Print This Post Print This Post

I propose this as the 2017 alternative to ‘How do you do?’ (correct English) or ‘Hey, how are you?, nice to meet you’ (street English)

What is new to say that the sole reason for ideologies is to produce a series of idea-logic, lenses to see the world? Nothing. Trouble is, the old list of ideologies assigned to Left and Right for example are proven themselves useless to understand the lenses that people use to see their world today. We are in a true Opticians revolution.

Those ideologies have been unbundled a while ago, and their bits inside have fond now new homes in new baskets, sometimes without completely abandoning the original pedigree label. For example, in populism, we now have the bits coming from the Right and the ones form the Left. Strange fellow travelers get together under a new, bigger, overriding  idea-logic.

But, to me, ‘world view’  is much bigger than an ideology. World view has a concept of man, a concept of history (including a reconstructed one) and a concept of the paths for things to come. A world view is a host for many bits of ideologies that I can gather and foster so that I have a complete picture of that world. I don’t care much about the origins of the bits, really. In fact, I may not even recognize their birth certificate.

OK, I am going to stop asking about old and tired political ideologies and going straight to world views. Granted, I have not figured out exactly how I am going to grab my gin and tonic and see in the eyes of my new acquaintance, holding her own gin and tonic,  and say ‘So, Mary, what is your world view?

Because world views we are seeing. Lots of them.  We may not recognize them in our search for oldideologies. Picking on a man not short of attention these days: White House Regent Steve Bannon.  It’s easy to go for hours talking ideology in inventory fashion: what is in and out,  a bit of this, none of that, pro this, against that, etc, and going nowhere near a deep understanding of his true world view.

Forget that. However, here is the clue. The Regent is seriously obsessed (and in the public domain on that, big time )  with a book and  a world view: The Four Turning (The Fourth Turning: An American Prophecy (1997) by the authors of the also so called ‘Strauss–Howe generational theory’. I am not going to expand on this for lack of space. See here instead. Suffice to say, according to this world view, we are in ‘Crisis’ (the previous turn were High, Awakening, and Unravelling). It is inevitable. Bottom line,  it includes clearly the possibility (necessity actually) of war, and, for start, everything will be shaken up. ‘This is an era in which America’s institutional life is torn down and rebuilt from the ground up—always in response to a perceived threat to the nation’s very survival'(…) ‘n Parsons’ terms, a Fourth Turning is an era in which the availability of social order is low, but the demand for such order is high. Examples of earlier Fourth Turnings include the Civil War in the 1860s and the American Revolution in the 1770s—both periods of momentous crisis, when the identity of the nation hung in the balance’ (Text taken from the reference above)

This is not an ideology (of what?) but a full world view that ‘must happen’: fatalistic, eschatological, fundamentalist. There is a plan, a logic, something in front quasi-inevitable. And there are players. And the old Marxist term of Useful Idiot comes handy. By the way, Bannon on Trump: ‘Trump is a blunt instrument for us; I don’t know whether he really gets it or not. (Vanity Fair, 26.01.2017)

To put an extra perspective, ISIS is a worldview, Islamic fundamentalism is an ideology . Many Christian Fundamentalists, Evangelicals with the certainty of the Second Coming any time now, for example, are in a full blown world view. The ideology may have a Biblical certificate but what you do next (personal, family, nation, politics) in the expectation of the imminent end of time is a full world view.

Current historians so far are crying nonsense at The Fourth Turning.  And it is nonsense. As much as the inevitable recreation of the old Caliphate is. But go and tell their prophets to drop the guns, because historians say it is nonsense. Hello, headchopper, don be so stupid, you see, the historians are laughing.

So this is what Maria says to me in airport waiting to board: Since you ask, Leandro, this is what the world has gone so far, this is where we are and this is where we are going, inevitable, clear (yes please, I’ll have another one, thanks ), it’s history,  and this is what I think will happen,  and this is what we should do.

And all that before talking any corporate stuff.

Would that not be just wonderful?

Any remaining conversation would be much easier!

My job would so much easier.


Keep up with the Daily Thoughts

Twitter Email


  1. Morag

    I’ll raise my own G&T to that! If only. Another Alt-greeting could be “who are you?” (and of course that’s part of the world view). Thanks Leandro, for letting us know how you are (ie your world view) through your Daily Thoughts

Would you like to comment?

Your email address will not be published. Required fields are marked *

To search my website, please use the form below.

  Daily Thoughts

September 27th, 2023

Redefining Talent Wealth

The war on talent McKinsey consultants started it with a book of the same title. By focusing on what it […]

September 8th, 2023

What I Learnt From The Monks: A Little Anthropology Of Leadership And Space On One Page

My friends, monks of a Benedictine monastery in the Highlands, Scotland, spend most of the time in silence. I mean, […]

August 23rd, 2023

Can We Rescue DEI From Its Trap (The Label)?

Most of the problems and challenges in organizations, together with most of the solutions, are behavioural in nature. It’s about […]

August 10th, 2023

Restructuring to force collaboration, is likely to create more anxiety than collaboration. Structural solutions for behavioural problems hardly work.

