Charting a Course for Flat Leadership in Systems Change
Picture this: you're at the helm of a dynamic organization dedicated to driving meaningful change in the world. Maybe you’re leading a Place-Based Partnership or some kind of Cross-Sector Initiative. The initiative team is a mosaic of diverse talents and perspectives, each member bringing their own unique strengths to the table. Now, imagine if you could harness the full potential of this collective brilliance by embracing a more equal, more flat leadership approach.
“What would it look like if you harnessed the collective brilliance of your full community?”
What does that look like, you ask? Well, let's break it down.
First and foremost, it's about recognizing that leadership is not a title to be wielded from a position of power, but rather a role to be shared among all team members. In a flat leadership model, hierarchies are flattened, and decision-making is decentralized, allowing for greater autonomy and empowerment at all levels of the organization.
Imagine working in an environment that embodies what we say we want in youth programs, education and community-based initiatives, a place where every voice is not only heard but truly valued; where ideas flow freely, and innovation thrives in a culture of collaboration and inclusivity. This is the essence of flat leadership—a space where the inherent worth of every team member is not only acknowledged but celebrated.
But how do we put this into practice? It starts with a mindset shift—a willingness to let go of traditional notions of leadership and embrace a more egalitarian approach. Leaders must lead by example, fostering an environment where trust, respect, and transparency are the cornerstones of work culture.
Power and Leadership
This mindset shift alone can be difficult. Without even realizing it, many of us think about leadership as power. And we think about power in a very antiquated sense based on the writing of the 16th century Niccolò Machiavelli who emphasized that power is about control.
If we reconsider and deeply question our held beliefs about power, it may be easier to reconcile that the kind of leadership and power needed in systems change work is not Machiavellian. Think about it.
Machiavelli's definition of power is characterized by the ability to control one's own fate and influence the actions of others.
He emphasizes the importance of strength, cunning, and strategic thinking in attaining and maintaining power.
Machiavelli believed that a successful ruler should be feared rather than loved, as fear ensures obedience and control.
Power, according to Machiavelli, is not constrained by moral considerations, but rather by the effectiveness of one's actions in achieving desired outcomes.
Which of these points do you find yourself agreeing with? How do they jibe within the context of the changemaking work you’re committed to?
Machiavelli’s definition of power is about ensuring control.
A New Way of Thinking About Power
For me, Machiavelli’s The Prince and his ideas about power have never resonated with me. I see examples daily of how our society responds to authoritarianism, control and fear, but I don’t like it. And, it doesn’t align with the way I want to make change in the world.
Luckily, a new colleague recently turned me on to the Power Paradox by Dacher Keltner and I’ve been obsessed. I am so grateful that he has given words (and research) to how I already choose to live in the world.
Keltner, a renowned psychologist, defines power as making a difference in the world by influencing others. It’s a force that mobilizes energy in individuals by promoting connectivity and social intelligence. In the context of leadership, Keltner's definition suggests that power is not about dominating others but rather about building relationships, fostering collaboration, and inspiring team members.
Of course, this idea aligns well with a flat leadership approach, which emphasizes shared decision-making, open communication, and a collaborative working environment. In a flat approach to leadership, power is distributed among team members based on expertise, experience, and willingness to contribute, rather than being concentrated in the hands of a few individuals. By embracing Keltner's definition of power, leaders in flat organizations can cultivate a culture of trust, mutual respect, and shared purpose, ultimately leading to increased productivity, employee morale, and innovation.
When leading work through Place-Based Partnerships or multidimensional and cross-sector ecosystems, we absolutely must take a flat approach because we’re collaborating with other organizations, agencies, districts, and funders as partners. There are no organizational norms, boards or HR departments that reinforce old hierarchical ways of thinking and Machiavellian views of power as control.
Dacher Keltner's Definition of Power includes:
Power of Influence: Dacher Keltner defines power as the ability to make a difference in the world, focusing on social influence rather than coercion or force.
Egalitarian Communication: He emphasizes the importance of egalitarian communication in wielding power, where listening, empathy, and collaboration play crucial roles.
Emotional Intelligence: Keltner underscores the significance of emotional intelligence in understanding others' feelings and perspectives to effectively navigate power dynamics.
Building Social Networks: Power, according to Keltner, involves building strong social networks based on trust, reciprocity, and support rather than dominance.
Empowering Others: True power lies in empowering others, uplifting their voices, and fostering a sense of community and interconnectedness.
Responsibility and Altruism: Keltner's definition of power includes a sense of responsibility and altruism, where power is used for the greater good and to benefit society as a whole.
Doesn’t this 👆👆👆 align so.much.more. with what you are trying to do?!
Keltner’s view of power is about making a difference in the world.
Systems Change Requires A New Power Generation
[⭐️ Gold star if you caught the Prince and the NPG reference ❤️]
With this view of power, systems change leaders can confidently invest in leadership development that emphasizes emotional intelligence and relationship building. They can prioritize processes that invite dialogue and empower each person. They can release the overwhelm of “everything on their shoulders” because it is truly a networked effort. Here’s our framework for transformational capacity building that brings all this together.
So, to all the leaders out there embarking on the noble pursuit of systems change: let's dare to dream of a future where equality is not just a buzzword but a lived reality; where leadership is not a privilege reserved for the few but a responsibility shared by all. Together, let's pave the way for a more just, more equitable world—one flat step at a time.
