Effective leaders “boss” less, and coach more. The essence of coaching lies in helping others and unlocking their potential. By doing so, you share responsibility, don’t find yourself working as hard, and can have a greater impact.

Enlightened Rebels recognize the need to question some of the long-accepted notions around leadership that are no longer relevant. They find better ways to lead and create inspired workplaces.

“Go directly to jail. Do not pass Go, do not collect $200.” is a well-known instruction from the board game Monopoly. In this post, we link it to the first guiding principle on our Enlightened Rebel Roadmap... Practice Facilitative Leadership. Without it, you won't make much progress.

Making the shift to new paradigm leadership is easier said than done. Here’s a roadmap to guide you on your journey.

Management is the business equivalent of the Titanic. Let’s figure out how to do it differently. What if we decided people are adults and can be smart and motivated, and if given the opportunity, a team of people TOGETHER could actually design better jobs, better metrics, better processes, and better division of labor than any one boss/manager/genius/hero ever could?

According to Jesse Lyn Stoner from the Seapoint Center for Collaborative Leadership, to successfully face today’s challenges, leaders need to pay attention to ten provocative truths.

Leadership is about three outcomes. The focus is less on “The Leader” and a laundry list of individual leadership competencies and more on “The Leadership Process” and helping everyone pay attention to its essential elements.

Leadership can exist everywhere and anywhere. It's not associated with a position. Leaders are people who help us to change. They sometimes are those who occupy positions of power, but often they are not. Facilitative leadership is an attitude that anyone can practice.

Employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies. They also suffer less chronic stress and are happier with their lives, and these factors fuel stronger performance.

Nick Petrie makes a case for moving beyond traditional approaches that emphasize horizontal (knowledge, skills, and competencies) leadership development. He argues that vertical development (thinking in more complex, systemic, and interdependent ways) is what’s increasingly needed in our VUCA (volatile, uncertain, complex, and ambiguous) world.

Many of us sense that the current way we run organizations has been stretched to its limits and we are increasingly disillusioned by organizational life. Frederic Laloux suggests that another, more soulful organizational model may be just around the corner.

Today’s problems and challenges require a unique type of leader – the system leader – a person who catalyzes collective leadership.