Sometimes restructuring is done with the intention of solving a collaboration problem. ´A people´ don’t talk to ´B people´; if […]

July 18th, 2023

The ‘Impossible To Disagree With’ School Of Management

‘Good leaders have empathy, respect employees and set the example. If you want to change things, you need to have […]

June 29th, 2023

Large scale change is not small scale change repeated many times. Small wins repeated are lots of small wins.

Large scale change, as a series of cascading small scale interventions (often under the philosophy of ‘small wins’) has dominated […]

June 6th, 2023

Culture change is not long and difficult. But we make it so…

I suppose the question is how long is long and how difficult is difficult? In general, business and organizational consulting have […]

May 19th, 2023

Value is an overused term in business and, as such, it’s becoming meaningless

Value, as usually used, means transactional monetary value. Usually it doesn’t mean intrinsic value, or value per se. For example, […]

May 4th, 2023

The importance of ‘critical thinking.’ Your own critical thinking is more effective at making your workplace better than any generic employee survey.

Build your own Employee Engagement argument for free. You can’t go wrong. Here are three baskets full of concepts: Basket […]

April 21st, 2023

´Busy-Ness’ Is A Trap

I went to a big conference where I was introduced by the chairman like this: “Welcome everybody. Lovely to have […]

April 14th, 2023

Training and culture change. The love affair that ends in tears.

It seems to be very hard for people to get away from the idea that if we just put individuals […]

April 11th, 2023

Teamocracies and Networkracies have different citizens: in-Habitants in team-work, riders in net-work

The old view of the organization is something close to the old concept of a medieval city, where citizenship was […]

April 5th, 2023

3 Ways To Get Approval From Your CEO Or Your Leadership Team

Way number 1: My team has developed these three options, A, B and C. Which one do you want us […]

March 29th, 2023

A Cheat Sheet To Create A Social Movement Tip = to shape organizational culture since both are the same.

Mobilizing people. This is another of the Holy Grails (how many have I said we have?) in management. Whether you […]

March 16th, 2023

Critical Thinking Self-Test: A 10 Point Health Check For Your Organization And Yourself. If any of these are a good picture of your organization, you need to put ‘critical thinking’ in the water supply.

Test yourself, and your organization. Do any of these apply? Doing lots, too fast without thinking. High adrenaline, not sure […]

March 9th, 2023

A culture of safety or a culture of training in safety?

Cultures are created by behaviours becoming the norm. Safety is at the core of many industries. Significant budgets are allocated […]

March 2nd, 2023

Empowerment is an output. If you can visualize it, you can craft it.

The real question is, what do you want to see happening so that you can say ‘people are empowered’? Employee […]

February 24th, 2023

A simple question will jumpstart your organization into change. It will also save you from months of pain spent reorganizing your people and teams.

The following line will short-cut months of (building) ‘alignment’, integration, reorganization, team building, coalition building, and any situation in which Peter, […]

February 20th, 2023

Lead Via Peer-To-Peer Networks – If you don’t lead via peer-to-peer networks, you’re only driving your car in first gear.

Peer-to-peer work, transversal, spontaneous or not, collaboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this is the […]

February 7th, 2023

Write a script, not a strategic plan

If you care about the journey and the place, you need a story. If you have a good, compelling one, […]

January 26th, 2023

3 self-sabotaging mechanisms in organizations

Organizations, like organisms, have embedded mechanisms of survival, of growth and also of self-sabotage. These are 3 self-sabotage systems to […]

January 10th, 2023

Who should be involved in culture change? All inclusive versus going where the energy is.

Many times, in my consulting work, I find myself facing a dilemma: Do I involve many people on the client’s […]

December 23rd, 2022

Tell what won’t change – Introducing 1 of my 40 rules of change

In any change programme that any organization wants to start, they will start by thinking of the things that they […]

December 16th, 2022

Scale It – Introducing 1 of my 40 rules of change

When creating effective change in any organization, there are 40 rules that, in my experience, are the key between success […]

December 5th, 2022

Assets & Strengths Base – Introducing 1 of my 40 rules of change

For more than 30 years I have been involved in ‘change’ in organizations. Again and again, some fundamental principles, and often […]

November 25th, 2022

Campaign It… is 1 of my 40 rules of change

When you filter out the noise, when you try to extract the core, the fundamentals, those ‘universal rules’ of change […]

October 31st, 2022

Hybrid or not hybrid? That’s not the question…

Culture is the new workplace If you want to have a conversation about the future of work, the nature of […]

October 24th, 2022

‘Powered by Viral Change™’: A Social Transformation Platform for the organization of the 21st Century

When we started to work on Viral Change™, as a way to create large scale behavioural and cultural change, and […]

October 14th, 2022

Corporate tribes, intellectual ghettos and open window policies

We talk a lot about silos in organizations usually in the context of Business Units or divisions. But these are not […]

October 7th, 2022

Peer Networks are the strongest force of action inside the organization

Peer-to-peer works, transversal, spontaneous or not, collaboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this is […]