---------- Forwarded message ---------- From: Rune Kvist Olsen <[email protected]> Date: Mon, Oct 7, 2013 at 6:50 PM Subject: The essential impact of the "Conceptology of Learning and Leading at Work". To: [email protected] *Hi You All!* * * ** ** The paper “*A Conceptology of Learning and Leading at Work*” is now completed and ready for reviewing/announcing/posting/publishing.**** ** ** The purpose with the “*Conceptology of Learning and Leading at Work*” is to construct and establish an alternative belief system that would entitle everyone in the workplace the same conditions and access of mutual trust and personal freedom. The intention is to advocate the values and standards of health, liberty, dignity and equality as common principles applied for all the people involved. In challenging the mainstream and contemporary belief system in organizing, leading and managing work and people (granting only a few and someone these principles exclusively), the effort behind this new attempt of intervention was aimed at developing a real alternative option of choice by creating an entirely new way of structuring power in organizing, leading and managing the process of work. **** ** ** An appropriate perspective in reviewing the significance of the “*Conceptology of Learning and Leading at Work*”, could be by assessing the article “*The Myth of Executive Stress*” by Keith Payne. This article is presenting relevant research studies within the field of leading and managing people. Some of the core findings reported is that leaders are showing substantially lower levels of stress than non-leaders caused by their superior position and supreme power in managing other people and leading people below. The implication of being managed and led from others above is the lack of control. The result of being controlled is higher blood pressure, lowered immune function and stress-related diseases. When the stress response is activated for months at a time, it is toxic as Payne is stating. The concluding statement is; “*Control is the essence of power, the linchpin binding status to stress*”. In this perspective the alternative “*Conceptology of Learning and Leading at Work*” is raised as the counterpart to the belief system of leadership with leaders above and non-leaders below, and represents an alternative option of choice in moving from the mantra of “*leadership for someone*” to “*leadingship for everyone*”. **** ** ** Everyone in the workplace should be entitled the principles of trust and freedom as common privileges concerning health, liberty, equality and dignity at work. In the history of management the Conceptology of “*Humanology*” and “*Humanability*” is granting everyone the equal access to personal control with none above and below in a chain of command and none in charge of anyone else.**** ** ** The links to the articles and the research studies are:**** ** ** http://www.scientificamerican.com/article.cfm?id=the-myth-of-executive-str&p... **** ** ** http://www.pnas.org/content/early/2012/09/19/1207042109.full.pdf+html**** ** ** https://faculty.fuqua.duke.edu/~ack23/Publications%20PDFs/Compensatory%20Con... **** ** ** ** ** Please enjoy the attached paper and let the Conceptology make a difference and become a real option of choice in organizational life! Feel free to pass this message around.**** ** ** *P.S. This message has recently been posted. The link is:* * http://petervan.wordpress.com/2013/10/07/a-conceptology-of-learning-and-lead... *** ** ** ** ** ** ** All the best**** Rune Kvist Olsen**** Inventor and facilitator**** ** ** ** ** ** ** ** ** ** ** -- P2P Foundation: http://p2pfoundation.net - http://blog.p2pfoundation.net <http://lists.ourproject.org/cgi-bin/mailman/listinfo/p2p-foundation>Updates: http://twitter.com/mbauwens; http://www.facebook.com/mbauwens #82 on the (En)Rich list: http://enrichlist.org/the-complete-list/