, or the equivalent in
human
organizational systems led.
[0130] The paradigm prescribes that each person viewed as an individual system
or
organizational human system led comply with the natural flow to generative
congruence of the
system internally and the natural flow to generative congruence of the
contextual system of
which it is a part since it will be subject to the same pressures as said
contextual system. The
paradigm promotes complying with these two types of flow to congruence to
capitalize on
natural evolutionary forces acting on both systems to enable them to
accelerate evolution. The
flow to congruence powers the paradigm.
[0131] The advanced functionality of leaders and peak performers will emerge
for each
participant as each is advanced along his/her personal evolutionary path by
complying with said
flow to generative congruence. As an extension of said metaphor, the paradigm
therefore
merges leadership development or organizational development with the natural
evolutionary
continuum for the system to be developed or led.
CA 02560060 2006-09-18
[0132] To personalize both the paradigm shift and operating within the
paradigm for each
partidpant, the preferred embodiment promotes the identification of five
personal formulas
based on said flow to generative congruence: (i) a personal evolution formula
(ii) a personal
leadership formula (iii) a personal leadership development formula (iv) a
formula for the greatest
life-time performance goals as an individual, and (v) a formula for the
greatest life-time
performance goals as a leader.
[0133] Said flow to generative congruence is identified by historical patterns
of events for each
human system such as those indicating knowledge-pursuit, frontier-pursuit,
learning-pursuit,
creativity-pursuit, meaning-pursuit, resonance, positive emotion, spontaneous
knowledge,
spontaneous creativity, talent-based flow states, and projects requiring the
application of an
individual's key natural talents which were supported by a plurality of
coincidences and flow
events.
[0134] As said system of leader drives, reflexes, and meta-competencies
strengthen through the
invention, individuals evolve from managers who manage what exists to leaders
who bring the
new into existence through either creativity or penetrating new territory.
They advance from
managers to transitional change leaders to transformational change leaders and
finally to
creational and frontiering leaders. The natural core of each participant
continuously expands in
the process until s/he is impacting and influencing larger and larger
territories.
[0135] Said integrated systems of dynamics composing the paradigm of the
present invention
which underpin said system of drives, reflexes, and meta-competencies of
leaders,
entrepreneurs, high achievers, and innovators include: a spontaneous self-
organizing dynamic,
a systems-based dynamic, a congruence dynamic, a templating dynamic, an
emergence
dynamic, a systems adaptation dynamic, a co-evolution dynamic, an expanding
consciousness
dynamic, a flow-within-flow dynamic whereby both the subsystem and its
contextual system are
in the flow to congruence, a quantum leap dynamic, a creation/creativity
dynamic, a frontiering
dynamic, a flow dynamic, an evolution dynamic, a knowledge-pursuit dynamic,
and a frontiering
dynamic.
[0136] Said paradigm of this invention is additionally defined as having a
100% belief-created
reality in order to facilitate the development of the clarity and strength of
beliefs necessary for
leadership.
[0137] The plurality of said drives which link human systems to said flow to
generative
congruence and which are automatically amplified as a byproduct of operating
in said paradigm
includes: frontiering, change, achievement, creativity, creation, innovation,
adaptation, learning,
growth, resonance, congruence, self-expression, our peak-performance and peak-
growth 'flow
state' which is a state of consciousness that expresses physical, mental and
emotional
congruence, and, a drive to the ultimate congruence, that of expanded or unity
consciousness.
[0138] Said meta-competencies resulting from said dynamics and said drives
which enhance
leadership, entrepreneurship, innovation, and peak performance include those
relating to
learning and learning agility, knowing, creating, frontiering, cognitive
capabilities, accelerated
growth, evolution, peak performance, talent-based flow, systems thinking,
system-based
emotional intelligence, expanding consciousness, expanding self-awareness and
internal
reference, expanding self-expression, continuous adaptation and re-
optimization, co-evolution
with contextual systems, fluidity, informationless decision-making,
achievement and
advancement by nonlinear quantum leaps, and accelerated implementation.
16
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OBJECTS OF THE PRESENT INVENTION
[0139] TO ADDRESS THE LEADERSHIP SHORTAGE
An object of the present invention is to address the global leadership
shortage due in part
because of increased demand with greater market volatility and
competitiveness, ineffective
leadership development programs, and the pending massive retirement of baby
boomers:
[0140] A further object of the present invention is to make traditional
leadership
development more effective:
[0141] A further object of the present invention is to install within
individuals a
dynamic leader infrastructure or framework of leader drives, reflexes, and
meta-
competencies which can better assimilate and use the classic leader
competencies promoted by traditional leadership development programs.
[0142] A further object of the present invention is to use a holistic systems-
based
approach to leadership and personal development so as to permit massive
upgrades to performance and functionality quickly.
[0143] A further object of the present invention is simultaneous leader
creation,
development, empowerment, peak performance, and peak career achievement.
[0144] A further object of the present invention is to provide a nature-
driven, natural
leadership development process.
[0145] A further object of the present invention is to provide an
intrinsically rewarding,
self-motivating, leadership development process which generates leadership as
a
byproduct of selfishly pursuing one's natural evolutionary path to career peak
achievement or doing what one is naturally driven to do.
[0146] A further object of the present invention is to use employer and
employee goals
as the fodder for action learning to accelerate the assimilation of leader
dynamics,
drives, reflexes and meta-competencies.
[0147] A further object of the present invention is to install a powerful
toolkit and a
predisposition for, if not an addiction to, penetrating the unknown as in
frontiering or
bringing the unknown into existence as in creation, creativity, and
innovation.
[0148] A further object of the present invention is to provide belief
engineering expertise
and an event-driven paradigm-based belief template upgrade method which
ensures not
only the strength and clarity of beliefs as required within the leader but the
ability to
imprint and cultivate them in the individual and organizational systems led.
[0149] The invention has the further object of a redefinition of leadership
into a paradigm
in which all systems are fully integrated into the adaptive, co-evolving flow
of nature so
that leaders can augment their capabilities by capitalizing on nature's
superior systems
management process.
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CA 02560060 2006-09-18
[0150] A further object of the present invention is to provide customized
leadership and
personal development.
[0151 ] A further object of the present invention is to address the need for
sustainable
leadership development that goes beyond the boundaries of the classroom:
[0152] A further object of the present invention is to launch a series of
natural
growth continuums through drives and conditioned reflexes that are
continuously
triggered by natural mechanisms and events internally and externally to incite
life-long leadership development.
[0153] TO ADDRESS THE CONCEPTUAL SKILLS SHORTAGE
A further object of the present invention is to address the existing and
pending conceptual skills
shortage due in part to (a) the leadership shortage since conceptual skills
comprise 90% of the
work of senior ranks and are ranked more important than technical and
communication skills,
(b) the need for the distribution of leadership across many people in the new
flat organizations,
(c) the massive retirement of the baby boomers since conceptual skills improve
with age, and
there will be an age gap (d) we have moved into a conceptual-age economy, (see
Background:
Prior Art 13 for details), and (e) conceptual skills are the most difficult to
develop.
[0154] A further object of the present invention is to address the pending
conceptual
skills gap by cultivating conceptual skills and by offering the means to
bypass the need
for them.
[0155] A further object of the present invention is the holistic installation
of an integrated
system of conceptual meta-competencies.
[0156] TO ADDRESS PRODUCTIVITY IMPROVEMENT DEMANDS
A further object of the present invention is to address the need for peak
performance and
maximum productivity from employees:
[0157] A further object of the present invention is to promote accelerating
evolution
which constantly improves the baseline functionality of the individual without
having to
address each component capability.
[0158] A further object of the present invention is to promote talent-based
flow state -
the peak-performance and peak-evolving state - for the individual's system and
all
systems being led.
[0159] A further object of the present invention is to launch a talent-based
flow
continuum which will enable participants to eventually exceed the flow states
defined by Mihaly Csikszentmihalyi, author of 'Flow' (1991) and which is based
on the sustained experience of flow state around doing 'work' that uses an
individual's key talents to the maximum for creative expression or creation.
[0160] A further object of the present invention is to promote flow-within-
flow
whereby the individual or subsystem operates in talent-based flow state in
compliance with the talent-based flow of the contextual system thus
synergistically co-evolving with other subsystems share the same context.
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CA 02560060 2006-09-18
[0161] A further object of the present invention is to improve the baseline
functionality of
individuals immediately and for a life time by launching natural growth
continuums that
will advance functionality much more quickly than without the intervention.
[0162] A further object of the present invention is to addressing the shortage
of
entrepreneuring, intrapreneuring, innovation, and frontiering or pioneering
skills which
are change management skills related to either penetrating the unknown or
bringing the
unknown into existence.
[0163] A further object of the present invention is to make leadership,
entrepreneurship, creativity, innovation, pioneering and a passion for
penetrating
the unknown or bringing the unknown into existence the inevitable byproduct
natural growth paths, learning paths, and evolutionary paths that an
individual
would pursue anyway given the freedom and resources.
[0164] TO ADDRESS THE CHALLENGES OF THE TALENT WARS
The invention has the further object of addressing the blended needs arising
from the talent
wars and the trend towards career self-management for a career process which
co-evolves the
company and the individual to the advantage of both.
[0165] TO ACHIEVE DRAMATIC TRANSFORMATION QUICKLY
A further object of the present invention is to achieve dramatic and nonlinear
transformation by
installing a plurality of leader meta-competencies as a single integrated
system through a
paradigm shift or quantum leap rather than having to cultivate them
individually.
[0166] TO ACHIEVE THIS DRAMATIC TRANSFORMATION SAFELY
A further object of the present invention is to achieve this dramatic
transformation safely by
inciting a quantum leap nonlinearly from one stable state to the next without
having to stay safe
through unstable linear transition states.
[0167] TO ACHIEVE DRAMATIC TRANSFORMATION SIMPLY
A further object of the present invention is to provide a single systems-based
approach, skill set,
and toolkit for advancing and leading all human systems whether those systems
are the leader's
own system or systems led such as follower systems, organizational systems,
customer
systems, market systems or processes viewed as systems such as leadership,
personal,
organizational, and career development, and change management.
[0168] TO CAPITALIZE ON NATURAL PROCESSES
A further object of the present invention is to capitalize on natural growth,
motivation, and
evolutionary processes, mechanism and strengths to accelerate the natural
processes that
create and empower natural leaders, individuals and organizations.
[0169] A further object of the present invention is to release drives and
reflexes that have
been culturally suppressed which frees individuals to return to an
evolutionary continuum
which is also the leadership development continuum.
[0170] The reader skilled in the art will recognize other objects and
advantages of the present
invention, from the brief description of the drawings, the detailed
description of the invention,
and the appended claims.
19
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BRIEF DESCRIPTION OF THE DRAWINGS
[0171] The foregoing brief description, as well as other features and
advantages of the present
invention will be understood more completely from the following detailed
description of a
preferred embodiment, with reference being had to the accompanying drawings.
Understanding
that these drawings depict only typical embodiments of the invention and are
not therefore to be
considered to be limiting of its scope, the invention will be described and
explained with
additional specificity and detail through the use of the accompanying
drawings.
