In the sciences, a derivative can be developed by using a variety of methods depending upon application, process and desired outcomes. Regardless of the way derivatives are extracted, calculated, or otherwise arrived at, they are always the result of something else.
Derivatives possess dual qualities. While they are a piece of the whole, they are also an entity in their own right.
In our personal lives, we know derivatives as children. At the cellular level, we know them as organisms from organisms. In the light spectrum, we know them as colors. In mathematics, we refer to them as the result of calculus equations, while in our professional lives we know them as organizational cultures.
Derivative leadership embodies the purposeful actions taken by leaders when those actions affect the organization in ways that influence performance through empowerment and exponential achievement through action.
Derivative leadership focuses on building a highly effective and self-sustaining organizational culture based on the presumption that all parts of the whole are not only integral to the overall success of the organization, but also are a reflection of it.
The following three mindsets drive derivative leaders to engage their organizations in ways conducive to performance beyond mere expectations:
- The organizational culture, behavior and performance is a derivative of leadership’s effectiveness. No exceptions.
- While all within the organization are special, there are none more special than others. Success and respect are derivatives of diversity and inclusion.
- Differing, often challenging and opposing views are healthy to an organization’s bottom line. Encouraging these divergent views drive clarity, innovation and market competiveness. Vision is a derivative of perspective.
Mastering these mindsets will elevate the leader into an elite class; the one where a piece is definitely a chip off the whole and the derivatives are what they are by design… much superior.