Leadership Divided: What Emerging Leaders Need and What You Might Be Missing

by Ron A. Carucci, Mike Roberts (Foreword by)

Overview

How senior leaders can re-connect to the emerging leaders hidden in their organizations

A sea change has taken place throughout the culture of leadership; today’s emerging leaders are "opting out" of the same positions their predecessors coveted in years past. But many senior managers trained in traditional leadership still hang onto outdated approaches of command and control despite how much they’ve heard about "empowerment" and inclusion. At the core of this book is the fictional suspense story of Brookreme Corporation, whose leaders are challenged to chart a course to a global future, navigating relational land mines along the way. With both story telling and hard research, Leadership Divided reconnects generations and instructs both senior and emerging leaders on how the relationships of the future will be the path to revolutionary performance.

Ron A. Carucci (Seattle, WA) is a founding partner with Passages Consulting, LLC, where he works with CEOs and senior executives in pursuit of profound organizational change and executive leadership capability. He is Graduate Professor of Leadership at Mars Hill Graduate School in Seattle. He is also faculty member at Fordham University, serving as Associate Professor of Organizational Behavior, and has served as an adjunct at the Center for Creative Leadership. His clients have included Edward Jones Investments, Bristol-Myers Squibb, Amgen, McDonald’s, PepsiCo, Gates Corporation, Accenture, and many others.

Product Details

ISBN-13:	9780787985899
Publisher:	Wiley
Publication date:	09/29/2006
Series:	Jossey-Bass Leadership Series , #19
Pages:	224
Product dimensions:	6.30(w) x 9.30(h) x 0.82(d)

About the Author

The Author

RON A. CARUCCI is a founding partner with Passages Consulting, LLC, where he works with CEOs and senior executives in pursuit of profound organizational change and executive leadership capability. He is Graduate Professor of Leadership at Mars Hill Graduate School in Seattle. He is also a faculty member at Fordham University, serving as associate professor of organizational behavior, and has served as an adjunct at the Center for Creative Leadership. His clients have included Edward Jones Investments, Bristol-Myers Squibb, Amgen, McDonald's, PepsiCo, Gates Corporation, Accenture, and many others. He is a frequent conference and keynote speaker, addressing a wide variety of audiences.

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Table of Contents

Foreword vii
Mike Roberts

Introduction: Estuary 1

1 A Level Playing Field: The Death of Rank, The Dare of Exposure 25

2 A Great Cup of Coffee: The Death of Veneer, The Dare of Depth 53

3 A Voice at the Table: The Death of Deception, The Dare of Invitation 79

4 An Imaginative Dream: The Death of Monotony, The Dare of Dreaming 107

5 A Diamond in Formation: The Death of Arrogance, The Dare of Generosity 135

6 A Grateful Champion: The Death of Patronizing, The Dare of Gratitude 167

Epilogue: Bridging the Divide; Go First to the Estuary 197

References and Resources 203

Acknowledgments 205

The Author 209

Editorial Reviews

We all know that leaders are in short supply. And we’re all wrong, argues Ron A. Carucci, a consultant and business academic. Carucci sees an abundance of emerging leaders everywhere in organizations. These people have a “deep desire to step up and lead,” he writes, but “they have no desire whatsoever to lead as they have been led.”
According to Carucci, emerging leaders believe that incumbents are self-aggrandizing workaholics and poor role models who often abuse their power. They are perceived as manipulative, Machiavellian, and devoid of emotional intelligence. By contrast, incumbent leaders feel that the emerging generation is overemotional, undisciplined, and puts too much stock in creativity, teamwork, and consensus. Its members lack the true grit needed to lead the workforce through the upheavals of the twenty-first century.
Carucci’s stated and laudable intention is to inspire both sides to start a discussion about leadership. Unfortunately, he undermines his project by siding (sometimes naively) with the emerging generation—for instance, quoting with approval a regional manager who says he would want to be remembered “simply, as the man who put a smile on the face of all who he met.” We are a long way here from Jack Welch and Lou Gerstner and even Bill Hewlett and Dave Packard. Not that these leaders had all the answers. But the alternative Carucci favors seems so, well, touchy-feely.
Of course, generational differences have been around for a long time. Yet Carucci argues that there is an unusually wide chasm now between generations, which organizations can’t ignore. When emerging leaders were asked whether they would refuse a promotion if their bosses’ values were at odds with their own, for example, more than 80% said “absolutely.” The consequences for management are hardly trivial.
Can anything be done to bridge the gap? Perhaps the best suggestion comes in the foreword by former McDonald’s president Mike Roberts. “I know that vulnerability and hurt—and ultimately, loss—contribute to leadership in ways I can’t articulate,” he writes, after discussing his daughter’s cerebral palsy. Incumbent leaders have something important to learn from Roberts’s emotional candor, even though it goes against all their instincts: Opening up could make them better leaders and more appealing to their followers.
Many emerging leaders are still too young to understand how hurt can help them temper unfettered openness with emotional restraint. As they learn to do this better, they may become more balanced leaders and more accessible to the incumbents to whom they must relate. If they meet this challenge, emerging leaders may avoid repeating tomorrow the mistakes of the previous generation that they so roundly condemn today.
—Diane Coutu (Harvard Business Review, November 2006)

From the Publisher

Carucci (leadership, Mars Hill Graduate Sch., Seattle) returns to the subject of management relationships, which he explored in The Value-Creating Consultant, here focusing on purely internal relationships. What emerges is a slim volume of advice for "incumbent leaders" regarding "emerging leaders." His points make sense for the most part, as he accurately describes a younger generation of managers as highly mistrustful of their own managers and averse to taking on leadership positions because of a very strong perception of risk. Carucci's central thesis is that the emerging leaders have already decided against following a traditional management/leadership mold, so traditional managers must break specific habits in order to retain needed talent. Each chapter focuses on a specific management trait and is framed by a fictional case study that Carucci admits is a best-case scenario. Unfortunately, the table of contents and chapter titles are not descriptive, and many of the lessons are superficial. A decent addition for larger leadership and management collections, but there's nothing groundbreaking here. Brian Walton, Rolling Meadows Lib., IL Copyright 2006 Reed Business Information.

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