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Shell & Exxon – new tipping point, says Greenpeace

Filed under Climate Emergency

5 June 2021

Jennifer Morgan is Executive Director, Greenpeace International. Here she talks with TTU’s founder and director Nik Gowing 24 hours after a Dutch court ruled against Shell for violating human rights.

In a remarkable ruling the judge ordered the hydrocarbon giant to cut emissions by 45% in the next nine years. Simultaneously, big investors forced Exxon to diversify its board and embrace sustainability. This was in defiance of the CEO’s appeal not to do so.

This is a shortened version of Nik’s interview for Climate Action’s Energy Transition summit on 27 May 2021.

JM: We’ve seen historic changes just in the last 24 hours. The Shell case represents a tipping point. It’s the first time that you’ve had a corporate held accountable for its emissions, and ordered to immediately start reducing those emissions to what the IPCC says is needed. This is even while Shell appeals. And to put something that is more important than their corporate profit first, which is the well being of people, especially younger people around the world.

Acceleration of change is underway

So I think if you combine that with the other things that you noted, it’s just very clear that the acceleration, the pace and the scale of the change to phase out fossil fuels in a just way - those transitions that occur have to be done with workers at the table and have to be done in a just way, a socially just way - this is happening. Look at the 1.5 degree target. The scientific consensus is that 1.5 degrees and staying low is still possible. Yes, there may be a year when that increases or goes across that threshold. But what will make the difference is what we do today, what we do tomorrow. What we do next year, what policymakers do. That’s really the focus. The costs, of course, are just immense if we don’t go in this direction.

But I think it is one of those moments where you feel the earth shift slightly after years, really years of efforts by social and environmental movements.

NG: But I can imagine that if this hadn’t happened we would be having a discussion where quite understandably you’d be saying what we’ve got to do is … But what you saw for Exxon yesterday, is three pension funds, two big advisory services, three of the biggest fund managers, essentially saying, Exxon, you’ve got to have a different board so that you think differently about sustainability, the climate emergency, and possibly reverse or qualify the extraordinarily committed development that Exxon has at the moment to keep expanding on hydrocarbons.

Actions are now following words

JM: Yes: those are important developments. But look at BlackRock [world’s largest asset manager]. It’s nice to see the words followed with actions now. Last year they talked about phasing out financing for coal. But we know that their actions are not following as quickly as their words. So I think it was good to see them active in the way that they were.

Look at what Exxon has been doing over decades of bringing doubt into the public debate. So it’s about time that they started shifting. But they need to completely transform. They have to phase out fossil fuels. They have to stop doing exploration. So it’s a good start, but the pace and scale have to be just much greater. It’s good to see the investors out there. But they also need to stop investing in coal, oil and gas in order to keep us within a stable future.

NG: But what about the very clear red flag and fist which have gone up in a very peaceful way though. A fist which has gone out saying, thus far, no further. In other words, you’re seeing mobilisation in the Dutch Shell case which obviously depended on the judge as much as anything else. But a two year campaign by a lot of environmental groups, 17,000 citizens as well, producing that kind of decision by a judge, telling Royal Dutch Shell, a major global corporate, they’ve got to reduce their carbon footprint over the next eight years by 45% as a legal expectation now. Could you ever have imagined that a couple of years ago, or even a couple of months ago?

JM: I think it’s hard to grasp. There have been cases for many years. The Philippines Human Rights Commission is considering a case against the carbon majors for the damages that they’ve caused. But to have a company like Shell being held accountable for its emissions is definitely historic.

Power shift to the People

I think what you’re talking about is, I think, this power shift that is happening. People, youth, parents, everyday people are realising what’s at stake. So you’re seeing that kind of mobilisation. It has never been seen before for a just and fair of future.

You had another case a couple of weeks ago in Germany. The Federal Constitutional Court found in favour of nine young people that the government was not acting quickly enough to reduce emissions. Therefore the intergenerational equity issues were such that they ordered the German government to reduce emissions more quickly. Amazingly in just about a week Germany went from a 55% reduction to a 65% reduction.

