The Psychedelic Medicine Renaissance: A Movement Looking For The Right Leaders

In the cresting Psychedelic Medicine industry, it will fall to a particular quality of leader to keep things trending upwards and marching forward, while avoiding potential and predictable hazards.

So, what are some of the qualities that will distinguish the leaders we need? What type of person can help turn the growing interest in Psychedelic Medicine into an era-defining industry?

Here is a list of the five top core competencies required in psychedelic medicine industry leaders.

Read "The Psychedelic Medicine Renaissance: A Movement Looking For The Right Leaders" leadership insights

Key Dimensions To Focus On In Disruptive Times

A recent TRANSEARCH survey among C-Level leaders regarding their experiences and priorities in a shift to the "new normal" identified four key dimensions to focus on in disruptive times:

  1. Culture - The adaptation to the "new normal" is reflected in the importance of corporate culture & the understanding of leadership.
  2. Leadership - Servant leadership will be the "new normal": trust, empathy and resilience and the ability to lead virtual teams will be key. Leading virtual teams needs a different skillset.
  3. Transformation - Successful transformation projects require a holistic roadmap, an agile organizational set-up, the alignment of purpose, tools and clear rules.
  4. Innovation - Innovative strength is generally regarded as an indicator of future competitiveness. Therefore, you should hire the smartest people in system-critical positions and let them tell you what to do. Listen well!

The four key dimensions can be tackled successfully with a strategic HR management positioned at C-Level.

Importance of the four dimensions plus enablers:

  • Dimensions
    1. Adapt the culture to the new necessities.
    2. Improve leadership competencies.
    3. Transform processes to enable remote efficiency.
    4. Innovate with a focus on customer success.
  • Enablers
    1. Install strategic HR management.
    2. Recruit and retain the smartest people for key positions.

TRANSEARCH provides a platform to its network of C-Level leaders for discussions on how to come out of the crisis stronger. For further information about the survey or discussion platform please get in touch with Dr. Carlo Mackrodt or Dr. Stefan Schwaenzl.

Leadership, Learning and Agility: The Way Of The Dolphin

Elegant, highly intelligent, fast, and adaptive, the dolphin represents a powerful metaphor for today's leadership; an apt descriptor for an individual capable of moving, as needed, across all three of the territories (T1 - instruction, T2 - exploration, T3 - play).

The dolphin seeks collaboration, looks to improve effectiveness by impacting the total system, and strives to expand rather than exploit its natural boundaries. The difference is most clearly identified in how a dolphin creates a powerbase. The dolphin asks a new question.

Apart from speed and elegance, the dolphin has a number of natural assets that makes it the true master of its environment. Comfortable swimming in harmony with others, it can communicate across all three territories. Dolphins respond to signals of concern in an empathetic and caring way.

The dolphin is quickly identifiable by its ability to traverse the water available - even expand the size of the pool. The language of the dolphin is rich and compelling. The dolphin uses words to paint a picture not merely of the way things are, but the way things need to be. Through rich and vibrant imagery they create tomorrow in the room, today.

A master of language and story, the dolphin's metaphors are inclusive, often encompassing humour and drawing examples from nature to reframe perception. The dolphin is also comfortable swimming at any depth and, with one thrust from its powerful tail, can move from the surface to the bottom of the pool and be equally comfortable - be it organizational level, dealing with concepts, international exposure, and/or involvement in operations.

In that they put the needs of others first, trust is the abiding contribution that a dolphin brings to selling, the team, and building a constituency. A dolphin defines success in terms of value creation and lasting partnerships. What do we need to do to build a long-term relationship? Successful business development is predicated on building a value proposition focusing on where the customer will be and not where it's perceived that they currently are.

The dolphin invariably reaches out and asks to be coached - by another dolphin! The dolphin is perceptive and, with exceptional powers of hearing, is quick to identify the needs of others. The dolphin responds to problems
by reframing the context, creating strategic opportunities, encouraging diversity, building the team, and welcoming constructive conflict as an opportunity to generate new ideas. All this is performed with elegance and speed of action.

There's a Name for the Blah You're Feeling

"It wasn't burnout - we still had energy. It wasn't depression - we didn't feel hopeless. We just felt somewhat joyless and aimless. It turns out there's a name for that: languishing… Languishing dulls your motivation, disrupts your ability to focus, and triples the odds that you'll cut back on work."

Excellent article by Adam Grant explains how a sense of stagnation and emptiness may be the dominant emotion of 2021, and offers insights into what we can do about it.

"Even if you're not languishing, you probably know people who are. Understanding it better can help you help them."

Read "There's a Name for the Blah You're Feeling" leadership insights

The Challenge for Global Leaders and Learners

The challenge for global leaders and learners (those terms should almost be synonymous) is to learn how to adapt to changing business currents and how to selectively engage the experience and insights that have served us well in the past while embracing new knowledge and a new sense of open-mindedness for whatever comes next.

Part of this new playbook for professional and managerial growth is to make some well thought out investments in the next generation of leaders who may, sooner perhaps than you might have previously imagined, be successors to some of the most pivotal roles in your enterprise. Perhaps even yours!

You see, mentoring, encouraging and acting to promote promising younger stars in our modern-day, highly interconnected global organisations is not only part of the chemistry for future growth we need to achieve ambitious goals, but also the means through which we see business opportunities through a different lens and build the internal support for seizing them.

Insights from "Providing Opportunities for Next Generation Leaders".

Healthcare Business Outlook, Workplace, Culture and Leadership Trends

In the summer of 2020, Bedford Group Transearch, the leader in executive healthcare talent solutions, surveyed companies to gain perspective regarding their business outlook, workplace insights, culture and leadership trends, emerging from the Covid crisis. Polling executives from North America Pharmaceutical, Biotech, Medical Device/Technology and Healthcare Services, the following provides a summary of key results.

Read "Healthcare Business Outlook, Workplace, Culture and Leadership Trends" leadership insights

The Culture Conversation

TRANSEARCH International held "The Culture Conversation" webinar on the 8th July 2020.

Culture isn't an end in itself. It is a container for diversity. It both frames and supports the organisation's value proposition. It is the bedrock of a great brand. It is 'the engine' that drives change. It's what separates a great company from the rest of the pack. The greater the change, the more an organisation's culture has to reflect the new reality. Simply put, organisation culture and the leadership challenge implied, is more relevant at this moment than ever.

Leading the webinar was John O. Burdett, who has worked in over 40 countries as an executive and as a consultant for businesses that are household names. He has worked on and continues to work on leadership development and organization culture for some of the world's largest corporations.

For more information please visit or contact your local TRANSEARCH Consultant.

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Five TOP leadership competencies have future primacy

As we move into uncharted territory, TOP (Transforming, Outstanding, Performance tested) Talent refers to those fully equipped to excel in a, hitherto unknown, level of business and societal uncertainty. Five TOP leadership competencies have future primacy:

  • A Passion to Learn
  • Leadership Reach
  • Comfort with Ambiguity
  • Resilience
  • Culture Savvy

Which of the five leadership competencies outlined do you excel in? If you worked for you, what would you want you to change? Tomorrow's leadership WILL be different. Will you?

Insights from 'Tomorrow's Leadership Will Be Different' by John Burdett.