[0172] The drawings for the present invention have been divided into the key
subject categories
which have been used throughout this invention, said subject categories
comprising (a) the
target paradigm (b) the paradigm shift (c) paradigm-based leadership
development (d)
personalizing the paradigm (e) implementing paradigm-based leadership (f)
action-learning
experimentation, and (g) invention overview. Said drawings comprising:
[0173] THE TARGET PARADIGM
[0174] Figure 1 is a chart of the key components of the integrated target
paradigm of the
present invention illustrating a single cohesive object state or system.
[0175] Figure 2 is a diagram illustrating the paradigm shift to internal
congruence around the
natural core of a human system that is promoted by the present invention as
the only foundation
for full strength as a leader, an individual, and a human system. Once
internal congruence is
achieved, advancement is an expansion or intensification of that congruent
core. The perpetual
and generative flow to human system congruence is harnessed by the present
invention for
both leadership development and leading systems.
[0176] Figure 3 is a diagram illustrating the flow of co-evolving subsystems
to the natural core or
naturality of their shared contextual system to achieve external congruence.
It is this flow to
external congruence that powers the dynamics of the paradigm of the present
invention which
lead to the amplification of leader drives, reflexes and meta-competencies
promoted by the
invention.
[0177] Figure 4 is a chart illustrating that the paradigm reactivates leader
drives which have
been suppressed by cultural interference. The objects of the invention are
achieved through
leveraging natural drives, dynamics, and forces integrated into the paradigm
of this invention.
[0178] Figure 5 is a diagram that illustrates that the belief blueprint or
template of a system
creates everything in its internal and external reality making the system and
its reality a single
system which can be advanced by template exchanges or quantum leaps. Since
beliefs create
reality, what beliefs are in the template are known by the events in internal
or external reality.
Change beliefs to change reality for an individual's development or for
organizational change
leadership.
[0179] THE PARADIGM SHIFT
[0180] Figure 6 is a diagram illustrating the paradigm shift and thus the
structure of the method
of the invention: quantum leaps are used to internalize subsets of an
integrated paradigm belief
system which results in the integrated system of leader drives, dynamics,
reflexes, and meta-
competencies that are the object of this invention.
CA 02560060 2006-09-18
[0181] Figure 7 is a diagram illustrating the dynamic anatomy of the quantum
leap or template
exchange method critical to both the paradigm shift and operating in the
paradigm of the
present invention. It is the means to nonlinearly reincarnate at a more
advanced state.
[0182] Figure 8 is a chart highlighting the steps to take in the quantum leap
or paradigm shift
process of the present invention.
[0183] PARADIGM-BASED LEADERSHIP DEVELOPMENT
[0184] Figure 9 is a diagram indicating a paradigm-based leadership
development continuum
defined by the amplification of key drives and dynamics integrated into the
paradigm of this
invention. Said amplification is also built into the dynamics of the paradigm
so that leadership
development is merged with a natural evolutionary process.
[0185] Figure 10 is diagram indicating a different paradigm-based leadership
development
continuum operating within the paradigm of this invention, this time based on
the evolutionary
direction built into the paradigm of expanding a system around its natural
core or natural
congruence. Expansion means that increasingly larger territories will be
impacted by the
amplification of the same belief management process and dynamics used on
smaller realities.
Again, said amplification is built into the dynamics of the paradigm so
leadership development
and natural evolutionary progress are one and the same.
[0186] PERSONALIZING THE PARADIGM
[0187] Figure 11 is a chart identifying the patterns of events indicative of
the flow to congruence
internally and externally which are tracked in order to determine a
participant's five personal
formulas for capitalizing on said flow to generative congruence internally and
externally within
the paradigm of this invention.
[0188] Figure 12 is a chart of exercises which provide information in addition
to the patter=ns of
events tracked in Figure 11 for determining a participant's key themes and
personal evolution
formula upon which the other four personal formulas are based.
[0189] Figure 13 is a diagram of the event-driven paradigm-based upgrade
method which
provides a paradigm-based belief engineering technology which is used for
leadership
development, leading, and upgrading and co-evolving any human systems. The
benefits of said
method are listed.
[0190] Figure 14 is a chart of a common conflicting belief complex to help
individuals identify
problem beliefs for the event-driven paradigm-based belief template upgrade
exercises.
[0191] IMPLEMENTING PARADIGM-BASED LEADERSHIP
[0192] No drawings
[0193] ACTION-LEARNING EXPERIMENTATION
[0194] No drawings
[0195] INVENTION OVERVIEW
21
CA 02560060 2006-09-18
[0196] Figure 15 is a chart listing the presentations of a preferred
embodiment of the formal
program of the method of the present invention provided in order to better
understand said
method.
PREFERRED EMBODIMENT OF THE PRESENT INVENTION
[0197] A preferred embodiment of the present invention in which exclusive
property or privilege
is claimed follows.
[0198] Many of the above-noted objects can be achieved through the following
preferred
embodiment of the present invention. The described features, structures, or
characteristics of
the invention may be combined in any suitable manner in one or more
embodiments. In the
following description, numerous specific details are provided to give a
thorough understanding
of embodiments of the invention. One skilled in the relevant art will
recognize, however, that the
invention may be practiced without one or more of the specific details, or
with other methods,
components, materials, and so forth. In other instances, well-known
structures, materials, or
operations are not shown or described in detail to avoid obscuring aspects of
the invention.
[0199] A METHOD FOR ENHANCING LEADERSHIP, ENTREPRENEURSHIP,
PERFORMANCE, INNOVATION, CREATIVITY, AND CAREER ACHIEVEMENT.
[0200] The present invention provides a method for enhancing leadership,
entrepreneurship,
performance, innovation, creativity, and career achievement.
[0201] An integrated system of drives, reflexes, and meta-competencies are
cultivated and/or
installed to provide the dynamic underpinnings of leaders, entrepreneurs, high
achievers, and
innovators. Said system is installed using a paradigm shift to a target
paradigm composed of a
logically integrated system of dynamics. Said dynamics pertain to how systems
synergistically
adapt, advance and co-evolve to attain and sustain peak performance.
[0202] Said paradigm shift is achieved using a plurality of (a) presentations
(b) quantum leaps
(c) belief upgrades (d) individual and group exercises, and (e) action-
learning experimentation.
Said plurality installs a series of component systems of beliefs, information,
and dynamics of
which the target paradigm is composed until the whole target paradigm has been
completely
assimilated. Said presentations have been listed in Figure 15 to permit a
quicker grasp of the
preferred embodiment presented below.
[0203] Said dynamic underpinnings improve the assimilation and use of classic
leader
competencies taught by traditional leadership development and performance
improvement
programs to create more impactful leaders, entrepreneurs, innovators,
individuals and human
systems.
[0204] The invention launches a series of self-motivating growth continuums
and conditioned
reflexes which harness natural mechanisms and drives to trigger life-long
learning, personal
development, leadership development, and career development or the equivalent
in human
organizational systems led.
[0205] The below preferred embodiment of this invention is comprised of the
six subject
categories used throughout this invention: (a) the target paradigm (b) the
paradigm shift (c)
22
CA 02560060 2006-09-18
paradigm-based leadership (d) personalizing the paradigm, (e) implementing
paradigm-based
leadership, and (f) action-learning experimentation.
[0206] THE TARGET PARADIGM
[0207] Presentation 1: The Target Paradigm
[0208] Interactive instructor presentations or pre-recorded media
presentations describe
nature's systems management process since the target paradigm of this
invention
metaphorically mirrors and extends this systems-based process for leading,
leadership
development, personal development, and peak performance. Figure 1 introduces
the key
elements of the integrated target paradigm covered: the dynamics, drives, meta-
competencies,
the key themes tracked for adapting and advancing human systems, and other
characteristics of
the target paradigm.
[0209] There are two key underlying dynamics operating within the target
paradigm to which
everything else is attached. Figure 2 illustrates the first key underlying
dynamic: the flow to
internal congruence of any human system to its natural core and belief
template that defines
each system. It illustrates the shift from externally referenced and created
by one's reality to
internally referenced and creating one's reality, a shift pivotal to the
creation and empowerment
of leaders. In addition, it demonstrates that the empowerment of a human
system relies on the
expansion of that natural core by spheres rather than a linear process from
point A to point B.
[0210] Figure 2 holds true for every human system whether it is the leader's
own system, a
follower's system, an organizational system, a market system, a customer
system, or a process
system such as leadership development, career development or organizational
change.
Therefore every human system can be advanced identically or with the same
single set of
paradigm-based tools in the target paradigm of the present invention.
[0211] Figure 3 indicates the second key dynamic underpinning the target
paradigm: the flow to
external congruence of any human system. The state of peak performance and
evolution for
every human system is flow state (Csikszentmihalyi, Flow, 1990). This is the
state of
congruence for each system. Since every human system is a subsystem of a
larger contextual
system, the ideal peak performance state would be achieved if both the
subsystem and the
contextual system were in flow state. Ideally all subsystems would merge with
and capitalize on
this flow-within-flow to synergistically adapt and co-evolve.
[0212] The target paradigm is designed to launch natural mechanisms for life-
long growth,
learning and evolution. Figure 4 demonstrates that we are all born with leader
drives which are
then suppressed with cultural indoctrination. The target paradigm reactivates
and strengthens
these leader drives.
[0213] Presentation 2: Quantum Leaps in the Target Paradigm of the Present
Invention
[0214] An interactive instructor presentation or pre-recorded media
presentation explains the
quantum leap dynamic and how quantum leaps integrate into the target paradigm
of the present
invention. Topics include:
(a) what quantum leaps are,
(b) why quantum leaps are nature's preferred method of adapting and advancing
systems,
(c) the need for quantum leaps,
23
CA 02560060 2006-09-18
(d) the purpose of quantum leaps,
(e) the direction of quantum leaps,
(f) the uses of quantum leaps,
(g) the template-rewrite process that underpins quantum leaps
(h) the types of quantum leaps,
(i) how to increase the speed and magnitude of quantum leaps,
(j) the need for routine, continuous 'quantum leaping' to adapt to and advance
synergistically with co-evolving systems sharing the context,
(k) how to speed change and progress and improve performance by harnessing
nature's
perpetual quantum leap dynamic; and
(I) the progression of expertise in orchestrating quantum leaps that one can
expect.
[0215] The present invention puts quantum leaps into an actionable form by
redefining them in
the target paradigm as:
(a) a belief template exchange of the pre-leap template for the post-leap
template which
causes a reality exchange by reflection in the belief-created reality of the
target
paradigm;
(b) an integrated and cohesive set of belief changes which send an integrated
set of new
instructions to reality;
(c) the process of emergence in which existing internal and external systems
of information
are recombined to create new information which is greater than the sum of its
parts to be
inserted into the new post-leap belief template;
(d) the incorporation of new information into a system's belief template as
new beliefs;
(e) nature's adjustments of systems from one stable state to a better stable
state in the
process of re-optimizing them into a new level of congruence internally and/or
externally;
(f) spontaneous system self-reorganization; and
(g) system reincarnation at a more advanced state of congruence.
[0216] The exchange of the pre-leap belief template for the post-leap belief
template required
for a quantum leap can be an abrupt, instantaneous event, or a process that
takes days or
months depending on the magnitude of the belief changes required. Beliefs and
genes are the
information storage units that define a human system. Therefore belief changes
require the
sourcing and storage of new information into the system which may take time.
[0217] Because quantum leaps are nature's adjustments of systems into a new
level of
congruence internally and externally, the flow of all systems to generative
congruence can be
used to power the quantum leap emergence process. Therefore, all attempts to
quantum leap
in the paradigm of this invention must integrate with the flow to congruence
until emergence
causes spontaneous self-reorganization at a new post-leap state as identified
above and in
Figures 2 and 3.
