Jolanta Aritz. Is an associate professor of clinical management communication at the USC Marshall School of Business. She is co-editor of teh new book "Discourse Perspectives on Organizational Communication" with Robyn Walker.
Dave Logan. Is a New York Times best-selling author and an expert on cultural transformation in the workplace, serving as senior partner at Culture-Sync and on the faculty of the USC Marshall School of Business.
Kirk Snyder. Is an assistant professor of clinical communication management at USC. His work has been featured in Time Magazine and the Wall Street Journal. His business leadership book it "The G Quotient."
Logan: How we define leadership doesn't work. Leadership is transformational. Leadership is a linguistic exercise. The developmental stages of leadership fall into three main categories. 25% of corporations fall under "my life sucks", 49% fall under "I'm the greatest, you're not" and 22% fall under "we're all great, shared values."
Doesn't believe in an emerging paradigm. Language cane make you blind. Leaders must see from various paradigms. Must be able to jump from one to another. Tribal leadership. In Ameirca, we argue inclusiveness, but a lot of the rest of the world doesn't believe this. We have to remember we're a young country.
People must say I don't have a clue. Look at it from all points of view. Throw up hands and say I don't know what to do. That is leadership.
You've got to be able to get into a fist fight. People are plotting against you. Warm and fuzy only goes so far.
It is perhaps good that folks are dissatisfied with work. We need this system to die. We need new organizations.
Corporate response to 2008 was thoughtless. Must be able to deal better with chaos.
Pacific Rim countries are more autocratic, but younger workers there are more dissatisfied. Histrocially, autocratic organizations worked well, but we're not an industrial society anymore.
Snyder. Connections changing leadership. Being gay didn't improvement management/leadership, but what they went through made them better managers. We are in a time of low job satisfaction, because employees often know more than the boss. The boss can't talk down to the employee because news that used to belong just to the CEO is now broadly available. The CEO job is now about motivating.
New paradigm: adaptability. How do we derive meaning. Corporations that are doing well have transparancy. Societal value of privacy is over. These changes are not going away. Managers need to integrate this.
New paradigms may feel touchy/feely, but you still need to make a profit. You can't be friends with just everyone, your friendship must have a purpose. People need to be valued, use it to your advantage. We're in business to make a profit.
Aritz. What do people do with words. How can leaders change things with how they use words. Inspiring. You can be a directive autocrate: not caring about buy-in. You can be a facilitator, which is usually associated with women and asks for buy-in. You can be a collaborator where no single person drives the group.
Different cultures have different views. Autocratic usually has poor satisfaction. Facilitator has more satisfaction.
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