• Home |
  • About Us |
    • Dr Rodger Spiller
    • Dr Chellie Spiller
    • Kelly Heinecke
    • Responsible Investment Certification
    • Award Winning Advice
    • Client Testimonial
    • Philanthropy
    • Disclaimer and Privacy Policy
  • Our Clients |
    • Value Expert Advice
    • Marry Value and Values
    • Invest With Their Values
    • Care About The Environment
    • Care About Society
    • Care About Governance
    • Know How Their Money Is Invested
  • Services |
    • Planning
      • Step 1: Clarifying Your Current Position and Goals
      • Step 2: Considering Your Ethical Values
      • Step 3: Determining Your Risk Profile
      • Step 4: Allocating Your Assets
      • Step 5: Selecting Leading Fund Managers
    • Implementing
    • Monitoring
    • Educating
      • Educational Seminars
      • Educational Articles
      • Educational Books and Chapters
      • Educating via the Media
    • Engaging
    • Researching and Developing
    • Coaching
    • Influencing
      • Responsible Investment Association Australasia
      • NZ Business Ethics Awards
      • NZ Businesses for Social Responsibility
      • NZ Business Council for Sustainable Development
      • Transparency International (NZ)
      • NZ Securities Commission
      • NZ Superannuation Fund Nominating Committee
      • Oxfam (NZ)
  • Responsible Investment |
    • The Origins of Responsible Investment
    • The Four P's Model of Responsible Business
    • Doing Well and Doing Good
    • How Responsible Business Can Do Well
    • UN Principles for Responsible Investment
    • What Type of Investor Are You?
    • Can You Answer YES to The Big Questions?
    • Can You Overcome Your Immunity to Change?
    • Next Steps
  • Blog |
  • Contact Us
Money Matters

Investing in Leadership Presence

15 Apr 2018
Share this post on Linkedin
Share this post on Facebook

The Weekend Herald (14.4.18) featured an interview with a prominent chairman of private and public boards who has extensively researched and taught leadership. He said that in appointing a new leader his criteria include ‘They should not have an ego’. For investors, this raises the questions of why have such a criterion and how can we measure it?

In most organisations most people aren’t as present and therefore not as effective as they could be. To varying levels, they are constricted and tied up in the knot of their ego rather than expansive and able to identify, loosen and disengage their ego patterns.  Increasing leadership presence enables leaders and those they work with to experience more success and satisfaction, have more positive impact on others, be more mindful, increase emotional intelligence and enjoy greater ease, flexibility, responsiveness, receptivity, freedom and choice.

An explanation of presence is offered by the Pink Floyd song ‘Wish You Were Here’. When attending the Pink Floyd Exhibition in London last September I came across a handwritten page from the graphic designer and music video director Storm Thorgerson. Storm wrote that the song title ‘Wish You Were Here’ reflected the band’s wish relating initially to their founding member Syd Barrett whose mental breakdown had forced him to leave the group. However, the song ‘became more universal, more about unfulfilled presence in general…The notion of a presence not really there…The devices employed psychologically by persons to withhold the full force of their presence and their motivations for doing so all boiled down to a single theme – absence’.

Participants at a Leadership Presence course I co-facilitated this week at The University of Auckland had previously taken the Leadership Styles Inventory (LSI) which shows the extent to which they exhibit ‘Passive’ and/or ‘Aggressive’ vs. ‘Constructive’ Styles. Leaders with more Constructive Styles are more ‘Self-Actualising’, ‘Humanistic-Encouraging’, ‘Affiliative’ and experience higher levels of ‘Achievement’ all of which can be equated to and developed by leadership presence. Another tool we use, and that I have certified to teach, is the Enneagram that includes a system for measuring ‘Levels of Development’ that the pioneers of this approach Riso and Hudson describe ‘as a measure of our capacity to be present’.

Leaders and organisations with higher levels of presence are better able to fulfil their missions and to make more money and more of a difference. In not fulfilling their potential, leaders and organisations are incurring a big cost by not making the money and not making the difference that they could be. This opportunity cost is far higher than most realise – those that are awake to this cost are increasingly including presence in their criterion for recruiting and developing leaders. investing in leadership development that focuses on developing presence.

Important questions for investors to consider are what is the level of presence of leaders and organisations they are investing in and how is the level of leadership presence being developed?

Apr 15 2018
Share this post on Linkedin Share this post on Facebook
blog menu
  • Investing in Leadership Presence
  • The Times They Are A-Changin'
  • Wayfinding Leadership
  • New research shows sin stocks don’t outperform
  • Peace Portfolios in the media
  • Huge Growth in Responsible Investment
  • Excellence in Governance
  • Investing in Authentic Leadership
  • Making Business Personal
inspiration
"It's one of the great untold stories in business - the success of individuals and companies who know there's more to good business than next quarter's bottom line."
The Business Enterprise Trust.
  • © 2018 Money Matters (NZ) Ltd. All rights reserved. Disclaimer and Privacy Policy.

    A disclosure statement is available, on request and free of charge.