[0218] An object of this invention then is to capitalize on the emergence
process that is always
advancing and adapting systems for new levels of congruence to change the pre-
leap belief
template to the post-leap template. The philosophy behind the paradigm-based
quantum leap
method of this invention is that it is easier to partner with nature's
intelligence, expertise, and
powerful forces than to try to duplicate them.
[0219] THE PARADIGM SHIFT
24
CA 02560060 2006-09-18
[0220] Presentation 3: The Paradigm-based Quantum Leap Method for both the
Paradigm Shift
and Operating in the Target Paradigm
[0221] An interactive instructor presentation or pre-recorded media
presentation explains the
paradigm shift process of the present invention. Figure 6 illustrates that all
of the beliefs
required to operate in the target paradigm are internalized as a series of
subsystems. Each
subsystem is internalized by a quantum leap or belief template exchange until
each participant
has assimilated the logically integrated belief template that defines the
entire target paradigm.
Said template is the dynamic foundation for installing, releasing,
reactivating, and empowering
the drives, reflexes and meta-competencies of leaders, entrepreneurs, and
innovators that is the
key object of this invention.
[0222] The paradigm shift is itself a quantum leap which is achieved through a
series of smaller
quantum leaps. Because the target paradigm is logically integrated, every part
can be deduced
from every other part. As the paradigm shift proceeds through this invention,
participants
eventually internalize a critical mass of beliefs about the target paradigm
which allows them to
shift or quantum leap to having internalized the entire target paradigm. The
overwhelming logic
of the paradigm persuades individuals to make it their founding modus operandi
for the rest of
their lives.
[0223]An interactive instructor presentation or pre-recorded media
presentation explains the
steps of the paradigm-based quantum leap method of the present invention and
how to install
quantum-leap expertise as a conditioned reflex to facilitate the rest of the
quantum leaps
required for the paradigm shift and the quantum leap modus operandi required
to operate within
said paradigm going forward. The dynamic anatomy of a quantum leap is
illustrated in Figure 7
and the component steps are identified in Figure 8. A quantum leap is a belief
template
exchange causing a reality exchange. It is a system reincarnation at a more
advanced state.
[0224] The paradigm-based quantum leap method of this invention applies to any
system in the
target paradigm of this invention such as an individual, a leader, the
leadership or personal or
career development process, an organizational system, a market system, or the
globe.
Quantum leaps advance systems from one stable congruent state to a more
adaptive or
advanced stable congruent state.
[0225] The pre-leap is comprised of these steps: (a) choose the right quantum
leap or post-leap
state based on the flow to congruence (b) define the post-leap state with
clarity (c) define the
post-leap state without previous limitations or toxicity (d) emotionally
template the post-leap
state by visualizing to the point of experiencing the object emotions of
having the post-leap
reality (e) add the new information from the invention presentations to the
pre-leap belief
template required to fuel the emergence process to generate a replacement post-
leap belief
template (f) expect the unexpected post-leap since quantum leaps are usually
nonlinear due to
emergence and thus cannot be anticipated as a logical, linear projection of
the pre-leap state.
[0226] All quantum leaps in the target paradigm need to be chosen in the
direction of the flow to
generative congruence internally and externally that is illustrated in Figures
2 and 3 in order to
capitalize on natural mechanisms such as adaptation, synergy, co-evolution,
emergence, and
coincidences inherent in human systems. The direction of the flow to internal
congruence can
be determined by examining the event patterns tracked for themes in Figure 11.
The direction
of the flow to external congruence can be determined from the following
historical patterns of
one's system or the system led: patterns of coincidence clusters, flow events,
internal drives for
creativity, growth, frontiering, resonance, flow state, emotional highs,
knowledge, and quantum
CA 02560060 2006-09-18
leaps. These human drives are a subsystem's links to the flow to congruence of
its contextual
system and thus indicate the flow to external congruence for the subsystem.
[0227] Post-leaps can be defined in terms of beliefs, emotions, congruence,
new information or
as an expressed identity system of beliefs. By definition, quantum leaps
exchange one stable
state for another so the target post-leap state needs to be equally as
integrated, stable and
congruent as the pre-leap. Post-leaps do not need to be a linear extension of
pre-leaps.
[0228] The leap is comprised of these steps: (a) release the linear connection
to the past
(b) feel yourself 100% fluid (c) feel the post-leap state (d) feel who you
will be post-leap (e)
commit to the quantum leap (f) make an abrupt, no-return, reincarnation (g)
trigger spontaneous
self-organization by intent.
[0228] The post-leap is comprised of these steps: (a) operate as if the
quantum leap was
successful (b) walk around as the person with the post-leap reality (c) hold
this new identity until
reality restructures (d) ignore evidence of events created by the pre-leap
belief template (e)
trigger cascading quantum leaps by intent (f) establish quantum leaping as a
way of life (g)
consolidate and internalize experiential learning as new quantum leap
expertise beliefs and
conditioned reflexes based on this successful quantum leap in order to improve
future quantum
leaps.
[0230] Presentation 4: The Quantum Leap to Quantum Leap Expert
[0231] The paradigm-based quantum leap method presented in Presentation 3 is
used to trigger
a quantum leap to the identity of a quantum leap expert with the belief
template, conditioned
reflexes, experiential learning, fluidity, and emotional memory of the process
to not only
effectively accomplish all of the quantum leaps in the formal program of the
invention but the
ongoing personal quantum leaps of one's own system or systems led necessary to
operating
with the flow to generative congruence underpinning the target paradigm. This
first quantum
leap of the invention lays the foundations for excelling at all of the other
quantum leaps in the
invention.
[0232] Full-class quantum leap 1: A quantum leap to quantum leap expert who
routinely
advances him/herself or the systems in their reality by wholes from one stable
state to the next
through a template exchange process.
[0233] PARADIGM-BASED LEADERSHIP
[0234] Presentation 5: Leadership as an Extension of Nature's Systems
Management
[0235] An interactive instructor presentation or pre-recorded media
presentation from a big-
picture perspective demonstrates how leadership mirrors and is an extension of
nature's
systems management process described in Presentation 1. Natural leaders
capitalize on
natural forces which have evolved to adapt, advance, and co-evolve systems to
increase
generative congruence, whether that system is the leader's own system, or that
of a follower, an
organization, a market system, or processes such as leadership development and
career
development.
[0236] Full-class exercise 1: The group is challenged to prove that classic
leadership
competencies are not promoting internal or external systems congruence as
proposed by the
26
CA 02560060 2006-09-18
paradigm of this invention as a means to prove that the opposite is true. With
this proof that the
paradigm of this invention is an accurate representation of leadership, a
group exercise is
launched to define leadership from this big-picture perspective.
[0237] The components of the integrated target paradigm identified in Figure 1
are dynamics,
drives, meta-competencies, themes and other paradigm characteristics. (a) Said
components
are translated into the role of leader or entrepreneur or career peak
performance as appropriate.
(b) How leader drives, reflexes and meta-competencies are developed is
explained as well as
(c) how growth continuums for them are launched. (d) How the paradigm-based
quantum leap
method of this invention will be used to advance participants or the systems
they lead is also
presented.
[0238] Full-class quantum leap 2: A quantum leap to the paradigm-based
perspective and
consciousness of leadership and entrepreneurship that has been presented.
[0239] Presentation 6: A New Paradigm-Based Redefinition of Leadership
[0240] This presentation deepens the perspective provided by Presentation 5
into more practical
and tactical terms. An interactive instructor presentation or pre-recorded
media presentation
redefines leadership and the work of a leader in terms of the systems-based,
congruence-based
dynamics of the target paradigm of this invention. This paradigm-based
redefinition of
leadership is explored in terms of the (a) identity of 'leader', (b) leader
creation, (c) a new
leadership development continuum, (d) leader versus manager, (e) the leader-
manager
partnership, (f) leader-human evolution, (g) the leader drives, (h) the leader
reflex, (i) the leader
zone, and (j) leader consciousness.
[0241] Manager versus Leader Redefinitions: Creativity is required for every
system adaptation
and advancement to new levels of congruence in the paradigm. Leadership will
therefore be a
creative act. In a paradigm where creativity is the underlying dynamic for
ongoing problem-
solving in advancing and adapting systems, the distinction between leaders and
managers
becomes obvious: Managers manage the known. They run existing realities.
Leaders bring
new realities into existence. Theirs is the world of the new, the unknown, the
ambiguous. New
creations, new beliefs, and new strategies create new realities through
leadership. New territory
is conquered. The degree of 'new creation' that a leader brings to an existing
reality is the
measure of his or her leadership strength. The leader-manager partnership then
is one in which
leaders bring new systems and territories into existence and managers run
them. Organizations
need both.
[0242] Leaders are masters of the unknown. By the new definition of leadership
in the natural
leader paradigm below, leadership has not occurred without either of these 2
forms of mastering
the unknown: (a) penetration of the unknown which includes frontiering,
learning, growth,
informationless decision-making, expanded consciousness, adaptability,
agility, knowing, and
systems thinking or (b) bringing the unknown into existence such as through
creation,
innovation, creativity, self-expression, achievement, talent-based flow, and
peak performance.
Given the premise that if there is no new reality, leadership has not
occurred, the complex of
drives and meta-competencies surrounding both the expertise in and addiction
for penetrating
the unknown is a key object of the present invention.
[0243] Full-class quantum leap 3: A quantum leap to the identity of leader.
Identities are a
quick way to intemalize an integrated system of beliefs. Post leap: Allow
others to now
recognize and accept your new identity.
27
CA 02560060 2006-09-18
[0244] Leader Zone: If leaders are defined on the basis of their ability to
use frontiering,
creativity, emergence, flow, co-evolution, and quantum leaping in order to
bring new realities
into being, then the domain of leadership within the target paradigm becomes
very precisely
demarcated. By definition, leaders operate in the gap between current reality
and the new
reality they are trying to bring into existence. The leader zone represents
any context where
creativity is resolving the adaptation, congruence, or generative challenges
of systems. The
paradigm shift enables participants to not only master the leader zone where
the frontiering and
creativity of adapting systems are occurring but also become addicted to it.
The person
comfortable penetrating the unknown and proficient at it will always be the
leader.
[0245] Leader Reflexes: A reflex is an involuntary and often instinctive
behaviour in response to
a stimulus. With the paradigm shift of the present invention, participants
become so proficient at
frontiering, creation, emergence, change, and championing the co-adaptation
process of co-
evolving systems that they gain a new repertoire of reflex reactions so that
leadership can
become instinctive and automatic.
[0246] Leader Consciousness: Expanding consciousness or expanding perspective
is built into
the paradigm of the present invention. As one merges with the flow to
generative congruence,
and gains experience and expertise in managing co-evolving systems, unity
consciousness will
gradually emerge. The added functionality of this meta-competency informs all
other leadership
skills to upgrade leader performance on every front: (a) The potential for
proactive synergy
becomes more obvious. Unity consciousness, non-dual consciousness, expanded
consciousness, and systems thinking allow leaders to see the co-evolution of
multiple systems
inside and outside of the organization in order to determine the ideal
direction in which to lead
and to harness the synergy possible in an integrated process that is already
occurring. (b)
Leaders must unify. Unification is more effectively accomplished from a state
of unity
consciousness than from fragmentation. Cultivating flow consciousness in
themselves and in
their followers will ensure peak performance in implementing the perceived new
directions
[0247] Full-class quantum leap 4: A quantum leap to an identity which includes
both you and
everything in your belief-created reality. You and reality are a single system
managed by a
single belief template which you control. Extend your identity to all you can
perceive.
