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Post Covid-19 management with Regenerative leadership skills

The birth of earth planet is considered to be occurred before 4.5 billion years and the first life species is considered to be appeared before 3.7 billion years ago. Since then, the new life species have constantly emerged and Homo sapiens sapiens is considered to be the smartest specie that it has ever created until now (Marshall, 2016). 99% of Homo Sapiens Sapiens living time on this earth is completely in tuned with nature. However, today we treat ourselves in a way that deplete our resources and have restrict our life within high rise buildings with artificial day light, which is completely separated from nature (Human Evolution, 2020). Covid-19 Pandemic negatively affected on the economic systems all around the world. The crisis implicated the resilience deficiency of current economic models, financial structures and the ways of doing businesses (Mordecai and Schumacher, 2020). According to recent climate scientists’ explanations on ecological collapse ,which we have to tackle within few years of time, the effects of current crisis is small and its implications on building new resilient system to face such global challenge is severe. (Kolinjivadi, 2020) Today, many leaders are educated in the logics of that served us in previous years. However, optimistically, there is an emerging trend of growing numbers of regenerative leaders, who apply the logic of life itself to run their organizations. Regeneration is all about having mind set to give more than you take and on the long way these leaders guide organizations to thrive along with their entire eco system surrounded including stake holders. (Storm, 2019) -- Due to the current global pandemic situation, many people catered considerable amount of time to their little nest and this has led people to reflect themselves with new dimensions (Cluver et al., 2020). It triggered many leaders to start and gather around for creating new paradigm to face immense of post-covid challenges. Learning from living systems to apply the characteristics of regenerative DNA for organizations, social systems and wider civilization is an emerging trend which focus on underpins of these challenges. Regenerative thinkers point out shifts in life patterns, pandemic situations or climate changes as the issues associated with mechanistic systems which narrows down control based thinking. (Vivobarefoot, 2020) Laura Storm’s, founder of regenerators, studies with very successful business lady by society standards revealed that the deficiencies of current measures on emotional and mental wellbeing with successfulness. Therefore, with her book named “Regenerative Leadership” introduced new ego system mapping method called “DNA analysis will”, which can be used by regenerative leaders in any organization. Mapping ego system with assigning external elements on the left side and internal element on the right side, mapping basic interconnections and coloring draining parts with dark colors are the key steps of this study. (Storm and Hutchins, 2019) Organizational leaders could also get use to this method to recognize priorities as compare to traditional SWOT analysis, this assists to identify subjective matters within more complex scenarios. (GÜREL, 2017) However, as this is new way of measuring success of an organization, there is a risk of adapting to an alien measurements at high volatile situation, as each individual requires transition period for adaption. (Abatecola, 2012) (Sarta, Durand and Vergne, 2020) --

How we integrate bio mimicry in to three levels of Regenerative Leadership? Regenerative thinkers highlights the need of shift from mechanistic perspectives to life-affirming regenerative approach. According to expert Giles Hutchins, bio-mimicry is not only the way of imitating designs of nature, but also to opening up in to taking insights of all living systems for our psychology as well as biology. This generate adult consciousness within our minds via tuning in to its surrounded nature consciousness. (LeadersIn, 2020) (Storm and Hutchins, 2019) 1.	Living System design Post-covid regenerative leaders should design products, processes and layouts with insights of living systems. For instances, these leaders will be initiatives of redesigning the complex corporate interfaces as factories of forests which absorbs carbon dioxides. Learnings from these systems will not be limited to effective eco-friendly machinery designs, but also the way in which that factory in to relation with its suppliers, customers and eco-system. (LeadersIn, 2020) (Keith, Holmes, St. Angelo and Heidel, 2018) 2.	Living system culture Designing organizations in ways of that create life-affirming future that enable workforce to become more efficient and effective is more holistic approach of post-covid regenerative leaders. The qualities such as diversity and purpose convergence brings employees together to uplift organizational relationships. For instance, multinational companies such as “Pukka Herbs Tea” take inspirations from living nature to apply their organization. Many financial organizations need to adapt and evolve in new ways of fast changing post-covid situations. (LeadersIn, 2020) (Home, 2020)

3.	Living system being The crisis waves will enable to see things through living system lens instead of traditional mechanistic lens. In future, regenerative leaders need to add a different level of mind consciousness development lessons, which solve problems without switching problems, within their leadership programs. Creative way of thinking patterns needed to be fueled within organizations. (LeadersIn, 2020)

