INVR Standards / HHEW is about leaders and leadership worldwide
What is a leader? Anyone who has followers; therefore, we focus on leadership in a multitude of fields and professions.
Leadership Studies Defined
Leadership studies is often viewed as a multidisciplinary academic field of study, however, within INVR Standards/ HHEW and the TALO Leadership Theory, it is viewed as being transdisciplinary. Leadership studies focuses on leadership in organizational contexts and in human life. Leadership studies, like communication studies and theory, has origins in the social sciences (e.g., sociology, anthropology, psychology), in humanities (e.g., history and philosophy), as well as in professional and applied fields of study (e.g., management, business and education). Leadership studies is closely linked to the field of organizational studies and organizational leadership. Today, there are numerous academic programs (spanning several academic colleges and departments) related to the study of leadership. Leadership degree programs generally relate to: aspects of Leadership, Leadership Studies, and Organizational Leadership (although there are a number of leadership-oriented concentrations in other academic areas).
Selected leaders mentioned in the TALO Leadership Theory:
Barack Obama, W.E.B. DuBois (late), Peter Drucker (late), Wangari Maathai (late), Kenneth Chenault, Vijay Prashad, Cheikh Anta Diop (late), Maria Hinojosa, Farai Chideya, Eric Williams (late), Naomi Klein, Robert E. Park (late), Peter Senge, Li Jin, Ronald Walters (late), and Keith Orlando Hilton/Ife Chukwu.
To see the appendix with their photos, click here.
To see the appendix with their photos, click here.
The very, very great Peter Drucker was (not exactly) correct!
In his 2001 book, The Essential Drucker, the father of modern management Dr. Peter Drucker said, “The future may be ‘post-Western’; it may be ‘anti-Western.’ It cannot be ‘non-Western. Its material civilization and its knowledges all rest on Western foundations: Western science; tools and technology; production; economics; Western-style finances and banking. None of these can work unless grounded in an understanding and acceptance of Western ideas and of the entire Western tradition” (p. 291).
The founder of INVR Standards / HHEW, Keith Orlando Hilton, who has a Ph.D. from the same private, research extensive university that Drucker was affiliated with, believes that Dr. Drucker's “Western foundations” conclusion is somewhat problematic for people with cultures from Asia and Africa, because many cultures pre-date Europe, and some of these cultures now also influence many Western knowledges.
Leadership and the important Diversity/Cultural Proficiency Movement
Current workplace diversity training, not to be confused with the more senior diversity and cultural proficiency movement, has become a multi-million dollar industry, but many pioneers of the diversity and cultural proficiency movement, and even more ALANAs (African, Latino, Asian & Native Americans), now feel that some workplace diversity facilitators are too hastily abandoning efforts to address the root elements cited by Dr. Drucker and have moved to less confrontational discussion spaces (but financially more lucrative for consultants). The harshest critics of this trend refer to these new directions of focusing on other outcomes as being akin to "reshuffling the chairs on the Titanic." We do not ascribe to this description, however we believe that organizations are comprised of individuals and central to individuals and their leadership knowledges is ethnicity (although it is not the single factor).
Workplace participants, and especially leaders, of all ethnicities need to be encouraged to grow (clarify, confront, change, continue, confirm and close) around issues of ethnicity, gender, sexuality, socio-economic status, social class, age, physical abilities, religious beliefs, language, friends, geography, political views, and social organizations. However unless ethnicity and western foundations are frankly addressed and constantly re-visited, current and future diversity practices risk short-circuiting. We applaud and work with those courageous organizations and individuals that continue to include cultural proficiency at the clarification through closure stages.
Please see the TALO Leadership Theory and/or subscribe to the Journal of Unabridged Genius - JUG.
The founder of INVR Standards / HHEW, Keith Orlando Hilton, who has a Ph.D. from the same private, research extensive university that Drucker was affiliated with, believes that Dr. Drucker's “Western foundations” conclusion is somewhat problematic for people with cultures from Asia and Africa, because many cultures pre-date Europe, and some of these cultures now also influence many Western knowledges.
Leadership and the important Diversity/Cultural Proficiency Movement
Current workplace diversity training, not to be confused with the more senior diversity and cultural proficiency movement, has become a multi-million dollar industry, but many pioneers of the diversity and cultural proficiency movement, and even more ALANAs (African, Latino, Asian & Native Americans), now feel that some workplace diversity facilitators are too hastily abandoning efforts to address the root elements cited by Dr. Drucker and have moved to less confrontational discussion spaces (but financially more lucrative for consultants). The harshest critics of this trend refer to these new directions of focusing on other outcomes as being akin to "reshuffling the chairs on the Titanic." We do not ascribe to this description, however we believe that organizations are comprised of individuals and central to individuals and their leadership knowledges is ethnicity (although it is not the single factor).
Workplace participants, and especially leaders, of all ethnicities need to be encouraged to grow (clarify, confront, change, continue, confirm and close) around issues of ethnicity, gender, sexuality, socio-economic status, social class, age, physical abilities, religious beliefs, language, friends, geography, political views, and social organizations. However unless ethnicity and western foundations are frankly addressed and constantly re-visited, current and future diversity practices risk short-circuiting. We applaud and work with those courageous organizations and individuals that continue to include cultural proficiency at the clarification through closure stages.
Please see the TALO Leadership Theory and/or subscribe to the Journal of Unabridged Genius - JUG.