[0248] Full-class quantum leap 5: A quantum leap from externally referenced to
internally
referenced, from being created by your reality to creating your reality.
[0249] Full-class quantum leap 6: A quantum leap to internalizing yourself and
your followers as
a single system which you own and direct.
[0250] Presentation 7: A New Paradigm-Based Leadership Development Process
[0251] This presentation identifies new routes for leadership development
available only in the
paradigm of this invention:
(a) the amplification of the drives and dynamics built into the paradigm which
advance the
functionality and impact of the leader as illustrated in Figure 9
(b) expansion by spheres around the core of a human system which defines the
evolutionary path of said system, and thus the route to leadership development
as
illustrated by Figure 10
(c) increased functionality based on the leader meta-competencies that emerge
from the
dynamics of the target paradigm
28
CA 02560060 2006-09-18
(d) expanding consciousness which emerges from compliance with the flow to
congruence
(e) operating in talent-based flow which incites peak performance and
evolution
(f) the evolution or advancement of the baseline potential of a system versus
learning which
is the addition of new information or growth which entails operating to one's
full potential
(g) the paradigm-based quantum leap method and modus operandi inherent in the
paradigm speeds leadership development and the advance of systems led and
improves
change management as illustrated by Figures 7 and 8
(h) the event-driven paradigm-based belief template upgrade method which
constantly
clarifies and consolidates the leader's belief system to advantage as
demonstrated in
Figure 13.
[0252] Figure 9 identifies a new continuum for leadership development based on
the
amplification of the leader drives and dynamics promoted by the paradigm of
this invention.
Said amplification causes managers who, by the redefinition in this invention,
manage existing
organizations and systems, to progress to transitional change leaders who
linearly advance
existing organizations, to transformational change leaders who change an
existing business
nonlinearly, to frontiering leaders and creational leaders who bring new
systems into existence
in the 2 aspects of dealing with the unknown which underpin the redefinition
of leadership in the
target paradigm: (a) the penetration of the unknown and (b) bringing the
unknown into
existence.
[0253] Leader empowerment and amplification is built into the paradigm so the
invention
continues to increase leader drives, reflexes and meta-competencies long after
the formal
program and action-learning experimentation process have been used.
Conditioned reflexes in
response to events in reality, as well as advantageous addictions and
personalized strategies
formulated for each person's natural drives and evolutionary continuum, all
invoke a lifetime of
leader amplification.
[0254] In the target paradigm, expansion by spheres around the natural core of
a human system
defines the evolutionary continuum of the system. The paradigm merges
individuals with the
flow to generative congruence internally and externally which is
synergistically adapting,
advancing and co-evolving systems. All of the dynamics of the target paradigm
are linked to
this continuous systems management process. Consequently, said flow will
automatically
advance and amplify leadership strength, impact and functionality for as long
as participants
remain within the paradigm founded on that flow. The expansion-by-spheres
route to leadership
development can be seen in Figure 10 where the reality created and impacted by
the leaders
belief template expands from his/her own reality to that of an organization,
an industry, a
business ecosystem and then a civilization.
[0255] Figure 10 also demonstrates the increased information available for
decision-making as
consciousness expands which is another of the routes to leadership
development. More
patterns in the life of an individual, a company, a marketplace, a country, or
globally are evident
to help the leader determine the logical natural themes of a system in the
past and present so
they can be projected out into the future in a way which capitalizes on them.
This allows
individuals to better identify company trends within market trends within the
evolutionary trends
of the human race, for example. This more expanded perspective can provide a
logic
convincing enough to incite even massive changes to product offerings, for
example.
[0256] PERSONALIZING THE PARADIGM
29
CA 02560060 2006-09-18
[0257] Presentation 8: Personalizing the Paradigm through five Personalized
Formulas
[0258] Interactive instructor presentations or pre-recorded media
presentations provide the
information required to determine five formulas for each participant which
will allow them to both
personalize the paradigm and to capitalize to the maximum on the flow to
congruence which
activates the paradigm. Said five formulas based on the flow to congruence in
each
participant's life consist of: (a) a personal evolution formula (b) a personal
leadership formula
(c) a personal leadership development formula (d) a formula for one's greatest
life-time
performance goals as an individual (e) a formula for one's greatest life-time
performance goals
as a leader.
[0259] By analyzing the historical event patterns listed in Figure 11,
personal themes which
comply with the flow to congruence in a participant's life can be developed
through individual
and group exercises. The identified themes can then be projected into the
future to determine
the five personal formulas that will maximize the participant. Said formulas
are the best guess
at the strategies that will allow the participant to capitalize on the flow to
congruence and all of
the accompanying dynamics in the paradigm to achieve peak performance and
evolution. This
peak achievement state is attained by operating in talent-based flow state
within the talent-
based flow-state of the contextual system. This flow-within-flow is the only
logical foundation for
achieving one's greatest performance as an individual and as a leader. The
exercises of Figure
12 offer additional information to contribute to the determination of the five
personal formulas.
[0260] The historically-based knowledge-pursuit, creativity-pursuit, meaning-
pursuit and
frontiering-pursuit themes are particularly relevant for determining one's
personal evolution
formula. They also contribute to determining the formula for one's greatest
life-time
performance as an individual.
[0261] In the systems-based paradigm of the present invention, the evolution
of any system is a
nonlinear holographic expansion or intensification of the natural core of the
system by quantum
leaps rather than a gradual linear transition from point A to point B.
[0262] By taking the big-picture perspective of the redefinition of leadership
and leadership
development in the paradigm as described in Presentations 5 and 6 and
customizing it for the
personal evolution formula, the personal leadership formula becomes evident.
An individual
living their natural evolutionary formula in compliance with the flow to
congruence internally and
externally will be operating in talent-based flow state which is not only a
peak performance state
but an evolutionary state which automatically advances the baseline
functionality of a system.
[0263] By overlaying the new paradigm-based leadership development process
defined in
presentation 7 onto the personal evolution formula and the personal leadership
formula, a
personal leadership development formula can be derived as well as the personal
formula for
one's greatest performance goals as a leader by extension. The result is a
fully integrated
customized foundation for greatness as a leader and an individual upon which
classic leader
competencies offered by traditional leadership development programs can be
embedded.
[0264] Paradigm Personalization Analyses
[0265] Paradigm Personalization Analysis 1: Expert analysis by phone or in
person for a
preliminary hypothesis of the natural evolutionary formula, the leadership
formula, and
leadership development formula for each participant:
CA 02560060 2006-09-18
[0266] Brief details are summarized for each participant by an expert and
compiled into a report
to facilitate individual and group class exercises and the active learning
support program. This
report will be updated as the hypotheses for each of the five personal
formulas are further
refined and seem to be working in compliance with the flow to internal and
external congruence.
[0267] Paradigm Personalization Analysis 2: 360s to establish a baseline
performance from
which to measure improvements based on the invention.
[0268] Paradigm Personalization Analysis 3: Myers-Briggs Type Indicator
testing (MBTI) is
done before the class because ratings will shift over time as natural growth
and evolutionary
mechanisms triggered by the invention actually change the baseline
functionality of the
individual. Shifts tend to augment and crystallize brain congruence
represented by balanced
and integrated left and right brain operation.
[0269] Paradigm Personalization Exercises
[0270] These exercises launch analyses that will be referenced within the
formal program, the
active-learning experimentation support programs, and for the rest of the
participant's life. They
may be initiated before any formal program is attended.
[0271] Paradigm Personalization Exercise 1: Inventory and analysis of lifetime
or historical
patterns of events for each participant:
[0272] This exercise begins the analysis of historical patterns of events
which will persist
throughout the entire program and lifetime of the participant. Said analysis
will determine a
participant's (a) creativity-pursuit theme, (b) knowledge-pursuit theme (c)
frontier-pursuit theme,
(d) personal evolutionary formula, (e) personal leader formula, (f) personal
leadership
development formula, (g) internal pressures to generative congruence, and (h)
external
pressures to generative congruence with co-evolving systems.
[0273] The historical patterns of the events that will be analyzed for themes
are listed in Figure
11: Event Patterns Tracked for Themes.
[0274] Paradigm Personalization Exercise 2: The launch of the process for
determining each
participant's personal evolutionary formula
[0275] From this analysis, a participant's personal leadership formula and
leadership
development formula will also be determined and formulas for his/her greatest
performance as
an individual and a leader. These exercises are designed to determine the flow
to generative
congruence internally and externally in the past in order to project them into
the future so that
participants might capitalize upon them. The below paradigm personalization
exercises have
been accumulated in Figure 12 so that Figures 11, 12, and 13 enable a quick
grasp of the
paradigm personalization process of the present invention.
[0276] Paradigm Personalization Exercise 3: Meaningful work exercise: What
work using your
natural talents, knowledge-pursuit themes, creativity-pursuit, and frontiering-
pursuit themes
would give your life the greatest meaning and give you the most pride in your
achievements if
you spent a life time pursuing them.
[0277] Paradigm Personalization Exercise 4: Total gratification exercise: What
work would you
do to creatively express your natural talents and passion for learning within
a specific territory
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CA 02560060 2006-09-18
associated with those talents if you had 100% security of having revenues of
millions of dollars
every year for the rest of your life.
[0278] Paradigm Personalization Exercise 5: The amnesia exercise: If you had
no memory of
your past, what work would choose to do to creatively express your natural
talents and passion
for learning within a specific territory associated with those talents if you
already had a lot of
money and it was not a factor.
[0279] Paradigm Personalization Exercise 6: Childhood talents exercise: When
you felt totally
free as a child, what were the childhood talents you chose to improve, pursue,
cultivate, or
express as a child.
[0280] Paradigm Personalization Exercise 7: Preferred activities exercise:
Determine the
common theme to your preferred activities or preferred creative expression. It
is important to
think generically and look for the common thread. This will be a recurring
theme that exists in
all of the things that you love to do. What is the common pattern among all of
the things that
you love to do?
[0281] Paradigm Personalization Exercise 8: Dream or fantasy exercise: Is
there a common
theme that emerges spontaneously in any dreams or daydreams that you have with
respect to
work that you are doing or want to be doing.
[0282] Paradigm Personalization Exercise 9: The Enthusiasm and Resonance
Exercise: Of the
list of possible learning-pursuit and creativity-pursuit themes that could be
the foundation of your
natural evolutionary path, which ones cause your resonance or frequency
sensing capability or
enthusiasm to go up when you think of spending a lifetime pursuing them.
[0283] Paradigm Personalization Exercise 10: Personal evolution formula and
greatest
achievement formula:
[0284] Each participant will develop a working hypothesis for his/her natural
life-time
development formula or personal evolution formula based on (a) paradigm
personalization
exercise 2 analyses, (b) paradigm personalization exercises 3 to 9, (c)
invention presentations
to this point, (d) presentation 8 in particular, and (e) the preliminary
hypothesis for this natural
development formula presented by the expert in the analysis 1. Each
participant will then
determine his/her greatest life-time level of talent-based performance based
on the projected
culmination of living his/her personal development formula.
