Many leadership experts define leadership as a collaborative process. Though these experts may have correctly identified the collaborative elements needed for achieving significant organizational change, by using the word leadership to describe the change process, they may be perpetuating ideas that are no longer useful, because the word leadership connotes position and unequal influence rather than the mutuality and equality the experts themselves promote. To achieve significant organizational change, we will not need leadership to move us forward, we will need to generate a field of energy that arises from the practice of shared spiritual principles, anonymity, ethics and synchronism. This dynamic field of collaboration would move by virtue of its attraction to democratic ideals that serve the common good, perhaps bypassing those hoping and searching for leadership.
