{"id":21823,"date":"2018-03-09T17:36:42","date_gmt":"2018-03-09T17:36:42","guid":{"rendered":"https:\/\/www.clesia.it\/?p=21823"},"modified":"2018-03-09T17:36:42","modified_gmt":"2018-03-09T17:36:42","slug":"what-we-can-learn-from-the-bees","status":"publish","type":"post","link":"https:\/\/www.clesia.it\/projects\/blog\/2018\/03\/09\/what-we-can-learn-from-the-bees\/","title":{"rendered":"What we Can Learn From The Bees"},"content":{"rendered":"

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\u201cThose who are inspired by a model other than Nature, a mistress above all masters, are laboring in vain.\u201d<\/h4>\n

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\u00a0Leonardo DaVinci<\/h4>\n

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\u201c70% of American workers are disengaged at work as a direct result of poor management and leadership.\u201d <\/b><\/p>\n

Only 12% of organizations report
\nhaving the leaders they need.\u201d<\/b><\/p>\n

25% of employees say they would fire their boss if they could.\u00a0 <\/b><\/p>\n

Only 1% <\/b>of <\/b>executives in a Wharton Study said managers should bother showing employees their work makes a difference<\/b><\/p>\n

50-70% of employees report that they are burned out.<\/b><\/p>\n

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\n[ux_video url=”https:\/\/www.ted.com\/talks\/marla_spivak_why_bees_are_disappearing\/transcript”]<\/p>\n

Looking for a new leadership models to apply,
\nWe can study one of the most complex, highly functional leadership systems honeybee hive<\/b><\/p>\n

Some key leadership <\/b>concepts that can be applied in the business <\/b>world<\/b><\/h3>\n

1- Survival of the Hive<\/b>:<\/h3>\n

\"\"<\/h3>\n

Bees have an absolute obsession with what is
\ngood for the whole organization\/team\/department\/group
\nover what is good for any one bee. The whole hive\u2019s vision, strategy
\nand belief help define \u201cdue north\u201d so every bee is committed to the greater
\npurpose, direction and philosophy of surviving.<\/p>\n

\u201cWe can focus too much on the survival of our department, program or unit and lose our focus on \u201csurvival of the whole.\u201d\u00a0\u00a0 If the whole doesn\u2019t exist, then the other parts wouldn\u2019t either<\/i>.<\/i><\/p>\n

\u00a0<\/i>The bees know what comes first<\/i>.\u201d<\/i><\/p>\n

We lose our \u201cSurvival of the Hive\u201d mentality when there\u2019s A\u2026<\/i><\/b><\/p>\n

    \n
  • Lack of shared goals and objectives<\/li>\n
  • Encouragement of silo thinking
    \n(everyone alone)<\/li>\n
  • Leaders with personal \u201cI\u201d agendas<\/li>\n
  • Infrequent or poorly-focused meetings<\/li>\n
  • Significant communication gaps<\/li>\n
  • Internal competitiveness for resources<\/li>\n<\/ul>\n

    2- The P-Factors:<\/b><\/h3>\n

    \"\"
    \nThe pheromone system in <\/b>the queen bee automatically
    \nensures that her leadership exudes (trasuda) certai
    \ncharacteristics,\u00a0which are labeled the P-Factors.
    \nThe leader bees footprint P-Factor, the ability to use \u00a0its calming
    \nP-Factor and unifying P-Factor, as well as the strength to seek out (cercare) resources through its resourcing P-Factor helps prepare it to face any situation.
    \nWhen you think about it, every \u00a0 leader has a certain set of P-Factors \u00a0 they exhibit.
    \nWhen we look at organizations today and \u00a0 some of their challenges, these P-Factor \u00a0 attributes are critical.<\/p>\n

    \u00a0 <\/i>We <\/i><\/b>have the power as leaders to move <\/i><\/b>\u00a0 throughout <\/i><\/b>our hive leaving behind strong P-Factors that influence the workforce even when we\u2019re not there.\u201d<\/i><\/b><\/p>\n

    3- The Colony Culture<\/b>:<\/h3>\n

    \"\"
    \nA strong colony culture of collaboration,
    \ncooperation and trust happens uniformly and automatically at every
    \nplace within the hive.\u00a0 There is a belief (credenza) that being \u201cin colony\u201d
    \nwill produce something exceptional, far greater than doing it alone.
    \nThe beehive honey comb pattern exemplifies this concept of being interdependent and united.
    \nThe leader\u2019s role <\/b>is to build the
    \ncolony culture;
    \nit\u2019s done in every meeting,
    \nin the break room,
    \nin the hallway (corridoio).
    \nThe leader defines the
    \n\u201c<\/i>what<\/i><\/b>\u201d and the \u201c<\/i>why<\/i><\/b>\u201d
    \nand
    \nlets\u00a0 staff define
    \nthe \u201c<\/i>how<\/i><\/b>\u201d<\/i><\/p>\n

