Comments on: Purposeful organizations http://managingleadership.com/blog/2008/10/08/purposeful-organizations/ The strategic role of the senior executive Sat, 28 Jan 2012 01:35:19 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Jim Stroup http://managingleadership.com/blog/2008/10/08/purposeful-organizations/comment-page-1/#comment-7867 Jim Stroup Fri, 10 Oct 2008 19:04:11 +0000 http://managingleadership.com/blog/?p=1014#comment-7867 Thanks for stopping in, taking the time to look around, and offering your thinking and links to your own work! Thanks for stopping in, taking the time to look around, and offering your thinking and links to your own work!

]]> By: Reputationist http://managingleadership.com/blog/2008/10/08/purposeful-organizations/comment-page-1/#comment-7859 Reputationist Fri, 10 Oct 2008 12:22:54 +0000 http://managingleadership.com/blog/?p=1014#comment-7859 I accept your gracious invitation to continue reviewing your site. I appreciate your sensibilities for letting leadership take shape from those involved in the organization. The assumption that must be in place for that to take shape is some overarching presence to form the boundaries for those involved to serve as the the cohesive. If not such the boundary must be so threating that to the option of leaving the group is unthinkably dangerous. Dangerous in this context - fear of the sort of the unknowable - like lightning strike or planes dropping out of the sky on a particular two foot area. I have to admit that collaboration is very important to me and my notions regarding leadership - that is after the leader has formed or in the forming of a strategic conversation http://reputationist.com/2008/01/strategic-conversations.html . I accept your gracious invitation to continue reviewing your site. I appreciate your sensibilities for letting leadership take shape from those involved in the organization. The assumption that must be in place for that to take shape is some overarching presence to form the boundaries for those involved to serve as the the cohesive. If not such the boundary must be so threating that to the option of leaving the group is unthinkably dangerous.

Dangerous in this context – fear of the sort of the unknowable – like lightning strike or planes dropping out of the sky on a particular two foot area.

I have to admit that collaboration is very important to me and my notions regarding leadership – that is after the leader has formed or in the forming of a strategic conversation http://reputationist.com/2008/01/strategic-conversations.html .

]]> By: Jim Stroup http://managingleadership.com/blog/2008/10/08/purposeful-organizations/comment-page-1/#comment-7851 Jim Stroup Thu, 09 Oct 2008 15:44:59 +0000 http://managingleadership.com/blog/?p=1014#comment-7851 Thank you very much for stopping by with this question - yet more evidence that I have much work to do in this regard! For the purposes of this response, I will say that my overarching aim here is to further my argument that leadership in organizations is best thought of as not originating in individuals, but rather in the purposefully collaborative organizations themselves. It is my hope that this will become more clear as the argument unfolds over the next several posts. In the meanwhile, I might point you to the three "must read" posts in the sidebar of the main page. Thank you for the link to your piece on leadership and culture. It is an excellent presentation of your point of view, and I hope visitors here will click through to it. Thanks again for your visit - I hope you'll continue to visit and to offer you thinking! Thank you very much for stopping by with this question – yet more evidence that I have much work to do in this regard!

For the purposes of this response, I will say that my overarching aim here is to further my argument that leadership in organizations is best thought of as not originating in individuals, but rather in the purposefully collaborative organizations themselves. It is my hope that this will become more clear as the argument unfolds over the next several posts.

In the meanwhile, I might point you to the three “must read” posts in the sidebar of the main page.

Thank you for the link to your piece on leadership and culture. It is an excellent presentation of your point of view, and I hope visitors here will click through to it.

Thanks again for your visit – I hope you’ll continue to visit and to offer you thinking!

]]> By: Reputationist http://managingleadership.com/blog/2008/10/08/purposeful-organizations/comment-page-1/#comment-7850 Reputationist Thu, 09 Oct 2008 11:32:44 +0000 http://managingleadership.com/blog/?p=1014#comment-7850 I am curious what is the point to this series of post? What problem are you suggesting that this "organizational leadership" will or needs to be invoked to effect? I have suggested that leadership, apart from and figured into an organizational structure leadership is expressed through the expression of a specific philosophic temperament or voice. http://reputationist.com/2007/02/leadership-and-culture.html and that in general the mood of our current time requires some adaptation of a post modern voice - because the fragmentation of the current state of trust or the lack there of demands such. So I am very interested in the problem you see for the frame work of your leadership describition. I am curious what is the point to this series of post? What problem are you suggesting that this “organizational leadership” will or needs to be invoked to effect?

I have suggested that leadership, apart from and figured into an organizational structure leadership is expressed through the expression of a specific philosophic temperament or voice. http://reputationist.com/2007/02/leadership-and-culture.html and that in general the mood of our current time requires some adaptation of a post modern voice – because the fragmentation of the current state of trust or the lack there of demands such.

So I am very interested in the problem you see for the frame work of your leadership describition.

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