Leadership: Lateral Dialogues - Featuring Dr. Petros Oratis

Dr. Petros Oratis, a leadership and organization development consultant, team facilitator, and executive coach, believes modern organizational success hinges on embracing lateral leadership and fostering collaboration across hierarchical boundaries.

Lateral leadership refers to a leadership style that emphasizes collaboration, teamwork, and the ability to lead without relying on a formal position of authority.

Dr. Oratis advocates for leaders to address these interdependencies by creating spaces for dialogue and understanding, particularly in environments where power dynamics and competition may exist.

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TRANSCRIPT

Stephen Matini: I'm really happy to be here with you, we share the same passion and so I have a lot of questions for you, which are questions that I try to answer myself. I got into organizational development, you know, later on in my life. Previously I had a career in marketing, which I thought it was my thing. And then at some point out of pure coincidence I learned that I loved to work on organizational functions and to help people to perform better. How did it happen to you? Is this something that you have always known, but how did you get into this?

Petros Oratis: Yeah, that's a very good question on reconnecting with origins and the course of life. I think because I studied in Greece and our system there is quite specific as to how you end up in university. But I think maybe also globally at that age you might not really know what to study.

So I studied economics as an undergraduate, not necessarily by choice, but because I wanted to end up in organizations sort of in management.

On one hand, when studying economics is very interesting because you learned from very early on in life about systems and about interdependencies and the complexity of the world, which I think it's very helpful as a mindset to be grown from early on.

But it's also quite of a positive is science. So it has some sort of predictability in a way. Or you learn very quickly this idea of predictability and control and with knowledge and with models, if you apply them properly, you know you will get good results.

But human behavior is extremely complex and even if you get it a little bit in courses around psychology, organizational psychology, still, there is this idea that if we study it and we can predict it, we would know what to do about it.

And then of course you probably know from your practice and our profession, that's not how it works with large systems, with human behavior, even with us personally we might think in certain ways. So I started developing this curiosity of could I study human behavior more and differently from conventional studies?

I wanted to seek something else and that's how I ended up studying differently organizations. So systemically, I mean the discipline is called system psychodynamics, but the idea is that you also take the more unconscious processes that operate within us and in working relations and then in bigger systems.

Still the goal and the principle behind it is how can we understand human behavior so that we can actually address it differently but not, not from also I would say almost