What is Organizational Regenerative Leadership role at post-covid? The logic of natural resources free for all is making organizational leaders to assume in a way which the use of command and control based tactics could optimize its usage. This incorrect assumption has introduced theories of short-term profit maximization, efficiency control, operations and lean management, which has led further deviation from the logic of life for the civilization designs. Fortunately, many pioneering leaders experimenting on ways to re-integrate the logic of life to their organizations with the current crisis. Organizational regenerative leaders use following 5 characteristics to re-structure post-covid situation. (Storm and Hutchins, 2019) 1.	Life affirming Post-Covid organizations will seek new inventions to increase their profitability and this transformations may increase the level of recycling and reuse of inputs. (Mai, Vu, Bui and Tran, 2019) As an example, traditional high cost chemical based effluent water treatment systems will be replaced via, eco-friendly, ozone treatment systems. (Martínez, Pérez-Parra and Suay, 2011) However, the applicability and profitability of some renewable energy innovations, such as wind power generation, are still on debate as it reduces consumer surplus with high product costs. (Pimentel, 2008) (Safiullin, Ismagilova, Gallyamova and Safiullin, 2013) Regenerative leaders’ scope of life affirming is not limited to quality operations of their organization, but also to enhance their employee situations. They make safe space to growth and evolve for employees. Immense learning through failures is an opportunity for people to come across innovative ideas. (Storm and Hutchins, 2019) (TEDx, 2019) 2.	Ever-changing & Response The hierarchical organizational structures are not fit for rapid decision making processes. Many of these hierarchies generate fear with confusion and according to researches over 50% of workforce feel that they are disengaged. Due to the high competence of climbing corporate ladder, many employees tend to hide their precious knowledge and this may slow down the curing process after covid-19. (TEDx, 2019) Regenerative leaders act as facilitators for the small self-organizing teams in responsive systems, where responses are much faster and accurate compared to traditional mechanistic models. (Storm and Hutchins, 2019)  Virtual work-from-home groups emerged in crisis period is more efficient and, in future, many organizations will shift to promote numbers of these groups with re-generative approach which empower employees to make ground based decisions on the values of the company. However, some researches indicated increased de-motivation of these workforce unless if the flexible work arrangement (FWA) system is properly developed. (Sedaju, Haryono and Anisahwati, 2020)

3.	Relational and interconnected We have been forcefully trained to believe that the most strongest and intelligent specie survived over others by theories of Charles Davin. However, the present covid-19 revealed this argument is not true as the fact of survival depend on ability to adapt to changes. The species which have created strong connections retained on this earth for many years and regenerative leaders believe in this fact. (TEDx, 2019) During covid-19 many organizations failed due to the supply chain inconsistencies. (Queiroz, Ivanov, Dolgui and Fosso Wamba, 2020)Therefore, interconnectedness quality within supply-chains will be highly appreciated by post-covid leaders in order to be successful with win-win-win partnerships. Furthermore, these post-covid-industries will extend their connectedness with environment as a whole. (TEDx, 2019) However, building resilient relationships is not the only factor for survival. For instance, Toyota factory located it’s all component manufacturers close proximity in order to maintain just-in-time manufacturing system. Even though it performed very well, it is in the pace of collapsing with current pandemic. (Liker and Choi, 2004) (Inagaki, 2020) 4.	Diverse Recent research with 366 public listed companies in UK revealed that organizations with high levels of diversity outperformed over lower degree ones. (Hunt, Layton and Prince, 2015) Regenerative leaders hire people with different educational backgrounds from various cultures in order to maintain unconventional mindsets within their organizations, rather than comforting themselves with equal level background employees. Even though this diversity brings tension within companies, regenerators trust its emergence of new ideas with increasing friction. (TEDx, 2019) However, some researches on crisis management reveal the high stress levels of corporate employees and the need of stress reduction leadership capabilities rather than generating more frictional conditions. (Fernandez and Shaw, 2020)

5.	Cyclical and seasonal As we all are cyclical living beings with in a cyclical plant which consist of different seasons such as, summer and winter, regenerative leaders incorporate silence incurred with long breaths and meditation in to their meetings to anchor ground energy. Human brain waves require time to re-calibrate for new creative ideas. (TEDx, 2019) Therefore, many regenerative leaders may create space for their team members to reflect outcomes of this pandemic situation to integrate successful stories in to their organizational levels with creative ways. (Habersaat et al., 2020)

However, since everything is changing with time, the outcomes generated may not be the best examples for the adaption. For an example, sanitizer and cleaning chemical industry is in an alarming rate of booming at present does not implicate that, it would be further retaining at the same position after crisis as emerging new regulations may restrict its profitability under ethical backgrounds. (FDA Advises Consumers Not to Use Eskbiochem Hand Sanitizers, 2020)

Conclusion In conclusion, regenerative leadership approach applies bio-mimicry in to its three levels of post-covid corporate leadership. The role of regenerative leaders with five key characteristics will guide post-covid organizations to thrive with its eco system. However, the integration of regenerative thinking itself consist of cyclical reflection and correction phases.

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