د ترهګرو درسونه Lesson from Terrorists (Pashtu)
د ترهګرو درسونه Lesson from Terrorists (Pashtu)
Part 1 Introduction
Part 2 What my peers are saying
Part 3 What others are saying
Part 4 What I learned
Epilogue
Part 1 Introduction
Margaret Wheatley’s book, Leadership and the New Science: Discovering Order in a Chaotic World[1], takes leadership studies in an interdisciplinary direction. She uses concepts from chaos theory, quantum physics, and biology to challenge traditional Newtonian organizational management models.
Wheatley values members of an organization and states, “In every organization, we need to look internally, to see one another as the critical resources on this voyage of discovery” (p.8)
Each member is a part of the solution to new leadership models. She writes, “We must engage with each other, experiment to find what works for us and support one another as the true inventors that we are. (p.9)
Part 2 – What my peers are saying
DLGPO2 Dinka Utomo writes, “that is the spirituality of leadership. Leadership willing to change and be renewed will always be sensitive to the voice of God, who speaks through learning and results in expanding horizons, enlightenment of thought, and improvement of relationships. This means the willingness to hear and follow the will of Christ, the Great Leader. Utomo goes on to say, “Woodward, in the book Scandal of Leadership, writes, “If we imitate the desires of Christ, it will result in true missional leadership, evidenced by others-centeredness, humility, and a kenotic (self-emptying) approach to leadership.”
I am reminded of Psalm 23:1-3, “The Lord is my shepherd, I lack nothing. He makes me lie down in green pastures, he leads me beside quiet waters, he refreshes my soul. He guides me along the right paths for his name’s sake.” Dinka gives thought to Leadership willing to change and be renewed will always be sensitive to the voice of God. This returns my thoughts to the King of the Universe who created chaos theory, quantum physics and biology. While these terms are attractive to the modern science folk, I see them as part of God’s grander plan for us, not the center stage.
DLGP 02 Pam Lau writes, Immediately my thoughts centered on the Church, pastors in particular, who are working diligently against the mechanistic and hierarchical models of leadership. From knowing my own pastors throughout my life and the pastors in our cohort, I witness servant women and men who embrace their churches as living systems, facilitating relationships, and working hard at nurturing self-organizing capabilities. I am wrestling with how a pastor of a church can do what Wheatley suggests in Leadership and the New Science by leaning heavily on the idea that leadership creates conditions where organizations can self-organize, adapt, and thrive,[4] especially in our current culture where interpersonal conflict is now the norm.
I lack the experience in church administration to make a serious comment on this, but the question of interpersonal conflict as the new NORM. Saddens me. Structure, renewal, reorganization. Is this a cycle that repeats itself?
Part 3 – What others are saying
Thomas David with eco. Emergent publications[2] writes, “Wheatley begins her journey by stating that there is a simpler way to lead organizations that requires less effort and produces less stress than the hierarchical command-and-control methods that most companies employ today. She goes further to suggest that there is no one right way to do anything, best practices are more mythic than real, and the best solution is one that is created out of the unique relationship that people craft to their environment and their circumstances. She borrows the analogy from quantum mechanics that subatomic particles come into being and are observed only in relationship to something else. “They do not exist as independent things.” Business, she believes, shares the same underlying characteristic and can truly only be understood in relationship to itself and its environment.
Goodreads writes, “The new edition of the bestselling, acclaimed, and influential guide to applying the new science to organizations and management. In this new edition, Margaret Wheatley describes how the new science radically alters our understanding of the world and how it can teach us to live and work well together in these chaotic times.[3]
Part 4 – What I learned
In Chapter 10, The Real World, I was surprised to discover a section on Leadership of Networks: learning from Terrorist Groups. Wheatley writes,
“(effective leaders) …include the abilities to communicate a powerful vision, motivate people to work hard for them, achieve results, exceed plans, and implement change. We want their leadership to result in a resilient organization able to survive disruptions and crises, one that grows in capacity, that doesn’t lose its way even after the leader retires. [4]
Oddly enough, she applies this adaptability to effective terrorist organizations. Terrorist organizations, such as Osama Bin Laden’s, were still operating even while he was hiding in caves. She says, “U.S. military commanders frequently acknowledge they are fighting a new kind of enemy. They describe this enemy as one who learns, changes and adapts.”
I find this oddly disturbing as the Hamas and Hezbollah continue to pursue the destruction of Israel. Cutting off the “head” of these organizations, a goal of Israel, may not be as effective as Israel hopes in defeating these organizations. In addition, to defeat these terrorist organizations, the US Army will have to be equally flexible.
Epilogue,
As part of my emotional and leadership baggage, I came into this program with a veneer of Army doctrinal leadership. I wondered how I would be changed. The hierarchal structures of the past are being replaced by a more flexible and collaborative generation of leaders. Team Leadership and polycentric leadership are a reality that “boomers” like me will have to recognize and honor. Department of the Army, ADP 6-22: Army Leadership describes US Army Leadership as a mixture of styles:
- Transformational Leadership: Inspiring and motivating teams to achieve beyond expectations.
- Transactional Leadership: Focusing on structure, roles, and rewards for task completion.
- Situational Leadership: Adapting leadership style based on the readiness and capabilities of subordinates.[5]
Three types of leadership, all little boxes that the new leader tries on for size. Ideally, he or she is mentored by their senior officers. Over time, the “mantle” of leadership takes form and these officers assume command of others. Such was my life in the Army.
