This document provides an overview of Otti Vogt's presentation on responsible leadership and organizational transformation. The presentation outlines a voyage from traditional concepts like money and bureaucracy to more modern concepts like purpose, humanocracy, and eco-leadership. It discusses transforming individuals, teams, and organizations by moving from concepts like identity and heroism to individuation and alchemists. The goal is for organizations to have more purpose, impact, and responsible leadership to reshape the future. The presentation provides frameworks and examples for this transformation across different levels of analysis from individuals to teams to organizations.

1. How to Save the World and
Still be Home for Dinner
Otti Vogt
COO C&G, ING
A Strenuous Voyage of Responsible Leadership to Reshape Our Future

2. Disclaimer
Any opinions expressed in this presentation are solely those of the author and not
necessarily reflect those of any of the organisations or individuals mentioned.

3. MVP
1.0
A Strenuous
Voyage Towards
Personal and Organisational Transformation

4. Our Voyage
Commences
In The Mists
Of Dawn…
…we cannot
discover new
oceans,
unless we
have the
courage to
lose sight of
old shores.
From Money to Meaning Values
From Bureaucracy to Humanocracy Organisation
From Identity to Individuation Individuals
From Domination to Dialogue Teams
From Hero to Alchemist Leadership
From Purpose to Impact Eco-Leadership

5. Capitalism as
we know it is
dead.
#wef20
SDGs: A “blueprint to achieve a better and more sustainable future for all” by 2030

6. From Money to Meaning
Purposeful organisations can
(re)shape our future
 Social and business value
(“Solving the planets problems
profitably”)
 Purpose > Profits
 Stakeholder Capitalism (#WEF)
and Business Roundtable
 “Doughnut” Economy (K. Rowarth)
 “Sustainable Balanced Scorecard”
beyond GDP and PBT
People require meaning to
flourish and be happy @ work
 Epidemic of busyness (“Busy is
the new stupid”)
 Humanity (“Human beings must
always be ends, never means”,
Immanuel Kant)
 Bold Morality (“Justice, not
charity”, Bill Sloane Coffin)
 “Business Does Not Need the
Humanities - But Humans Do”
(Gianpiero Petriglieri)

7. My question is how
organizations can lead
us not toward some
predictable goal, but
toward a greater and
greater capacity to
handle unpredictability,
and with it, a greater
capacity to love and care
about other people.
#margaretwheatley
GROWTH
+
PURPOSE
=
VALUE

8. From Bureaucracy to Humanocracy
The business of business
is people
 From Profit to Purpose
 From Efficiency to Learning
 From Control to Co-creation
 From Hierarchical Pyramids to
Self-organising Networks
 From Fear to Love
“You May Say I’m A Dreamer…
A Pilgrimage Towards Agile
Learning Organisations”
A Living
Organisation

9. Purpose
Self-Esteem
Autonomy Belonging
Fairness
Four plus one basic human needs to enable organisational flourishing and performance
It is not because
we have value that
we are loved, but
because we are
loved that we have
value. Our value is
a gift, not an
achievement.
#billsloanecoffin

10. From Identity to Individuation
From Agency to Activism
 Human needs. Neuroscience. Biases.
“Our inner game is our outer game”.
 Self-awareness. Nosce te ipsum.
Characterology/Archetypes. Defenses.
 CBT/REBT. Mindfulness. Breathing.
 Self-possession. Coaching. EQ. System
Psychodynamics. “Hedgehog’s kiss”
(Kets de Vries). Individuation (Jung).
 Agency. Courage, Confidence,
Compassion. “Activists”. “Privateers”.
 Maximising contribution > conformance.
 Self-actualisation. Continual
development and learning. Happiness.
Circle of
Fear
Circle of
Life
Focus of awareness
Letting go
Self
Circle of
Love

11. Stone Walls Do
Not A Prison
Make, Nor Iron
Bars A Cage.
#richardlovelace
Tombstone of Max Weber, inventor of hierarchical management structure

