Since about a year now, i have been intrigued by the work of Rune Kvist Olsen from Norway. It’s a pleasure to give room and space for his thinking on my personal blog. His previous contributions were the best read posts on my blog ever: they include “The End of Leadership” and “Leading from The Edge”. Now, Rune has compiled and added a new piece of work that he introduces himself below (Colored highlights by myself):
Hi You All!
The paper “A Conceptology of Learning and Leading at Work” is now completed and ready for reviewing/announcing/posting/publishing.
The purpose with the “Conceptology of Learning and Leading at Work” is to construct and establish an alternative belief system that would entitle everyone in the workplace the same conditions and access of mutual trust and personal freedom. The intention is to advocate the values and standards of health, liberty, dignity and equality as common principles applied for all the people involved. In challenging the mainstream and contemporary belief system in organizing, leading and managing work and people (granting only a few and someone these principles exclusively), the effort behind this new attempt of intervention was aimed at developing a real alternative option of choice by creating an entirely new way of structuring power in organizing, leading and managing the process of work.
An appropriate perspective in reviewing the significance of the “Conceptology of Learning and Leading at Work”, could be by assessing the article “The Myth of Executive Stress” by Keith Payne. This article is presenting relevant research studies within the field of leading and managing people. Some of the core findings reported is that leaders are showing substantially lower levels of stress than non-leaders caused by their superior position and supreme power in managing other people and leading people below. The implication of being managed and led from others above is the lack of control. The result of being controlled is higher blood pressure, lowered immune function and stress-related diseases. When the stress response is activated for months at a time, it is toxic as Payne is stating. The concluding statement is; “Control is the essence of power, the linchpin binding status to stress”. In this perspective the alternative “Conceptology of Learning and Leading at Work” is raised as the counterpart to the belief system of leadership with leaders above and non-leaders below, and represents an alternative option of choice in moving from the mantra of “leadership for someone” to “leadingship for everyone”.
Everyone in the workplace should be entitled the principles of trust and freedom as common privileges concerning health, liberty, equality and dignity at work. In the history of management the Conceptology of “Humanology” and “Humanability” is granting everyone the equal access to personal control with none above and below in a chain of command and none in charge of anyone else.
The links to the articles and the research studies are:
http://www.scientificamerican.com/article.cfm?id=the-myth-of-executive-str&page=2
http://www.pnas.org/content/early/2012/09/19/1207042109.full.pdf+html
Please enjoy the attached paper (A conceptology in Learning and Leading _short version_– PDF File) and let the Conceptology make a difference and become a real option of choice in organizational life! Feel free to pass this message around.
All the best
Rune Kvist Olsen
Inventor and facilitator
Petervan Studios 
Why documented results from academic and scientific research studies struggles with established conventions, conceptions and perceptions about what must be the ruling paradigm of truth, even if results from new research speakes of another and different story.
At this point of establishing an alternative approach of organizing, leading and managing work and people and present a new option of choice in strategic organizational direction, in relation to the mainstream dogma of “Leadership for Someone” with superiors above and subordinates below. the following striking reflections and statements comes into mind:
“The personal opinions of scientists tend to determine whether new ideas gain currency in science and whether articles about new or groundbraking insights are published. … When new ideas do not fit the generally accepted (materialist) paradigm, many scientists perceive them as a threat. It is hardly suprising therefore that when empirical studies reveal new phenomena or facts that are inconsistent with the prevailing scientific paradigm, they are usually denied, suppressed, or even ridiculed. The histiry of science tells us a similiar story. New ideas rarely received an enthusiastic response; they always evoked resistence.”.
This text is extracted from the book “Consciousness Beyond Life” by Pim van Lommel. M.D.
Rune Kvist Olsen
October 2013
The ethos of “Leadingship for Everyone”;
Leadingship for Everyone and the Many (in contrast to Leadership for Someone and the Few) is a question of conscience and faith:
The term “integrity” is how I as a person view and conceive my self in the eyes of my own. The term “credibility” is how I am viewed an regarded in the eyes of others. My integrity -my internalized values and beliives- is setting the standards and norms of how my conscience is preserved and nutured. Since keeping my concience intact in relation to preassure of external expecations and demands, my health and conscieousness is assumed to be and stay in a state of well being and still going strong. Violencing and crossing my conscience by contamination, corruption and compromising my integrity and credibility by doing something my conscience can not defend and accept, I will cacth infections and health deterioration. Acrossing my believes by gaining short sighted advantages in the community, will surely damage and destrooy the sense of Who I am as a individual personal and human being.
