2. We believe that leadership is not limited to individuals. Organizations are also leaders. In fact, since an organization consists of people with a shared task ahead, organizational leadership is only an extension of individual leadership.
3. We believe that men and women across history have set forth excellent examples of leadership. These examples reveal a common pattern which is depicted by the 'thought to destiny' cycle.
“Love is the will to extend one's self for the purpose of nurturing one's own or another's spiritual growth.”
— Scott Peck
The world is getting more specialized, more interconnected, and more complex with time. In the face of this challenge, there is also an increasing sense of fragmentation, disorientation, and loss of purpose—felt by individuals in their personal lives, professionals and managers in their work environments, and organizations in their spheres of influence.
This crisis manifests as an inability to form a coherent worldview, to take decisive actions, and to commit to meaningful pursuits. With limitless options and conflicting societal expectations, many find themselves paralyzed—constantly shifting between identities, careers, and aspirations without any clear guiding framework. As individuals weaken and struggle to contribute meaningfully to the lives of their families, communities, and broader institutional setups, the very fabric of society begins to unravel, leaving behind uncertainty, instability, and cultural disintegration.
The crisis emerges as a struggle to maintain clarity, alignment, and principled decision-making amid growing complexity. As responsibilities expand, they face increasing pressures to balance strategic direction with operational demands. The weight of conflicting expectations, bureaucratic inertia, and shifting priorities can erode their sense of purpose, leading to reactive leadership, disengagement, and a loss of vision. Without a strong guiding framework, managers risk becoming passive enforcers of routine rather than active shapers of meaningful progress.
This crisis results in inefficiency, internal discord, and alienation from the intended mission. Paradoxically, success itself becomes one of the greatest challenges. In early stages, founders rely on instinct to shape strategy, marketing, hiring, and operations all at once. As organizations grow, decision-making becomes decentralized, requiring trust in others to carry forward the vision. New layers of management emerge and the clarity of why the organization exists begins to erode. New departments and teams also appear, necessitating new types of collaborative communication, alignment & incentive structures.