[0285] Breakout Group 1 promotes sharing and group brainstorming to augment
individual
learning
[0286] Full-class quantum leap 7: to realigning your life to your naturality
and the flow to
generative congruence internally and externally as illustrated in Figures 10
and 11.
[0287] Full-class quantum leap 8: to a life founded on your knowledge-pursuit,
creativity-pursuit,
meaning-pursuit, and frontiering-pursuit themes so that you are (a) earning
revenues doing only
the work you are most passionately drawn to do, (b) using your talents to
their maximum, and
(c) being paid to learn the information and skills you would pursue anyway if
you had total
freedom.
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CA 02560060 2006-09-18
[0288] Full-class quantum leap 9: to operating for the rest of your life in
100% talent-based flow
state for peak performance and evolution.
[0289] Full-class quantum leap 10: to the next intensification or expansion or
iteration of your
life work or talent-based creative expression based on your knowledge-pursuit,
creativity-
pursuit, meaning-pursuit, and frontiering-pursuit themes, as one of many
expansion quantum
leaps that will become a way of life for the rest of your life.
[0290] A personal formulas list is begun which will contain the most up-to-
date version of each
parbcipant's personal evolution formula, personal leadership formula, personal
leadership
development formula, and creativity-pursuit, frontier-pursuit, knowledge-
pursuit and meaning-
pursuit themes is provided to all participants (a) to enable the best input
and advice and (b) to
reinforce these personal formulas and themes within each participant so there
is no backsliding.
[0291] Full-class quantum leap 11: to a person who has successfully operated
for over 10 years
at the level of your most profound life-time achievement based on working to
your maximum on
your knowledge-pursuit, creativity-pursuit, meaning-pursuit, and frontiering-
pursuit themes.
Leap to being a person who has operated 10 years at the highest levels of your
talent-based
creative expression or the highest creative expression of your talents. Leap
to your ultimate
state of peak performance and evolution with 100% internal and external
congruence.
[0292] Paradigm Personalization Exercise 11: Personal Leadership formula:
[0293] Each participant will determine a working hypothesis for his/her
personal leadership
formula based on (a) these themes, (b) the presentations to this point of the
present invention,
and (c) the preliminary hypothesis for this formula presented by the expert in
analysis 1.
[0294] Breakout Group 2 promotes sharing and group brainstorming to augment
individual
learning
[0295] Full-class quantum leap 12: to a leader who has been operating
successfully by this
personal leadership formula for the last 10 years using ali of the advanced
functionality and
modus operandi of the paradigm of this invention.
[0296] Paradigm Personalization Exercise 12: Leadership development formula
and greatest
performance as a leader formula:
[0297] Each participant will determine a working hypothesis for his/her
personal leadership
development formula based on:
(a) the event patterns and themes,
(b) the presentations to this point of the present invention, and
(c) the preliminary hypothesis for his/her personal evolution formula and
personal
leadership formula presented by the expert in analysis 1. Each participant
will then
determine his/her greatest life-time level of performance as a leader based on
the
culmination of living his/her natural development formulas and the analyses of
the
previous paradigm personalization exercises.
[0298] Breakout Group 3 promotes sharing and group brainstorming to augment
individual
learning
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CA 02560060 2006-09-18
[0299] Full-class quantum leap 13: to a leader who has spent the last 10 years
in a state of
accelerating evolution and now has all of the advanced functionality
identified by this invention.
[0300] Full-class quantum leap 14: to a leader who has successfully operated
for over 10 years
at this level of your greatest life-time performance working to your maximum
to capitalize on
your knowledge-pursuit, creativity-pursuit, meaning-pursuit, and frontiering-
pursuit themes.
[0301] Paradigm Personalization Exercise 13: Integration of the five personal
formulas into
work and life contexts.
[0302] Each participant will develop strategies for integrating their personal
formulas and the
target paradigm of this invention into his/her existing work context and life.
Each participant will
attempt to develop the practical application of the new learning into his/her
job, company,
career, and life.
[0303] Breakout Group 4 promotes sharing and group brainstorming to augment
individual
learning with respect to translating the new leader paradigm and learning into
one's existing
work, context, and life.
[0304] Action Learning Experimentation Exercise 1:
Participants will support each other by facilitated group telecalls and emails
to achieve a
practical integration into their existing work context and life of the target
paradigm and their
paradigm-based personal formulas for their greatest performance as an
individual and a leader
and their development of leadership strength in the paradigm of this
invention.
[0305] Presentation 9: Belief Engineering
[0306] Interactive instructor presentations or pre-recorded media
presentations launch the
event-driven paradigm-based belief template upgrade method of the present
invention for each
participant to begin the process of managing his/her beliefs and the realities
they create for the
rest of their lives. Belief engineering is critical in a paradigm in which
beliefs create reality and
leadership is defined by bringing new realities into existence to be managed
by managers. In
the target paradigm of this invention, if nothing has changed in reality,
leadership has not
occurred. In the belief-created reality of this paradigm, for something in
reality to change,
beliefs have to have changed. Leaders need to be belief engineers to advance
themselves and
to lead change.
[0307] The purpose of event-driven paradigm-based belief template management
is to create
template congruence for
(a) operating at full-power without interfering beliefs,
(b) precision reality creation,
(c) consistency as a leader,
(d) for precision in imprinting culture,
(e) for the cultivation of cultures with distributed leadership, creativity,
and frontiering,
(f) for template-based change management of individual and organizational
systems
including one's own personal and leadership development, and
(g) to enable rapid-fire template rewrites in order to use the quantum leap
processes of the
paradigm shift and paradigm modus operandi of this invention,
(h) to enable the belief and emotion engineering required for power and
consistency in
leaders;
34
CA 02560060 2006-09-18
(i) to enable the quantum leap from externally referenced to internally
referenced that is
critical in the creation and amplification of leaders;
[0308] Paradigm Personalization Exercise 14: Launch the Paradigm-based Belief
Template
Upgrade Method
[0309] The purpose of this exercise is (a) to discover what beliefs are in
your template (b) to
houseclean your beliefs in order to develop a completely supportive belief
template (c) to be
able to change your belief template or system at will in order to change
yourself and your reality
advantageously in the shortest possible time.
[0310] The exercise is comprised of these steps:
(a) assume reality is 100% belief-created in the paradigm of this invention;
therefore,
analysis of the patterns of events in reality will reveal the beliefs in one's
template
(b) list the patterns of emotionally negative events or problem events,
struggle events, fear
events, and non-preferred events in the last three to six months
(c) determine one to three beliefs that must be in your belief template to
have caused the
worst of them; select from the right-hand column beliefs in Figure 14 if they
work for you;
these are common interfering beliefs
(d) change the problem beliefs to those in the left-hand column of Figure 14
to prevent
further recurrence of those kinds of events.
[0311] Paradigm Personalization Exercise 15: Fear Belief Clearing Exercise
In a paradigm in which beliefs create reality, fear beliefs which are not
cleared will create the
reality feared.
(a) List the things you fear to identify your fear beliefs.
(b) Rate them out of 10 for how significant the fear is with 10 indicating the
strongest fear.
(c) Visualize creatively solving those fears you rated as high.
(d) Repeat this exercise regularly to ensure the process is diffusing your
fears.
[0312] Action Learning Experimentation Exercise 2: Belief Engineering
exercises
[0313] Before and after the formal program, take opportunities to
(a) experiment to prove that beliefs create reality: patterns of recent events
will indicate
beliefs; categories of future events can be predicted from current beliefs;
changing
beliefs will change the events experienced;
(b) experiment with the paradigm-based quantum leap method used throughout the
present
invention;
(c) experiment with template-based leadership development and change
leadership by
quickly rewriting whole individual, organizational systems and cultural
systems through
quantum leaps;
(d) experiment with more precise reality creation;
(e) complete the quantum leap from externally referenced and created by one's
reality to
internally referenced and creating one's reality that is critical to
leadership at full power.
[0314] IMPLEMENTING PARADIGM-BASED LEADERSHIP
[0315] This section is designed to consolidate the paradigm shift of this
invention by defining
how (a) to operate within the paradigm, (b) to integrate it into one's work
and life, and (c) to both
develop as a leader and (d) to lead using the paradigm.
CA 02560060 2006-09-18
[0316] Presentation 10: Capitalizing on the flow to congruence for leadership
[0317] With the determination of the five personal formulas for evolution,
leadership, leadership
development, and one's greatest life-time performance goals first as an
individual and then as a
leader, the invention has created the only foundation upon which to build
leadership strength.
Various leader meta-competencies based on the paradigm of this invention can
now be
embedded to complete the dynamic foundations of leadership and peak
performance upon
which traditional leadership development programs can add classic leader
competencies.
[0318] Interactive instructor presentations or pre-recorded media
presentations tell participants
how the paradigm personalized by their five formulas can be used for effective
leadership. The
themes from Figure 11 on which the five formulas are based tell participants
where the flow of
congruence is in their lives. Knowing where that flow is going and the
accompanying dynamics
identified in the paradigm offers a completely new modus operandi for
leadership. This is what
is explored in this presentation and the subsequent ones. Key paradigm
dynamics are explored
in leadership terms as: (a) quantum leap leadership (b) creation leadership
(c) frontiering
leadership (d) emergence leadership (e) flow leadership and the flow
evolutionary continuum (f)
evolution leadership (g) follower leadership (h) power leadership (i) unity
leadership, and (j)
world leadership.
[0319] The overarching object of this invention is to induce participants to
absorb a critical mass
of the paradigm of this invention to trigger a quantum leap to internalizing
the whole paradigm.
Said paradigm is logically interconnected and therefore one part can be
deduced from another
part. Then, rather than memorizing formulas to be followed, decision-making at
each moment
will be consistent with the paradigm and its leader drives, dynamics, and meta-
competencies.
The foundational energetics of natural leaders will have been internalized.
[0320] In addition, the paradigm offers a totally natural way to operate and
therefore there are
drives and mechanisms to sustain its modus operandi once incited. Each time
one operates
consistent with the paradigm, its addictive aspects, based primarily on the
activation of these
drives, will not only promote the continuation of this modus operandi but will
continuously
improve competency and power in operating this way. These drives are the
'dynamics' of our
system - a mirror of the dynamics in the paradigm of this invention. All of
the human systems
operate in the paradigm generically the same. Therefore, change management for
the
development of the leader or systems led is the same.
[0321] Presentation 11: Quantum Leap Leadership
[0322] Interactive instructor presentations or pre-recorded media
presentations translate the
paradigm-based quantum leap method and the quantum leap modus operandi of the
paradigm
and the invention into practical ways to upgrade the application of the
personalized leadership
and leadership development formulas when participants are back at work and in
life.
[0323] Quantum leaps allow a system to advance nonlinearly from one stable
state to the next
without the risky transitional states that often must exist when linear
progress is insisted upon.
Not only will quantum leaps be effective for advancing the leader's own system
but also for
advancing follower and organization systems led. Quantum leap leadership
entails a template
exchange process in the direction of the flow to congruence as the means to
develop and
advance systems led. Quantum leap leadership is a nonlinear change management
process for
36
CA 02560060 2006-09-18
rapidly advancing systems by wholes by using effective belief engineering and
belief template
management.
