Business, Peace & the Art of Naming Presentation for SPES Yper – 11/04/14 Laurent Ledoux ledoux.laurent@gmail.com – 0478 62 14 20 www.philoma.org

Lack of rigor in the use of words leads unavoidably to fascism Adorno

According to Benjamin Barber in «Consumed: How Markets Corrupt Children, Infantilize Adults, and Swallow Citizens Whole», 2007; See also Anne Salmon’s analysis in « Ethique et ordre économique : une entreprise de séduction », 2002

Violence is a structural problem Ginestet & Galtung Organic, body system Psychic system Cultural system Violence system (autopoietic) Health system Political system Economy system Legal system

7 concepts for peace building Reducing trauma Steering complexity Designing epigenetics 7 concepts for peace building Peace needs to be established as daily routine and norm in language and in day to day attitudes Living in Solidarity Enhancing empathy Being creative Being generous

Leadership “Mobilizing the group for the adaptive work” Heifetz Photo: ΠΑΣΟΚ Leadership “Mobilizing the group for the adaptive work” Heifetz

Modulate the stress Source: “Leadership without easy answers”, by Ronald Heifetz

Emmanuel Faber whole society adequate return shareholder’s value Optimize value for the under the constraint of an for shareholders Emmanuel Faber whole society adequate return Nos comptes nous racontent des contes: il faut que nous changions les contes que nous nous racontons Maximize (without limits) under the constraint of the shareholder’s value respect of the law Milton Friedman 9

Asking grounded questions What’s our model of leadership? What does it mean for each of us to be wise here? What’s our strategy? What new story do we want? What’s our culture? What are the founding stories that made us who we are? What culture do we need? Of whom are we proud? What are our values? What fuels our pride? What kills it? Source: www.markstrom.co

Asking grounded questions How do we cascade our engagement program? Where do we see craft and community among our people?” How do we become a ‘learning organization’? What are our proudest stories of doing something differently? What’s our innovation strategy? How can we draw out and honour the brilliance of our people? What were the key points in our discussion? What idea did we just avoid, sideline, or dismiss because we are too afraid to ask or say or hear it? What’s our action list? What one change could we create that would make a huge difference? Source: www.markstrom.co