What will I learn about: why clinging to outdated, fear-based hierarchical structures from the Industrial Age causes modern businesses to stagnate and fail?

Understand why clinging to outdated, fear-based hierarchical structures from the Industrial Age causes modern businesses to stagnate and fail.

What will I learn about: how toxic, fear-driven work environments drain employee motivation, leading to high absenteeism and a loss of up to 17 percent in productivity?

Discover how toxic, fear-driven work environments drain employee motivation, leading to high absenteeism and a loss of up to 17 percent in productivity.

What will I learn about: Learn to lead with love rather than fear by fostering genuine connections, encouraging employee autonomy, and bringing your authentic self to the workplace?

Learn to lead with love rather than fear by fostering genuine connections, encouraging employee autonomy, and bringing your authentic self to the workplace.

What will I learn about: how thriving modern companies replace strict executive supervision with flexible, adaptable cultures that empower workers to innovate?

Find out how thriving modern companies replace strict executive supervision with flexible, adaptable cultures that empower workers to innovate.

What will I learn about: Embrace 'vertical learning' to increase your emotional intelligence, allowing you to identify and rewrite the fear-based core beliefs that dictate your leadership style?

Embrace 'vertical learning' to increase your emotional intelligence, allowing you to identify and rewrite the fear-based core beliefs that dictate your leadership style.

The Evolved Executive

The Future of Work Is Love in Action

Heather Hanson Wickman

★ 4.5 / 5(34 ratings)

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Categories:

Management & Leadership

If You're Curious About These Questions...

You should listen to this audiobook

💡Did you know that many of the traditional business structures we still use today are actually designed to strike fear into employees, stifling their true potential?
💡What if the secret to a more productive and flexible workplace wasn't more control, but a radical shift toward a more sensible and 'loving' approach to leadership?
💡Are you curious about which outdated business beliefs are currently preventing your team from becoming truly empowered and self-motivated?

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Key Takeaways from The Evolved Executive

✓Understand why clinging to outdated, fear-based hierarchical structures from the Industrial Age causes modern businesses to stagnate and fail.
✓Discover how toxic, fear-driven work environments drain employee motivation, leading to high absenteeism and a loss of up to 17 percent in productivity.
✓Learn to lead with love rather than fear by fostering genuine connections, encouraging employee autonomy, and bringing your authentic self to the workplace.
✓Find out how thriving modern companies replace strict executive supervision with flexible, adaptable cultures that empower workers to innovate.
✓Embrace 'vertical learning' to increase your emotional intelligence, allowing you to identify and rewrite the fear-based core beliefs that dictate your leadership style.

Learning Tools

Reinforce what you learned from The Evolved Executive

Mind Map

The Evolved Executive

The Outdated Workplace+

Leading with Love+

Vertical Growth & Self-Awareness+

Healthy Company Culture+

Connected Structures & Practices+

Real-World Examples+

Quiz — Test Your Understanding

Question 1 of 10

What does the 'Fortune 500 Disease' refer to in the context of modern business?

A. The tendency for large companies to prioritize profit over purpose.
B. A failure of established companies to adapt to a fast-changing marketplace.
C. The high rate of executive burnout in top-tier corporations.
D. An over-reliance on horizontal learning instead of vertical learning.

Question 2 of 10

According to the text, what is a major flaw of using fear as a motivational tool in the workplace?

A. It only works on entry-level employees and alienates executive staff.
B. It requires constant financial incentives to maintain its effectiveness.
C. It promotes a culture of excessive risk-taking and financial instability.
D. It relies on fear being ever-present, otherwise the desire to remain obedient disappears.

Question 3 of 10

How does the author distinguish 'vertical learning' from 'horizontal learning'?

A. Vertical learning involves emotional intelligence and self-awareness, while horizontal learning is about acquiring specific skills.
B. Vertical learning is for executives, while horizontal learning is for entry-level employees.
C. Vertical learning focuses on climbing the corporate ladder, while horizontal learning focuses on lateral career moves.
D. Vertical learning deals with company structure, while horizontal learning deals with company culture.