[0324] In order to keep pace with the perpetual flow to generative congruence
internally and
externally, leaders must master the art of belief engineering to architect the
belief template
exchanges and thus the exchange of the realities of systems. Even without
template re-writes,
there is a continuous pressure to quantum leap to new expansions or
intensifications of the
expression of the system as it exists.
[0325] To operate as a subset of nature's systems management process requires
the
continuous reintegration of systems into the flow to congruence. Either
leaders have to get out
of the way of this continuous quantum leap process that is automatically
trying to maximize
human systems or take manual control to capitalize on it by defining post-
leaps, incorporating
new information to fuel emergence, and embedding fluidity and a nonlinear
modus operandi into
the systems being led to incite them to continuously quantum leap as a way of
life. All of this
needs to be done within the organizational contexts where they work which may
still be
operating with primitive linear business processes and projects.
[0326] Breakout Group 5 promotes sharing and group brainstorming to augment
individual
learning and to generate creative solutions to the implementation challenges
of participants
preparing to integrate the paradigm dynamics of this invention into their work
contexts.
[0327] Full-class quantum leap 15: to leading and advancing organizational
systems and
achieving organizational goals by quantum leaps which use paradigm-based
dynamics, systems
management, and template management.
[0328] Presentation 12: Frontiering Leadership: Penetrating the Unknown
[0329] Interactive instructor presentations or pre-recorded media
presentations translate the
frontiering aspects of the redefinition of leadership in the paradigm of this
invention into practical
terms for application in work contexts.
[0330] Managers manage what already exists. Leaders bring the new into
existence whether
that entails frontiering which pertains to penetrating the unknown or creation
which pertains to
creating the unknown. The person with the ability to safely, quickly and
effectively penetrate
unknown territory or bring the unknown into existence will be the leader. This
invention
cultivates the leader drives, dynamics, and meta-competencies which will not
only making
participants experts at frontiering but frontiering addicts in a good sense of
the term. Frontiering
is a continuous way of life in the paradigm of this invention since systems
are perpetually
advancing and adapting to each other and thus changing their shared context
from known to
unknown.
[0331] Penetrating unknown territory can also be viewed as a quantum leap from
a known pre-
leap reality to an unknown post-leap reality. Frontiering leadership, then,
is, in essence, a
quantum leap from a known reality to an unknown one. As such, it uses the
paradigm-based
quantum leap method of this invention.
[0332] The historical event patterns tracked in Figure 11 and paradigm
personalization
exercises 1 and 2 were used to determine the flow to congruence internally and
externally in
each participant's life. If one is frontiering new territory or penetrating
the unknown, it only
makes sense to be proceeding in the same direction as the existing flow of
systems to
37
CA 02560060 2006-09-18
congruence. Therefore, by complying with these patterns each moment, said flow
can keep one
safe as one is proceeding into unknown territory because said flow is
identifying the ideal
direction for achieving congruence internally and externally for a system
which is a perpetually
re-centering state in a perpetually changing context. Leading organizational
systems needs to
be rethought with the concept of perpetual frontiering and the expertise for
penetrating the
unknown with the safety of the patterns as signposts (see the frontiering
exercises below
identified as Action Learning Experimentation Exercises 3 to 6). Leaders need
to be
comfortable living almost exclusively in frontiering-mode and this invention
makes pioneering
new territory a way of life.
[0333] Breakout Group 6 promotes sharing and group brainstorming to augment
individual
learning and to generate creative solutions to the implementation challenges
for frontiering
leadership by participants preparing to integrate the paradigm dynamics of
this invention into
their work contexts.
[0334] Full-class quantum leap 16: to frontiering leadership expert and addict
which includes
the leaps to an expert at the unknown, the ambiguous, the new; the identity of
spontaneous
knowledge expert; and the identity of coincidence creation expert;
[0335] Action Learning Experimentation Exercise 3: Post-Class analysis and
action-learning
exercises enable participants to detect, comply with, and capitalize on the co-
evolutionary flow
of subsystems based on patterns of events considered blocks to progress, flows
to progress,
coincidences speeding progress whereby coincidences are multi-system quantum
leaps, and
opportunistic synergy among co-evolving subsystems.
[0336] Action Learning Experimentation Exercise 4: Resonance Experiments:
Experimentation
with using the resonance-rating exercise as a means to penetrate the unknown
safely and
effectively for a selected goal which the participant does not know how to
achieve.
[0337] Action Learning Experimentation Exercise 5: Checking the accuracy of
the pattern of
blocks and flows as demonstration of the safety of complying with the flow to
congruence:
(a) Revisit some project you were trying to accomplish that ended up badly.
(b) Examine the events leading up to it.
(c) Were there lots of events blocking your progress?
(d) Take a look at other projects. Can you think of one which ended well?
(e) With 20/20 hindsight, can you see the pattern of signals from events in
your reality which
tried to warn you when you were going in the wrong direction and encourage you
when
you were going in the right direction?
(f) Were there signals early on in the pattern of blocks and flows of what you
ultimately
found to be the solution or the answer or the direction that made the project
successful?
[0338] Action Learning Experimentation Exercise 6: The Cultivation of
Coincidences to Catapult
Progress:
[0339] A key tell-tale sign of alignment with the flow of systems to
congruence is the emergence
of clusters of coincidences. Coincidences are naturally occurring multi-system
quantum leaps
whereby co-evolving systems synergistically capitalize on each other to
achieve adaptive or
generative congruence. If a participant's system is complying with the flow to
congruence, it will
automatically be orchestrated into the right place and the right time for an
opportunistic
coincidence or natural quantum leap to occur. As a result, the more a
participant complies with
the flow to congruence, the more coincidences they experience, and the greater
the speed,
38
CA 02560060 2006-09-18
power and performance in achieving goals. One coincidence can save hundreds of
steps that
would normally be required to achieve a career goal, a work goal, or an
organizational or market
goal. Goals that one might think are impossible suddenly become possible
through the
cultivation of one or more coincidences. Creating and capitalizing on
coincidences is a key
focus of the paradigm-based redefined leadership of this invention.
[03401 A routine indicator of someone aliqned with the flow to conqruence is
an increase in a
special kind of coincidence: the emergence of spontaneous knowledge,
especially as it pertains
to an individual's knowledge-pursuit, creativity-pursuit, frontier-pursuit and
meaning-pursuit
qoals. In addition, information coincidences also catapult individuals to
qoals and their next
more advanced state even if they were not able to define that ideal next post-
leap state. Both
spontaneous knowledge and information coincidences increase markedly as one
complies with
the flow to conqruence and are one way in which functionality and meta-
competencies for
penetrating the unknown increase with the present invention. Participants will
devise
experiments for both courting and capitalizing on coincidences in their work
and life contexts.
[0341] Action Learning Experimentation Exercise 7: The Cultivation of
Resonance for safety
and direction in penetrating the unknown
[0342] Resonance is our frequency-sensing capability. The frequency goes up
when we are
taking action in the direction of the flow to internal and external
congruence. It goes down when
we are moving away from congruence. The patterns of events of high-frequency
resonance are
therefore consistent indicators of the flow to congruence. To begin to develop
your resonance-
sensing skill, start by making safe clerical-level requests for information
and then, as your trust
in yourself and your 'staff increases, make larger and more risky decisions
using resonance.
[0343] Choose experiments at each of the five levels of resonance expertise:
(a) initially, use resonance to penetrate the unknown for non-emotional things
like clothes
books, information, etc.
(b) then, apply resonance to non-emotional work related items that are
particularly
information-seeking.
(c) then move into higher risk situations where you are relying totally upon
resonance
because you cannot know the future or you do not have the information you
need, since
intellectually and knowledge-wise, you do not have the information to
determine a
direction.
(d) then begin applying resonance to emotionally-charged personal issues such
as
relationships, money, career, etc.
(e) finally, start reading even finer blocks, flows, and resonance patterns
that emerge in
response to thoughts or ideas in your mind as the events, suggesting the
direction of
your thinking rather than having to take actions out in the physical world to
cause events
for the reality computer to respond to with signal patterns indicating the
flow to
congruence.
[0344] Presentation 13: Creation Leadership: Creating the Unknown
[0345] Interactive instructor presentations or pre-recorded media
presentations translate the
creational aspects of the redefinition of leadership in the paradigm of this
invention into practical
terms for participants to apply in their work contexts.
[0346] Managers manage what already exists. Frontiering leaders lead the
penetration of the
unknown. Creational leaders lead the creation of the unknown. In a 100% belief-
created
39
CA 02560060 2006-09-18
reality, if nothing has changed in reality, leadership has not occurred. For
something in reality to
change, beliefs have to have changed. Creational leaders need to be belief
engineers for both
themselves and their organizations in order to lead the creation process.
Creational leaders are
reliant on the belief template exchange in Figure 13. They replace a reality
without a creation
with a reality with a creation. Creational leaders therefore need to be as
proficient as frontiering
leaders at using the paradigm-based quantum leap modus operandi of this
invention.
[0347] Figure 5 demonstrates that reality is 100% created by beliefs whether
the system is an
individual, an organizational, or a cultural system. The belief template
exchange of the
paradigm-based quantum leap method of this invention illustrated in Figures 7
and 8 will
therefore exchange the old reality for a new reality. Rather than managing a
multitude of linear
steps to achieve the desired goal, participants operating in the paradigm must
now define and
hold a post-leap emotional blueprint consistent with the flow of multiple
systems to congruence
and architect the belief and information changes required to fuel the
emergence process to
achieve the envisioned state. Spontaneous creation can be achieved through a
quantum leap
in reality.
[0348] The paradigm-based quantum leap method of this invention illustrated in
Figures 7 and 8
must now be translated into the territory of leadership that brings new, often
unknowable,
realities into existence to solve, what can be defined in terms of the
paradigm as system co-
evolution and congruence challenges. Rather than leading individuals and
organizations
linearly forward, participants operating in the paradigm are leading a system
and its reality
combined as a single system by exchanging the single template of beliefs that
creates both.
Leadership by system belief template exchange is the quantum leap process of
the invention
and it allows nonlinear progress.
[0349] Nature uses creativity continuously to resolve the systems management
challenges
preventing generative congruence. Leaders can mirror this process or tap into
it to re-optimize,
adapt, advance, and synergistically co-evolve the organizational systems and
market systems
for which they are responsible. In the paradigm of this invention, creation
projects needs to be
chosen in the direction of the flow to congruence in order to harvest the
forces and mechanisms
that have evolved to maximize human systems.
[0350] Breakout Group 7 promotes sharing and group brainstorming to augment
individual
learning and to generate creative solutions to the implementation challenges
for creational
leadership by participants preparing to integrate the paradigm dynamics of
this invention into
their work contexts.
[0351] Full-class quantum leap 17: to both creation expert and creational
leader with the belief
engineering expertise, emotional engineering expertise, template management
expertise, and
quantum leap expertise required to achieve both.
[0352] Presentation 14: Emergence Leadership: Creating the New
[0353] Interactive instructor presentations or pre-recorded media
presentations translate the
emergence process in the paradigm of this invention into practical terms for
application to
leadership and peak performance in work contexts.
[0354] Emergence is a creative process that nature favors by which parts of
existing systems
are recombined to create a new information system - a whole that is greater
than the sum of its
parts. Emergence is not only the process used by a quantum leap in this
invention as illustrated
CA 02560060 2006-09-18
in Figures 7 and 8, it is itself a quantum leap: there is a template exchange
between the old
information structure and a new information structure.