12. From Domination to Dialogue
Organisational learning
requires liberating structures
 Collaboration. Generative dialogue and
“presencing”. Theory U. Art of Hosting
 Single and Double loop learning
 Agile Management. Alignment vs
Autonomy. Obeya rooms
 Fair and inclusive decision-making (“advice
vs consent”)
 Fast and fair conflict resolution. (“All
problems are relationship problems”)
 “Enablement” HR practices. Fair
distribution of costs and benefits. “Beyond
Budgeting”
 Organisation is a laboratory. Action Inquiry.
“Peer communities” of learning
Distribution of power matters
 Community/Team > Individual
 Free flow of knowledge and power.
Radical transparency
 “Strategy is a firm-wide conversation”
 “Dialogic” Organisational Design
 Self-organising teams. Networks.
Ambidextrous. Ecosystems
 Sociocracy and Holacracy
 Portfolio of de-centralised experiments.
Dynamic resource allocation. Internal
marketplaces. RenDanHeYi
 Technology to co-create at scale
 Shared Identity and purpose. Team
Dynamics. Team Coaching. Case clinics

13. The woman who
most needs
liberating is the
woman in every
leader.
#billsloanecoffin
Gaia is the ancestral mother of life. “Anima” is the unconscious feminine side of men

14. From Heroes to Alchemists
Leading through context
 Psychological Safety and Trust (A
Edmondson)
 Radical Candour (K Scott)
 Care > Control
 Learning as culture. Fail Fast. Growth
mindset. Openness. Transparency
 Joy. Well-being. Resilience. Kindness
 Happiness at Work (“PERK”,
BerkeleyU)
 “Art of connection”. Peer influencing.
“Tribal Leadership” (D Logan)
Architects of human systems
 “Destination, not Direction”. Art of
Action (S Bungay)
 Orchestration of networks of
stakeholders towards mutual goals
 Coaching. Vicarious listening. Art of
feedback. Psychodynamics (“The
questions are the answers”)
 Holding space for “liminal emergence”
 Complex Adaptive / Developmental
Systems. Social fields. “SPT”
 Deliberately Developmental
Organisations (DDO, B Kegan)

15. The real voyage
of discovery
consists not in
seeking new
lands but in
seeing with new
eyes.
#marcelproust
Source: John Knights / LeaderShape ©, Leading Beyond The Ego

16. From Purpose to Impact
Responsible Leadership
 Organisational maturity can never
transcends the consciousness of
its leaders. “Teal” (Fred Laloux)
 Ethics. Values. Humility. Integrity
 Individuation. Adult development
stages. Heroine’s Journey. (Bob
Kegan, Bill Torbert, Erik Erikson,
Carl Jung)
 Moral agency. Serving leadership.
 Eco-leadership is fluid and lives
everywhere in the organisation
(Simon Western) Evolutionary Paradigms of Individuals/Organisations - Towards Teal
Opportunists
Achievers
Strategists
Alchemists
Leadership Organisation

17. From Purpose to Impact: “our inner game is our outer game”
“Activist”
“Agency”
Organisational
Learning
Development &
Purpose
“Good Life”
Happiness
Individuals Teams Ecosystem
Eco-Leadership
In the end what
matters most is:
How well did you
love? How well did
you live?
How well did you
learn to let go?
#dalaihlama

18. What would you
do if you were
not afraid.
#attheedgeofcourage
Indagate Fingite Invenite - I am not failing. I am learning.

19. Responsible Leaders of
The Future, Unite…
From Money to Meaning Values
From Bureaucracy to Humanocracy Organisation
From Identity to Individuation Individuals
From Domination to Dialogue Teams
From Hero to Alchemist Leadership
From Purpose to Impact Eco-Leadership

20. Dave Ulrich, Amy Edmondson, Gianpiero Petriglieri,
Simon Western, Antoinette Weibel, John Knights, Julian
Birkinshaw, Bill Torbert, Otto Scharmer, Emanuele
Quintarelli, Ben Zander, Sesil Pir, Steve George, Manfred
Kets de Vries, Evis Beqiraj, Ville Pellinen, Don Beck,
Frederic Laloux, Jon Ingham, Ed Schein, Vitaly Geyman,
Jean-Baptiste Dernoncourt, Tom van der Lubbe, Henry
Mintzberg, Gary Hamel, Bob Kegan, Nora Bateson,
Margaret Wheatley, Justin Hughes, Richard Claydon,
Celine Mullins, Gorana Sandric, Bryan Ungard, Canay
Atalay, Frank Thun, Norman Wolfe, Marielle Mooijekind,
Carlo Giardinetti, the whole ING Team & many more…
Thank you
& Slides
linkedin.com/in/ottivogt
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21. THANK YOU