By Falahemotu F.N. Makapatama, Maria Taufelila, Jerome Makapatama and Makapatama
Kamataaga - Introduction
In Talanoa 2: A Critique of Traditional Paradigms—Are Management and Leadership Still Fit for Purpose?, we questioned whether conventional models of management and leadership truly serve the complex needs of today’s world. We explored how individualistic approaches often fall short in promoting sustainable change and addressing systemic issues. Building on that critique, this talanoa takes the next step by examining the oversaturation of managerial and leadership roles and advocating for a new paradigm: servantship. In an era defined by interconnected global challenges, servantship offers a path grounded in collective responsibility, empathy and long-term sustainability.
Welcome back. Fofola e potu, let’s roll out the mat and talanoa.
The proliferation of management and leadership
The current organisational landscape is overcrowded with individuals trained to manage and lead—roles that once promised efficiency and innovation but have increasingly succumbed to the suffocating pressures of control, individualism and competition. These paradigms are entrenched in rigid structures, prioritising status and personal authority, which ultimately reduces organisations to mere machines focused on efficiency and short-term profits.
Leaders, often celebrated for their charisma and vision, are hailed as the saviours of complex challenges. However, this narrative obscures a critical truth: the formidable challenges we face today demand far more than conventional solutions. The result? We find ourselves with a workforce brimming with managers and leaders, while our planet and its people yearn for something more profound—an approach that is holistic, empathetic and attuned to the intricate web of relationships that define our existence.
In this age of interconnected crises—climate change, social inequality and economic instability—the limitations of traditional leadership are glaringly apparent. We need a radical reimagining of what it means to lead and manage, one that transcends the superficial metrics of success and embraces a vision grounded in collective responsibility and sustainable progress.
The limitations of individualism and individualistic paradigms
Management and leadership have their place, but they often reflect a system of thinking that is fundamentally limited when applied to the complex, interconnected global issues we face today. Our reliance on individualistic paradigms has fostered a culture that frequently prioritises self-advancement over service, competition over collaboration and immediate results over sustainable change.
As we explore these complexities, it becomes evident that at the heart of our organisational challenges lies a fundamental issue that is often overlooked: the prevailing paradigm of leadership and management itself. Rooted in hierarchical structures, this paradigm fosters a culture that prioritises control, competition and short-term results over collaboration, empathy and long-term sustainability.
While calls for better leadership or management are commonplace in response to problems, we must recognise that these traditional roles can contribute to the very issues they are meant to solve. Consider this: How often have we witnessed the adverse effects of prioritising self-interest over collective well-being in our organisations? The emphasis on individual achievement and authority stifles innovation and inclusiveness, perpetuating a cycle of dependency that inhibits collective empowerment.
Given this context, it’s essential to recognise that the real challenge extends beyond simply finding more effective leaders or managers; it is about critically assessing the underlying paradigms themselves. To understand why these paradigms fall short, let’s examine three critical limitations that illustrate their insufficiencies:
Short-term focus: Managers and leaders are typically held accountable for immediate goals, such as quarterly earnings or short-term project completions. Reflect on your organisation: Do you see signs of short-term focus? This shortsightedness sacrifices the needs of future generations, often at the expense of long-term viability. For instance, companies that prioritise short-term profits frequently neglect investments in employee well-being and environmental sustainability, which can lead to detrimental outcomes.
Dependence on centralised authority: By emphasising individual achievement and status, organisations cultivate a dependency on a select few leaders. What would happen if every team member felt empowered to make decisions? This creates a culture where collective empowerment is undermined and team members become passive followers rather than active contributors to a shared mission. In contrast, organisations that embrace decentralised decision-making foster innovation and ownership among employees, leading to more resilient and adaptive teams.
Rigidity and resistance to adaptation: Hierarchical and top-down decision-making stifles creativity, agility and inclusiveness—all essential elements for navigating the volatile, uncertain and complex world we inhabit. Organisations that cling to rigid structures struggle to respond to rapid changes in the market or shifts in societal expectations, often finding themselves left behind as more adaptive competitors thrive.
With these limitations in mind, it becomes increasingly clear: the world doesn’t need more leaders and managers clinging to outdated paradigms—it needs servants committed to the collective good. It’s time to reconsider our approaches to management and leadership. How can we cultivate a culture that values collaboration over competition, long-term sustainability over short-term gains and empowerment over dependency? We believe that by embracing servantship, we can pave the way for a more resilient and inclusive future.
A call for servants, not leaders
The cracks in our current paradigm have made one thing clear: the world doesn’t need more leaders—it needs servants. Servantship, rooted in empathy, humility and a deep commitment to the collective, offers a path toward a more resilient, just and inclusive future.
Servantship is a philosophy that shifts focus away from personal achievement to the upliftment of others, championing causes beyond self-interest.
Here’s why servantship can and must replace traditional models:
Collective well-being over individual gain: Servants focus on elevating communities, fostering environments where well-being and equity thrive. Servantship aims to dismantle systems that prioritise profit over people and place collective health at the core of its philosophy.
Long-term sustainability over short-term success: True servants are stewards of the future. They address root causes, pursue sustainable solutions, and look beyond their lifetimes, aiming to create a legacy of positive change for generations yet to come.
Empowerment and inclusivity over dependency and control: Servantship rejects the top-down, command-and-control structures that dominate traditional organisational models. It encourages environments where every voice counts, where solutions are co-created, and where responsibility is shared, fostering genuine empowerment across communities.
Fakaotiaga - Conclusion
The era of overproducing managers and leaders has yielded a paradigm that is no longer fit for purpose. Our collective challenges demand a shift that transcends individual success stories and centers on community resilience, environmental stewardship, and social justice. Servantship is the pathway to this future. By nurturing servants who bring humility, empathy and a commitment to the collective good, we position ourselves to overcome challenges with a united front, grounded in shared purpose and sustainability.
The world we seek is within reach—but it requires us to let go of outdated systems and embrace servantship as the core of our collective journey forward. As we shift toward this new paradigm, we cultivate not just sustainable solutions but a renewed sense of unity and hope for generations to come. In our next installment, Talanoa 4: The Cost of Clinging to Individualistic Paradigms: Management and Leadership, which will be released on January 1, 2025, we will further explore how servantship can be the compass that guides us through the persistent challenges of our time, helping us overcome the limitations of individualism and realise a future where we all thrive together.
Let’s roll up our mat—dust off until we come together for another talanoa in 2025.
Please join us on the mat next time.
Talanoa 4: The Cost of Clinging to Individualistic Paradigms: Management and Leadership
Date: January 2025
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