[0355] Emergence is mechanism in the paradigm of this invention which nature
uses to promote
the flow to congruence of all human systems. Merging with the flow to
congruence as proposed
by this invention will therefore automatically trigger the process of
emergence. Therefore said
mechanism is available to leaders orchestrating individual and organizational
systems into the
flow to congruence for peak performance and evolution. This invention provides
the strategy
and structure for how leaders can orchestrate their troops and resources to
imbed emergence
into their corporate cultures to make even creativity-deficient organizations
highly creative and
problem-solving proficient.
[0356] The pieces of new information required to fuel emergence will emerge
from the flow to
congruence as information coincidences. Linear research for the requisite new
information will
only be required if the individual or the system drops out of the flow to
congruence. When the
collection of relevant existing information pieces is recombined, solutions
that may never have
existed before may result, or frontiers beyond what has been discovered to
date may be
penetrated. From emergence leadership, both leaders and organizations can end
up
developing their own "science" - technologies or disciplines or discoveries
which have never
existed before and by which they can lead industries and society.
[0357] Breakout Group 8 promotes sharing and group brainstorming to augment
individual
learning and to generate creative solutions to the implementation challenges
for emergence
leadership by participants preparing to integrate the paradigm dynamics of
this invention into
their work contexts.
[0358] Full-class quantum leap 18: to spontaneous knowledge and spontaneous
creativity,
creative inspiration, clusters of information coincidences, and penetrating
the unknown.
[0359] Full-class quantum leap 19: to emergence expert who can source the new
information
pieces and set everything in motion so that emergence is triggered to bring
new information and
new realities into existence.
[0360] Action Learning Experimentation Exercise 8: Emergence information fuel
[0361] This exercise promotes experimenting with sourcing the new information
required to
catalyze the emergence process inherent in the paradigm and the paradigm-based
quantum
leap method of this invention. This exercise promotes experimenting to perfect
expertise in
sourcing the clusters of information coincidences requisite to fueling the
emergence process.
Figure 7 demonstrates that there is no quantum leap if new information is not
added to the pre-
leap template to allow it to reformulate into the post-leap template.
(a) As a leader, orchestrate follower or organizational systems so they can
collide with the
information they need to fuel the emergence quantum leap.
(b) As a leader, revise organizational process and cultures so that linear
project plans are not
required before beginning projects nor rigidly enforced.
[0362] Presentation 15: Entrepreneur leadership: frontiering, creation and
emergence
[0363] Interactive instructor presentations or pre-recorded media
presentations provide the
translation of the paradigm dynamics into the role of intrapreneur and
entrepreneur leader: The
paradigm-based redefinition of leadership in this invention specifies
penetrating the unknown as
41
CA 02560060 2006-09-18
in frontiering and bringing the unknown into existence as in creation and
innovation. This
means that everything promoted by this invention for leaders will also
generate the ability to be
an entrepreneur, intraprenuer, or an innovator. These are the key skills
sought by every
corporation in today's fast-changing world. They will become the norm as human
beings
evolve. The dynamics of the paradigm and the meta-competencies, drives, and
reflexes that
result from them, not only make companies successful, they define the future
human. They
define the ideal culture to be imprinted on highly competitive companies until
they redefine the
culture of society. The paradigm makes people addicts for creativity,
innovation, frontiering new
territory, learning, maximizing their talents in contexts of their choosing to
achieve greatness.
[0364] Presentation 16: Flow Leadership and the Flow Evolutionary Continuum
[0365] Interactive instructor presentations or pre-recorded media
presentations provide insights
on how to lead systems to generative congruence internally and externally for
peak
performance, advanced functionality, and synergistic co-evolution with other
systems sharing
the same contextual system. Said flow to congruence internally and externally
is illustrated in
Figures 2 and 3 respectively. Flow state is the peak-performance, peak-
evolution object state
promoted by the paradigm of this invention for every participant and every
system led. It is the
'optimal experience' according to Mihaly Csikszentmihalyi, author of "Flow"
(1991) If that flow
state is also in compliance with the flow to congruence of the contextual
system, new levels of
functionality and performance and evolution emerge. This 'flow-within-flow' is
the only
foundation upon which to build the greatest performance as an individual, a
leader, and for
systems led.
[0366] An individual in flow state is in congruence, a key object dynamic of
the paradigm. A
measurement of brain activity shows that only the parts of the brain required
for the activity at
hand are active. The brain is in congruence. With all parts of one's being
trained on the activity
at hand, peak performance results. To enter and sustain this state, one must
be stretched
beyond one's previous capabilities. Therefore, flow state is also a state of
evolution since one's
baseline functionality must advance every time one is in flow.
[0367] The speed with which one progresses along the flow evolutionary
continuum to
advanced functionality, such as expanded consciousness, spontaneous knowledge,
and
spontaneous creativity, is governed by the amount of time spent in a special
form of flow called
talent-based flow by this invention. This is a flow state based on the maximum
usage of the
natural talents which an individual or system has and is passionate about
using. Said natural
talents are the foundational activities associated with the individual's
knowledge-pursuit themes,
creativity-pursuit themes, frontiering-pursuit themes and meaning-pursuit
themes determined
during the paradigm personalization process by analyzing indicators of the
flow to congruence.
[0368] The object of the invention then is to be in peak performance and
evolution by being in
talent-based flow state 100% of the time. Each participant will want to lead
from talent-based
flow state in a state of congruence internally and externally. They will also
want to put follower
systems, organizational systems, market systems, and customer systems in a
state of
congruence through talent-based flow. Leaders emerging from this invention
will focus on
getting all systems in internal and external flow to congruence or flow-within-
flow to achieve the
states of peak performance and evolution. Therefore, individuals will need to
found their
leadership on the personal leadership formula and personal leadership
development formula
derived from the present invention by determining a participant's flow-within-
flow state of
congruence.
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CA 02560060 2006-09-18
[0369] Breakout Group 9 promotes sharing and group brainstorming to augment
individual
learning and to generate creative solutions to the implementation challenges
for flow leadership
by participants preparing to integrate the paradigm dynamics of this invention
into their work
contexts.
[0370] Full-class quantum leap 20: to
(a) an individual who achieves peak performance and evolution by living in
talent-based flow
state and flow-within-flow;
(b) a leader who leads in said flow state;
(c) a leader who orchestrates said flow state in followers and systems led;
(d) an individual speeding along the flow continuum who is transformed by
every flow state
to more expanded consciousness until unity consciousness is achieved and the
breadth
of perspective and conceptual skills resulting allow systems to be managed
synergistically and opportunistically;
(e) spontaneous knowledge, spontaneous creativity, and the ability to stay
permanently
within congruence;
[0371] Presentation 17: Evolution Leadership
[0372] Interactive instructor presentations or pre-recorded media
presentations translate the
systems management process for the synergistic co-evolution of systems of this
invention into
practical terms for application in work contexts.
[0373] Evolution leadership is a specialized form of leadership development
for those wanting to
lead a territory of new knowledge or creation. Participants are individuals,
teams, organizations,
companies, industries, or disciplines seeking to advance a body of new
knowledge or creation
which will break through new frontiers.
[0374] For maximum results, participants should ideally be suited to or
already advancing in the
target frontier. This should be work that they have an inner knowing that they
are meant to do.
Indicators of suitability to look for in participant lives are talent-based
flow states, meaning,
passion, and patterns of blocks and flows, spontaneous creativity, spontaneous
knowledge,
coincidences, and a desire to learn associated with the theme targeting new
knowledge or
creation.
[0375] The reason to look for this match is because these individuals will be
in talent-based
flow-within-flow and can thus make maximum use of both their capabilities and
the dynamics of
the paradigm of this invention to advance at top speed and with the greatest
impact. Evolution
leadership can significantly evolve the human race or society.
[0376] Breakout Group 10 promotes sharing and group brainstorming to augment
individual
learning and to generate creative solutions to the implementation challenges
for evolution
leadership by participants preparing to integrate the paradigm dynamics of
this invention into
their work contexts.
[0377] Presentation 18: Follower Leadership
[0378] Interactive instructor presentations or pre-recorded media
presentations translate the
invention into practical application for
(a) the development of followers for peak performance and evolution
43
CA 02560060 2006-09-18
(b) the development of followers as leaders using the paradigm of this
invention with its
dynamics and paradigm-based quantum leap method
(c) leadership of followers as systems impacted by the flow to congruence
(d) leadership of followers as part of the systems management process of the
paradigm of
this invention which capitalizes on the flow of systems to congruence
(e) how to use action learning to shift followers into the paradigm of this
invention while they
are on the job,
(f) how to cultivate the leader drives, dynamics, and meta-competencies in
followers and
organizations led in order to establish a culture based on the paradigm of
this invention.
[0379] Breakout Group 11 promotes sharing and group brainstorming to augment
individual
learning and to generate creative solutions to the implementation challenges
for leading and
developing followers as systems consistent with the paradigm of this
invention.
[0380] Full-class quantum leap 21: to leading oneself and one's followers as a
single system
which one owns and directs. This is a more intensive version of quantum leap 6
which has
been expanded to incorporate the personal formulas developed through this
invention and the
challenge of the practical implementation of follower leadership in the
participant's work context.
[0381] Presentation 19: Power Leadership
[0382] Interactive instructor presentations or pre-recorded media
presentations redefine power
in the paradigm of this invention and translate it into practical application
for leadership roles.
This includes the territories of:
(a) personal power
(b) leader power
(c) organizational power
(d) the power to achieve, perform, influence and impact
(e) the power to bring new realities into existence - the very definition of
leadership
(f) what one has the power to accomplish is amplified exponentially
(g) how one accomplishes is dramatically different, and
(h) the new dimensions of power that are available to those with the leader
drives,
dynamics, meta-competencies, consciousness, identities, and personal formulas
of this
invention.
[0383] The only basis for full power as a leader and an individual is to
achieve internal
congruence by centering the individual on his/her natural core while using
his/her greatest
talents in talent-based flow state while merged with the flow to congruence of
the contextual
system and advancing in the direction that the system and the contextual
system are evolving.
This is the formula for full power in the paradigm of this invention.
[0384] Breakout Group 12 promotes sharing and group brainstorming to augment
individual
learning and to generate creative solutions to the implementation challenges
for power
leadership within the paradigm of this invention.
[0385] Full-class quantum leap 22: to the redefined power of the paradigm of
this invention and
the ability to apply it within participant work contexts.
[0386] Presentation 20: Unity Leadership or Congruence Leadership
44
CA 02560060 2006-09-18
[0387] Interactive instructor presentations or pre-recorded media
presentations describe how
unity leadership will change how participants will lead followers and
organizational systems:
[0388] Leaders unify. Individuals must have caused unification for leadership
to have occurred.
They must have taken individuals and organizations heading in different
directions or with
different perspectives and unified their direction, beliefs, emotions, and
goals. They must have
flowed human systems to congruence in the same way that nature does.
Therefore, the two
processes can be merged. Leadership can capitalize on and be enhanced by a
natural process
which is already ongoing.
[0389] In a paradigm which harnesses the flow to congruence and unity, there
are a multitude of
tools and techniques already built in to facilitate the unification work of
leadership. The
paradigm offers unique tools for replacing the fragmentation prevalent within
organizations with
cohesiveness and congruence which dwarfs the current state of team-building
technologies to
create a fully integrated value-creation engine.