Consequently I am able to work with people on the basis of their personality as human beings according to Who they are as persons. I am not able to work with people on basis of their positions and ranks as either superiors or subordinates according to What they have as advantages or disadvanteges gained from either positions avove or below. In this case I have always facilitated Leadingship training programs for everyone based on their identity as individual human beings, and never done Leadership programs for Someone positioned and ranked as superiors. This is my credo and the ethos as a inventor and facilitator. The simple reason behind my proffesional conscience and faih is that everyone has the abiility to be and become independent and responsible human beings at work. At this moment of truth everyone has obtained inside and internalized control and diciplin and are able to lead one self together with others. Outer control is herby declared as superflous and a degrading sign of disgrace and contempt for the human mind and body at work. The policy of “Leadimgship for Everyone” is placing the value of Humanability and Humanability as the core essence of organizing, leading and managing work and people At the same time this ideology is rejecting the dogma of “Leadership for Someone” which renounce and deprive many people of their universal force in being responsible human being in charge and control of one self at work.
Rume Kvist Olsen
October 2013
Perceptual Prejudices in contemporary Management and Organization.
Our contemporary managerial and organizational mindset is completely dominated by the thought and practice that someone as superiors above must lead and others as subordinates below must be led. In this hierarchical context leaders (of others) are subsequently assigned the legitimate power of enforcing and executing the authority of Leadership and Management exclusively, while the non-leaders are committed by compliance with the ruling order of subjugaton and subordination.
This separation through verticalization between individual human beings in the contemporary organizational structure of power, have been setting the mind in a fixed state of dogma as a matter of fact and as an unquestioned truth of reality. The people with power over others are the keepers of the truth in preserving the ruling order, while the people without power must comply and submit to the truth of the keepers in order to stay at work.
This system of Management and Leadership is a construction of The Natural Law of Corporate Organzation as the justification of exercising and executing the oppressive, repressive and suppressive mechanisms of subjugation, subordination, degration and disgrace.
This stigma of managerial and organizational construction, is what we call “perceptual prejudices” as the bias of an enforced consensus in shaping and controlling the structure of human relations in organizational life through the mindful mantra of Leadership for Someone and the Few. The stigma is the result of the evolution in mind-programming by managerial doctrines and the ensuing indoctrination of the loyal and obedient commitment of everyone, under obligation to the corporate values of the past – in prevaling the present state from the potential threats and dangers from the future. For instance Leadingship for Everyone and the Many where all and one are leaders in performing the Power of Leading at Work by One Self in unison with others.
Rune Kvist Olsen
November 2013
Perceptual Prejudices in contemporary Management and Organization.
Our contemporary managerial and organizational mindset is completely dominated by the thought and practice that someone as superiors above must lead and others as subordinates below must be led. In this hierarchical context leaders (of others) are subsequently assigned the legitimate power of enforcing and executing the authority of Leadership and Management exclusively, while the non-leaders are committed by compliance with the ruling order of subjugation and subordination.
This separation through verticalization between individual human beings in the contemporary organizational structure of power, have been setting the mind in a fixed state of dogma as a matter of fact and as an unquestioned truth of reality. The people with power over others are the keepers of the truth in preserving the ruling order, while the people without power must comply and submit to the truth of the keepers in order to retain ones job and work.
This system of Management and Leadership is a construction of The Natural Law of Corporate Organzation as the justification of exercising and executing the oppressive, repressive and suppressive mechanisms of subjugation, subordination, degration and disgrace.
This stigma of managerial and organizational construction is what we call “perceptual prejudices” as the bias of an enforced consensus in shaping and controlling the structure of human relations in organizational life through the mindful mantra of Leadership for Someone and the Few. The stigma is the result of the evolution in mind-programming by managerial doctrines and the ensuing indoctrination of the loyal and obedient commitment of everyone under obligation to the corporate values of the past. The urge in conserving and conforming existing values and believes is embedded in the sustention and shielding of the present state of mind from the potential threats and dangers from the future The managerial protective shield is for instance counteracting alternative models of leading caused by the nature of perceptual prejudices. Leadingship for Everyone and the Many where all and one are leaders in performing the Power of Leading at Work by One Self in unison with others, is at stake in dealing with the domination of the prevailing Truth of Management and Organization.
Rune Kvist Olsen
November 2013
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