Fusion Leadership
Book

Fusion Leadership

Unlocking the Subtle Forces that Change People and Organizations

Richard L. Daft and Robert H. Lengel
Berrett-Koehler, 1998
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Editorial Rating

6

Qualities

  • Well Structured
  • Engaging

Recommendation

Richard L. Daft and Robert H. Lengel present a new model of leadership. They contrast fusion leadership with traditional fission leadership that is based upon dividing the workplace into roles and tasks based on position and function. The book draws on many of the new ideas in management and leadership based on notions of chaos, change, creativity, intuition, personal empowerment, dialogue, future search, and other principles. It mixes new science, spirituality and New Age thinking. While some readers may view these ideas as a welcome change from the traditional, rational approach to management, others may find them overly mushy and touchy-feely. However, within the growing genre of soft-leadership style books, it is well written and well organized. getAbstract recommends this book to executives interested in non-traditional leadership approaches.

Summary

The Value of Fusion Leadership

Today organizations need fusion leadership so they can respond to change with more flexibility and adaptability. Commonly, managers feel frustrated, and often fail, when they try to promote change. This is particularly true when numerous previous efforts to create change have failed. These failures include attempts at "restructuring, re-engineering, quality improvement, technology, empowerment, incentive systems and downsizing." Often, these campaigns failed because they were based on the use of "objective and rational systems for change." Failure can also stem from instituting change with an "us and them approach," with leaders and managers directing change and expecting staff to change. For real change to occur, managers and executives have to fuse with others in the organization. Total change involves everyone.

Another advantage of fusion leadership is its appeal to employees’ deep yearnings to do meaningful work. People want to develop their creative potential and truly contribute to the organization. This approach gives people the opportunity to express the deeper subtle qualities that promote personal growth. Given the responsibility...

About the Authors

Richard L. Daft is a professor of Management and the Director of the Center for Change Leadership in the Owen Graduate School of Management at Vanderbilt University. He is the author of two best-selling textbooks: Organization Theory and Design and Management. Robert H. Lengel is the Associate Dean for Executive Education at the University of Texas at San Antonio. He consults with corporate clients, including government agencies, oil and gas companies, the military and financial institutions.

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