[0390] One of said unique tools is the expanding consciousness dynamic of the
paradigm.
Consciousness will expand automatically as systems spend time complying with
the flow to
congruence internally and externally and operate in the talent-based flow
state that is the object
and result of congruence. As a result of said expanding consciousness,
participants will have
the broader perspective required to view and influence a wider span of
interacting and co-
evolving systems to opportunistically and synergistically take advantage of
their co-evolution.
[0391] The unity consciousness which emerges as a result of this invention can
add a whole
new dimension to the unification role of leaders. Unity leadership can
catalyze a pivotal
unification process in any organization to a culture devoid of interfering
fragmentation.
[0392] Breakout Group 13 promotes sharing and group brainstorming to augment
individual
learning and to generate creative solutions to the implementation challenges
for the unification
role of leaders based on the dynamics, drives and meta-competencies of the
paradigm of this
invention.
[0393] Full-class quantum leap 23: to a congruence leader who can integrate
and co-evolve
human systems
[0394] Presentation 21: World Leadership
[0395] Interactive instructor presentations or pre-recorded media
presentations continue the
material launched in Presentation 7: A New Paradigm-Based Leadership
Development Process
which explains how participants will expand to or intensify to world impact as
a result of
complying with the flow to congruence of this invention. This is illustrated
by Figure 10.
Capacity for world impact will emerge based on
(a) the emergence of expanded consciousness
(b) the increased power and impact of belief-template clarity and fluidity
(c) increasing quantum leap and template management expertise
(d) increased power as one centers on the naturality and congruence of one's
system
(e) identities or systems of beliefs with respect to leadership expanding in
power and impact
(f) expansion in reality creation span of influence based on such things as
(i) the quantum leap from externally referenced to internally referenced,
(ii) belief engineering expertise,
(iii) quantum leap expertise,
CA 02560060 2006-09-18
(iv) frontiering and pathfinding expertise,
(v) the quantum leap to being a single system with one's reality,
(vi) unity consciousness,
(vii) experiential learning and beliefs with respect to reality creation
expertise and
quantum leap expertise
(g) improved ability to comply with the patterns of events signaling the flow
to congruence of
co-evolving systems
(h) the release of all fragmentation and separation.
[0396] Full-class quantum leap 24: to the identity of world leader and the
ability to impact the
global system at will.
[0397] Presentation 22: Leader Consciousness Revisited
[0398] Interactive instructor presentations or pre-recorded media
presentations recap all of the
aspects of leader consciousness in the paradigm of this invention with a view
to practical
implementation. It gives participants an opportunity to know leadership in its
most evolved form.
The following aspects are included:
(a) leadership is a mirror and extension of nature's systems management
process allowing
leaders to capitalize on nature's superior creativity, knowledge, power,
mechanisms,
span of influence, and coincidences or multi-system quantum leaps
(b) a big-picture perspective and modus operandi for leadership that is
systems-based and
belief template-based
(c) capitalizing on the flow to congruence of any and all human systems by
tracking the
plurality of patterns of events which signal said flow internally and
externally for each
system
(d) change management based on belief template-exchanges or quantum leaps
using
nonlinear emergence rather than unstable linear transition states
(e) leaders are belief engineers
(f) leaders are emotional engineers
(g) leaders are reality architects
(h) leaders perpetually frontier new territory or penetrate the unknown
(i) leaders perpetually bring the new into existence or create the unknown
(j) talent-based flow is the peak performance and evolution state of any
system and thus
the ultimate goal of all leadership
(k) unity consciousness, non-dual consciousness, expanded consciousness, and
systems
thinking allow leaders to see the co-evolution of multiple systems inside and
outside of
the organization in order to determine the ideal direction in which to lead
and to harness
the synergy possible in an integrated process that is already occurring.
[0399] Full-class quantum leap 25: to the highest form of leadership bypassing
all need for
linear evolution.
[0400] Presentation 23: Life-long Leader and Individual Amplification Process
[0401] Interactive instructor presentations or pre-recorded media
presentations recap all of the
mechanisms and aspects of leadership development, leader empowerment, and
leader
amplification introduced by this invention to give participants a consolidated
view of the ultimate
leader object state, the evolutionary process, and how the action-learning
experimentation
processes and methods of instruction that are part of the present invention
will support the
highest performance as a leader and an individual.
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[0402] ACTION-LEARNING EXPERIMENTATION SUPPORT
[0403] Presentation 24: Action-Learning Experimentation Support
The action-learning experimentation support sessions continue the work of the
paradigm shift,
the personalizing of the paradigm, the implementation of paradigm-based
leadership, and the
amplification process. They are based on the paradigm, dynamics, drives and
meta-
competencies, consciousness, identities, and paradigm-based quantum leap
method of the
present invention. Participants are supported in applying these to their work
contexts and held
accountable for goals that have been agreed to. The preferred embodiment is
for said sessions
to be held by teleconference. Action-learning experimentation support sessions
for the
preferred embodiment of the present invention consist of the following
components:
[0404] The Paradigm of this invention:
[0405] This paradigm is composed of the dynamics detailed in Presentations 1
to 4 of this
invention and captured in the Figures. It is based on complying with and
capitalizing on the flow
of all human systems to generative congruence as indicated in Figures 2 and 3.
The real leader
of the support sessions is this congruence flow and the patterns of events in
the past and
present that indicate its direction that are identified in Figure 11.
Everything done in the action-
learning experimentation support relates to complying with and capitalizing on
said flow as
illustrated in Figures 2 and 3 and the management of the belief template
illustrated in Figures 5
and 13 for each system in order to do this. All advice from peers and leaders
must be
consistent with that force in each person's life and all of the components of
the paradigm as
identified in Figure 1. Nothing is fragmented or separate from this fully
integrated, logically
interconnected paradigm. Sessions are therefore run from the paradigm's
perspective of unity
consciousness.
[0406] The Session leaders:
[0407] Sessions are run by one leader or a team with the following strengths
combined:
knowledge of how to operate in the paradigm, leadership, project management,
frontiering,
strategic thinking, creative problem-solving, exceptional conceptual skills
with, if possible,
expanded consciousness. Session leaders will mobilize the group to hold
participants
accountable for their progress towards goals, offer creative directions for
achieving those goals,
and advise on operating within the paradigm of this invention.
[0408] A Session theme:
[0409] Background information about the theme for each action-learning
experimentation
support session is presented prior to the session by pre-recorded media.
Session themes are
applications or reformulations of topics presented during the paradigm shift
as included in this
invention. They usually relate to operating within the paradigm to comply with
or harness the
flow to congruence and its practical application. Group quantum leaps lock in
template changes
each session.
[0410] Personal formulas list:
[0411] A list of the most up-to-date version of each participant's personal
development formula,
leadership formula, leadership development formula, and creativity-pursuit,
frontier-pursuit,
knowledge-pursuit and meaning-pursuit themes is provided to all participants
to empower the
47
CA 02560060 2006-09-18
best input and advice and to reinforce these personal formulas within each
participant so there
is no regression. This information indicates the flow to congruence for each
individual internally
and externally and is the same list that was begun based on information
collected in Paradigm
Personalization Analysis 1.
[0412] Shared experiential learning:
[0413] Participants are invited to share paradigm-based experiences throughout
the session but
there is also a formal period of the session allotted to sharing what they
have learned to speed
the learning of others. This is not simply a general help line or basic
coaching. Participants will
learn directly or through others how the paradigm operates and how to
capitalize on the flow to
generative congruence as an individual and a leader.
[0414] Shared paradigm-based group goals:
f04151 The paradiqm shift of the present invention launches a series of qrowth
continuums for
leader meta-competencies, drives, reflexes, consciousness, identities, and for
internalizing the
dynamics of the paradigm. The action-learning work and the support sessions
for it integrate
these growth continuums into the individual's current work life. Work and
career goals are used
as action-learning experimentation opportunities for achieving the advanced
functionality and
growth inherent in the paradigm of this invention.
[0416] The ultimate evolved states of the individual and the leader as defined
in Presentations
22 and 23 are the overarching goals of the action-learning experimentation
support program. If
there are no changes to reality, leadership has not occurred. High-speed and
high-impact
generative changes to each participant's reality are therefore both the target
and evaluator of
the action-learning experimentation and the individual's performance.
[0417] Permanent upgrades to participant functionality and performance such as
the following
are sought: increasing leadership strength; faster leadership development;
operating with
leader reflexes, identities, drives, and meta-competencies; more effective
assimilation of classic
leader skills; capitalizing on the paradigm's dynamics; operating in peak-
performance talent-
based flow as the norm; flow-within-flow; accelerated evolution; and expanded
consciousness.
These are the precise long-term goals into which the challenges of the
workplace are placed.
This is different than most coaching programs which are driven by dysfunction
of the individual
and/or specific work challenges.
[0418] Participant work/career goals:
[0419] These are the goals against which the paradigm can be tested and action
learning
achieved. Since integration into a single flow to generative congruence is
sought, evolutionary,
career, and business strategies are integrated and goals on any front will
serve as action-
learning experimentation opportunities.
[0420] Experimentation feedback:
[0421] Experimenting to develop expertise for finding and capitalizing on the
flow to generative
congruence of co-evolving systems is another component of the action-learning
experimentation
support. Examples include: resonance-rating and resonance-testing exercises,
pathfinding
exercises, informationless decision-making exercises, leadership strength,
pathfinding tests of
blocks and flows and resonance, frontiering new territory, template management
of multiple
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CA 02560060 2006-09-18
systems, orchestrating co-evolving systems, expanding consciousness,
internally referenced
and creating realities rather than externally referenced and created by
reality, strengthening the
leader identity. Some of the experimentation exercises have been identified
above in Action-
Learning Experimentation Exercises 1 to 8.
[0422] Group quantum leap(s):
[0423] Each session has one or more group quantum leaps based on the session
theme and
the content that emerges during the session. The quantum leap will lock in new
beliefs, skill
complexes, and modi operandi.
[0424] Through contributions by peers and facilitators, the following
functions are also
components of the action-learning experimentation support:
(a) a project management function to hold participants accountable for
progress to shared
and individual goals,
(b) a creative problem-solving function when the paradigm does not operate as
expected or
in an effort to achieve a more effective outcome for a participant,
(c) a creative strategizing function for maximizing the use of the paradigm
for achieving
personal and shared goals,
(d) a goal-setting function to ensure everyone will be pushing the envelope on
his/her
functionality and leadership strength between sessions.
[0425] The described embodiments are to be considered in all respects only as
illustrative and
not restrictive. Having shown and described the preferred embodiment of the
invention, those
skilled in the art or others will realize that many variations and
modifications may be made to
effect the described invention and still be within the scope of the claimed
invention. Thus, many
of the activities indicated herein may be altered or replaced by different
activities which will
provide the same result and fall within the spirit of the claimed invention.
Modifications can be
made without departing from the spirit and scope of the invention.
[0426] It is the intention, therefore, to limit the invention only as
indicated by the scope of the
appended claims. It is intended by the appended claims to cover all features
and advantages of
the invention which fall within the true spirit, essential characteristics,
and scope of the
invention. All changes which come within the meaning and range of equivalency
of the claims
are to be embraced within their scope. The invention should be construed
broadly to include
other variants and embodiments, which may be practiced within the scope and
range of
equivalents of the appended claims.
49
