Introduction to the Guest

Julian Stodd, a writer, artist, consultant, and explorer, is the author of The Social Leadership Handbook and Exploring the World of Social Learning. He is the leader of the Social Age movement and is currently conducting research and writing on Dynamic Change and the Landscape of Trust. Stodd's work delves into how systems, societies, and structures—both technical and human—function. His primary focus is the Social Age, where he documents changes and helps make sense of their implications across various domains, including leadership, learning, culture, change, trust, and humility. He founded Sea Salt Learning, a global, cross-sector consultancy, to translate his ideas into practice. Sea Salt Learning acts as a "safe harbor for independent thinkers," boasting a diverse global team that combines traditional strengths with innovative learning approaches. Stodd shares his insights and stories through his blog, which features over 2,000 articles and is updated daily.

He has written fifteen plus books so far, with more on the way.

You can find Julian on Twitter @julianstodd.

Summary

In this conversation, Julian Stodd discusses the evolving landscape of leadership and organizational dynamics in the context of the social age. He emphasizes the importance of social leadership, trust, and team dynamics, and how organizations must adapt to thrive in a rapidly changing environment influenced by technology and societal shifts. Stodd shares insights on building high-performing teams, the significance of trust, and the need for leaders to embrace uncertainty and foster community. He also explores the future of work and the challenges organizations face in navigating change.

Takeaways

• The social age is characterized by radical connectivity and diverse technology ecosystems.

• Social leadership combines formal authority with social authority, emphasizing trust and community.

• High-performing teams require trust, distributed agency, and a culture of dialogue.

• Trust is built through explicit communication and shared understanding.

• Organizations must adapt to both evolutionary and revolutionary changes in their systems.

• Leaders should embrace ambiguity and foster environments that allow for experimentation.

• Community building is essential for effective leadership in the social age.

• KPIs in the social domain often rely on qualitative measures and community mapping.

• Listening to diverse voices within an organization is crucial for identifying issues.

• The future of work will involve more distributed organizations and a need for adaptability.