Question 4 of 10

Which of the following is NOT one of the four key mindsets an evolved leader should adopt?

A. Connection mindset
B. Growth mindset
C. Certainty mindset
D. Purpose mindset

Question 5 of 10

What does the author suggest is a subtle but strong indicator of an overall toxic company culture?

A. The absence of modern office perks like hammocks and ping-pong tables.
B. Poor treatment or exclusion of administrative and support staff.
C. A lack of formal job titles for upper management.
D. Employees frequently asking for the advice of their peers before making decisions.

Question 6 of 10

What is the primary function of a 'lead link' in a transformed company structure?

A. To serve as the final decision-maker for all inter-departmental conflicts.
B. To act as a conduit ensuring communication and information flow freely between different departments.
C. To evaluate the performance of self-managing teams and report to the CEO.
D. To transition the company from using traditional job titles to fluid roles.

Question 7 of 10

Why does the author recommend replacing traditional 'jobs' with 'roles'?

A. Roles are more fluid and adaptable to the changing needs of the company.
B. Roles allow companies to legally bypass traditional HR benefits and contracts.
C. Roles create a stricter hierarchy that clarifies who is in charge of specific tasks.
D. Roles make it easier to evaluate individual performance in a network of teams.

Question 8 of 10

What is the 'advice process' described in the book?

A. A biannual meeting where employees give feedback to the CEO.
B. A system where employees consult with team members and draft a proposal before implementing a solution themselves.
C. A mandatory HR procedure required before an employee can be terminated.
D. An external consultancy program used to determine the company's core values.

Question 9 of 10

How does the design consultancy Percolab demonstrate radical transparency?

A. By publishing all employee salaries on their public website.
B. By allowing anyone, including strangers and spouses, to join their Open Team Meetings.
C. By eliminating all management positions and allowing employees to vote on company direction.
D. By live-streaming their daily operations to their client base.

Question 10 of 10

According to the actionable advice, what should you do when trying to change a fearful habit, such as being afraid to speak up?

A. Write down a list of your greatest professional achievements to build confidence.
B. Meditate for at least 20 minutes before engaging in the stressful activity.
C. Imagine doing the exact opposite of your fearful habit and question the underlying assumptions of that fear.
D. Immediately quit the toxic environment and seek a workplace that leads with love.

The Evolved Executive — Full Chapter Overview

1Recommendation
2Companies must move beyond restrictive models of the past and fully embrace adaptability today.
3An evolved business and evolved leaders should lead with love, not through fear today.
4To grow as a leader, you must uncover and challenge your core beliefs and habits.
5Vertical growth entails expanding consciousness and adopting new core mindsets.
6In addition to practicing mindfulness, discovering purpose can help you grow vertically.
7Before implementing structural change, you require a healthy and supportive company culture.
8Lead links and team networks create a more cohesive, connected company structure.
9The right organizational practices will support a more collaborative, connected company structure overall.
10Many firms are already leading with love.

The Evolved Executive Summary & Overview

The Evolved Executive (2018) offers today’s business leaders a step-by-step guide on how to revolutionize their leadership and workforces for the modern era. Author Heather Hanson Wickman provides advice on how to move away from the bygone business beliefs and structures that strike fear in the hearts of employees, and adopt a more sensible, effective and loving approach. With these tips you can create a more productive and flexible workplace filled with empowered and motivated employees.

Who Should Listen to The Evolved Executive?

Leaders looking to adapt to the modern business world
Professionals who want a better way of working
Executives eager to accelerate the evolution of their leadership

About the Author: Heather Hanson Wickman

Heather Hanson Wickman is a sought-after executive coach and leadership developer with a PhD in organizational systems. After a successful career in corporate healthcare, she founded her own firm, Untethered Consulting.

The Evolved Executive

If You're Curious About These Questions...

Listen to The Evolved Executive — Free Audiobook

Key Takeaways from The Evolved Executive

Learning Tools

Mind Map

Quiz — Test Your Understanding

The Evolved Executive — Full Chapter Overview

The Evolved Executive Summary & Overview

Who Should Listen to The Evolved Executive?

About the Author: Heather Hanson Wickman

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