On a personal note, my nonprofit GoodSports International (www.goodsportsinternational.org) seeks to create a flexible and adaptive leadership network of like-minded Ukrainian sports ministries. While the war rages on, GoodSports will support Ukrainian Christian leaders who are functioning in the “worst of times.”
In Kenya we are going through culture shock but have partnered with those who are have been working ministry in Africa for a longer period of time. Tanzania, Uganda and other countries beckon for children’s sports programming.
Chaos.
But this morning, my bible study finished Hebrews 13. I found its message rather instructive in the chaos of 2024.
Concluding Exhortations
Hebrew 13 Keep on loving one another as brothers and sisters. 2 Do not forget to show hospitality to strangers, for by so doing some people have shown hospitality to angels without knowing it. 3 Continue to remember those in prison as if you were together with them in prison, and those who are mistreated as if you yourselves were suffering.
4 Marriage should be honored by all, and the marriage bed kept pure, for God will judge the adulterer and all the sexually immoral. 5 Keep your lives free from the love of money and be content with what you have, because God has said,
“Never will I leave you;
never will I forsake you.”[a]
6 So we say with confidence,
“The Lord is my helper; I will not be afraid.
What can mere mortals do to me?”[b]
With this kind of instruction on loving people and loving HIM, I think I can make it to 2025.
Shalom.
[1] Margaret J. Wheatley, Leadership and the New Science: Discovering Order in a Chaotic World, 3rd ed. (San Francisco: Berrett-Koehler Publishers, 2006).
[2] Thomas, David. “Review of Margaret Wheatley’s Leadership and the New Science.” E
, accessed November 20, 2024, https://eco.emergentpublications.com/Article/aaa758bd-21f7-4e4a-9465-e366bf92cdb1/github.
[3] Goodreads. “Leadership and the New Science: Discovering Order in a Chaotic World.” Accessed November 20, 2024. https://www.goodreads.com/book/show/270897.Leadership_and_the_New_Science.
[4] Wheatley, Ibid, 179.
[5] Department of the Army, ADP 6-22: Army Leadership and the Profession (Washington, DC: Headquarters, Department of the Army, 2019),
About the Author
Russell Chun
interlinkt.org is now ready for your Refugee Resettlement needs. 15 tasks, languages ESL plans coming7 responses to “د ترهګرو درسونه Lesson from Terrorists (Pashtu)”
Leave a Reply
You must be logged in to post a comment.
Russell,
I always appreciate the way you blend so many viewpoints into your posts. You also think globally and bring us to a greater military understanding. I imagine not any one model of leadership fits all paradigms in the military world but which one do you think is most effective when it comes to military training and why?
A glimmer of an idea.
While my team in Ukraine is open to development of Team Leadership, I am discovering that I am gravitating to Situational Leadership, Adapting leadership style based on the readiness and capabilities of subordinates.
The Hersey-Blanchard Situational Leadership Model is a leadership theory that suggests there is no single best style of leadership. Instead, effective leadership is task-relevant and the most successful leaders are those who can adapt their leadership style to the maturity of the individual or group they are attempting to lead. The model proposes that leaders should be able to change their leadership style based on the readiness/ability of the follower to perform a specific task. This model identifies four leadership styles: Telling/Selling, Participating, and Delegating, and matches them to the developmental level of the follower, which includes a directive and supportive dimension.
When I think about this at length, this may be my Army default mode.
Anyway…I may be having a THRESHOLD moment!
Shalom
Rus,
I love that you share what our peers have written. It is so thoughtful and really honors their respective voices. And this is such a wonderful way to begin an Epilogue,
“As part of my emotional and leadership baggage, I came into this program with a veneer of Army doctrinal leadership. I wondered how I would be changed. The hierarchal structures of the past are being replaced by a more flexible and collaborative generation of leaders. Well Done, Russell.
I may have had an epiphany!
While Gen Z and such may be collaborative (ish) MY style might be more Situational Leadership: Adapting leadership style based on the readiness and capabilities of subordinates.
High directive to High supportive on one side to low directive, low supportive based on what where my Ukrainian interns stand on the maturity scale.
Hmmm….a combination of both team and situational my be what comes next.
Yes…I believe that is the key. Find a combined method that is inclusive and creates buy-in from everyone. There is not just one right way but for sure the wrong way is to not consider all the ways to move forward.
Sir Russell, I love how you are being transformed before our very eyes. I’d follow you anywhere. Your quote, about your ministry, “seeks to create a flexible and adaptive leadership network of like-minded Ukrainian sports ministries.” How are you creating an adaptive leadership network. This can be challenging for some but maybe not for you.
Hi Todd,
Thanks for taking a look at my post.
How am I creating an adaptive leadership network?
To be honest, the Holy Spirit is guiding my movements forward. Henry Blackaby’s “Experiencing God” speaks to finding what God is already doing in a place. SOOO…. my Intern in Ukraine seeks out the like minded sports ministries with the guidance for seeking those who “Love God, Love Kids, and use sports when necessary. I then meet with them myself (when possible) to ascertain the “needs” of their ministry.
We pray, plan and if God provides resources for the programs, we proceed. When resources don’t come, we move on.
That’s been my modus operandi.
Thanks for asking.
Shalom