    4-The Front Porch Philosophy and\u00a0CAMP<\/b><\/h3>\n

    \"\" \u00a0Forage and scout bees use the front porch of the hive to pass off
    \ncollected pollen and nectar to worker bees in the hive.
    \nThis is a great way of looking at responsibility and accountability <\/b>(responsabilit\u00e0)
    \na behaviour <\/b>that every leader and follower accepts as they cross the \u201cporch\u201d to their own organization.
    \nBased on the CAMP method of motivation we found in the hive \u2014 Competence, Autonomy, Meaningfulness <\/b>(significaviti\u00e0), and Progress<\/b>\u2014 bees make a commitment (impegno)
    \nto self-discipline and self-direction.<\/p>\n

    An important question for us to ask as leaders is:\u00a0 Do members of my staff know they can take accountability and that I\u2019ll have their backs (<\/i><\/b>sulle<\/i><\/b> loro<\/i><\/b> spalle<\/i><\/b>) when they do?<\/i><\/b><\/p>\n

    5-The Bee-to-Bee Waggle Dance and <\/b>buzz<\/b><\/h3>\n

    \"\"<\/p>\n

    Bees have achieved a spontaneous and constant form of<\/p>\n

    communication.
    \nLeaders can learn from bees the value of defining their own waggle dance
    \nof communication and spread the waggle dance philosophy
    \nof communication throughout the organization, creating a unique and organic buzz.
    \nThe messages passed on by leaders <\/b>should be simple<\/b> and easy<\/b> to understand.
    \nFast, efficient communication that is crystal clear is not only motivating and constructive but ensures the hive is focused.\u00a0 The more people (bees) on board the change initiative, the easier it will be to implement.<\/p>\n

    6- The Perfect Product Honey Stream<\/b>:<\/h3>\n

    Bees only know to make a perfect product.
    \nTheir honey stream can contract and expand
    \ndramatically\u00a0 to meet the honey
    \nproduction needs of the hive in the short time between spring and summer.
    \nHoney is the only food that includes all the substances to sustain life (enzymes, vitamins, minerals and water) with zero defects in every batch.
    \nThe rhythm of the honey flow is known to every single bee.
    \nLeaders today must be immersed<\/b> in the flow of work in their businesses<\/b>, rather than observing from a removed position.
    \nGreat leaders put themselves at the <\/b>center<\/b> of the organization <\/b>and move openly among the workforce.
    \nThey identify challenges, bottlenecks and constraints and work with staff to address them every day
    \n\u00a0It takes 300 bees visiting 2 million flowers, flying over 88,000 km\u2019s (54,680 miles) to make 454 grams (1 pound) of honey. Bees are hard working insects<\/b>.
    \n<\/b>If only <\/b>12% <\/b>of your workforce (hive) are engaged in what they do <\/b>how <\/b>much productivity are you losing every day through disengaged workers<\/b>?
    \n<\/b>How many more flowers could the bees in your hive be visiting every day?<\/b><\/p>\n

    7- Protect the Hive and Leaving the Post:<\/b><\/h3>\n

    \"\"<\/p>\n

    Too often there are so many internal battles within organizations<\/p>\n

    that no one is watching for real risks \u2014like robber bees\u2014outside the hive.<\/p>\n

    Leaders can learn to respond to those risks<\/b>, like bees,<\/p>\n

    with the 4Rs Approach:<\/p>\n

      \n
    • Research<\/b>, <\/b><\/li>\n
    • Report,<\/b><\/li>\n
    • Respond,<\/b><\/li>\n
    • Recover<\/b><\/li>\n<\/ul>\n

      making sure not to react
      \nuntil the research confirms
      \na problem and devoting
      \ntime during recovery to
      \nsurface, discuss and evaluate
      \nlessons learned.
      \nTo make the 4Rs<\/i>\u00a0work,
      \nthere must
      \nbe a \u201cleaving the post\u201d mentality, like bees exhibit when they leave their task in order to help another bee in trouble.<\/p>\n

      AT THE END<\/h3>\n

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      Leadership is not something we\u2019re born with.<\/h4>\n

      Instead, we should look to models and illustrations to help us form our leadership style.
      \nLeadership takes practice.
      \nThe more experience you get with it, the better you can become at it.
      \nThat is, if you\u2019re willing to put in the work \u2013 much like a honey bee.<\/h4>\n

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