Leadership Concepts as Experienced and Demonstrated by Participants:
"CorporateTheatre" recognizes 3 levels of Leadership. The first is 'managing' - making people perform. The next and higher level is 'leading' - making people want to perform. And the ultimate and most effective level is 'enabling' - where the Team becomes the leader based on each member's situational competence, creativity, and energy. At this level, the designated leader becomes the enabler of Team Leadership. "CorporateTheatre" addresses Leadership at this third level of Enabling. Ultimately, we need to empower and enable people. If they are well managed and motivated, they will find the competencies, create the resources, manage time, and enjoy delivering excellence. If people are not well managed and motivated, all the available competences, resources, and time can go unutilized.
Coping with Change: "CorporateTheatre" enables people to experience themselves, as Individuals and as Teams, as 'processes' and not as 'products'. This is achieved by empowering them to drop their limited personality boundaries and experience the immense possibilities that already exist. This includes the ability to actually see the newness of each moment, each task, and to constantly adapt creatively to a constantly changing environment. As it is said in Zen, "You never step in the same river twice". One must have eyes to see the flow of the river without categorising and labling. Once this is experienced, change becomes an energizer.
Role enrichment: Participants experience that every role is significant and that, irrespective of designation or hierarchy, anyone can add value to the Team. They align their individual roles to every other role to add value to each other with absolute clarity of a common goal and alignment to a common success. They also realise their ability to take on functional hierarchy and functional conflict without experiencing human hierarchy and human conflict.
Non-material Motivation: The natural programming of a natural Team is to win, irrespective of the material rewards. Participants experience their ability to form natural Teams. Once this happens they discover that winning is its own reward. Given reasonable material comfort and security, they push themselves beyond their comfort zones and perceived competence zones in an environment of total collaboration and trust.
While these concepts may sound idealistic at this point, the "CorporateTheatre" Methodology puts Participants in touch with these concepts at the level of primary instinct. We do not discuss these points theoretically. Instead, they are processed after participants have actually demonstrated them as primary attitudinal behaviour.