So it is possible. I think these are the types of shifts that we’re seeing of social movements, racial justice movements, environment movements, coming together because Shell is not just bad for the environment, Shell is bad for people. It’s bad for development. It’s bad for health. I think now you’re seeing something that we haven’t seen before. I think it is really a building of people power around the world for a better future for their kids.

NG: Let me quote you Donald Pols, Director of Friends of the Earth Netherlands. He said the verdict meant that “climate litigation has now become a material risk to all major polluters, who should address this by implementing plans to reduce emissions”. So a material risk now is not just the risk of investments being left high and dry. There is now a material risk of litigation, not least for violation of human rights.

The new material risk

JM: Indeed. A material risk for violation of human rights, which is what we’ve seen in the Shell case. A material risk. In the Philippines’ Human Rights Commission the plaintiffs are seeking costs to cover the damages for loss and the damage that they are experiencing. And that is why you see oil companies in policy debates asking for an out for that. This material risk exists but what the Shell case does - and I agree with Donald Pols, is it is it just puts it from theory into business right there on the table. It will have repercussions I think all over the industry. If they weren’t taking this seriously before, they must be now, I hope they maybe didn’t sleep very well last week.

NG: Do you believe that major corporates can be shaken by this kind of thing? Greenpeace has been so active for so long. In some ways, you’ve made progress. Indeed I chaired an event for Climate Action between one of your very senior officials and the chair of Shell, UK and Ireland. See https://www.thinkunthink.org/latest-unthinking/2020-07-28-oil-giants-and-sustainability-campaigners-the-new-common-cause. It was quite clear they agreed remarkably that there was about a 75% coming together on major issues. Is there now a convergence taking place? Are you having impact in a way which is going to hasten energy transition? This at a time when the International Energy Agency said last week that even if everything we’ve committed to is done, it’s nothing like enough. Nothing like enough to achieve what is needed to reduce and mitigate the climate crisis.

JM: I think it’s clear that activism, that people, are having a difference and having an impact like we saw in the case of Shell. Whether corporates are being shaken or not will depend on government. So in some ways you could say the courts have stepped in where government has failed. Because in the case of Shell, in the case in Germany, in the case of many of the instances in the United States where there are also cases being brought against fossil fuel companies, we do not have laws or regulations that require just and fair reduction of those greenhouse gas emissions and fossil fuels.

System has to be shaken

I think corporates will only be shaken if the system is actually shaken. If we see that through these developments governments start putting people and planet first, they stop allowing the corporate interest to be dictating what the laws look like. So we need binding laws. We need financial regulation on these actors that we’ve talked about to have to actually transition plans to move away from funding fossil fuels and deforestation as well if we go into the land use sector. We need laws that actually hold officers to account. In France they have proposed a law that companies who do not actually phase out to zero shouldn’t be able to pay their dividends out to their shareholders. So that’s when I think corporates will start to be shaken. We need governments now to really listen to people and science, and move fast.

NG: Let’s focus on systemic change which includes regulation: the business mood and environment in which everyone’s operating. I was very struck by the reporting which I’m reading in the Washington Post about the chief executive of Exxon Darren Woods. He actively lobbied to make sure no one voted for new members of the board. He appears to have been furious because actually there were two new members of the board. One is a former Harvard professor and former chief executive. They’re not just any old person. These new proposed board members are people with a significant record in leadership. So what you’re seeing there is a rearguard action, a very determined effort to make sure that the way Exxon is operating at the moment: they want to continue it. They do not want to recognise the kind of things you’ve just been talking about.

Yes! We can act quickly.

JM: I think change can happen quickly. We’ve seen that in what happened when the world recognised the emergency around Covid-19. The climate crisis is also an emergency. So yes! We can act quickly because the solutions are actually here and now and they are cheaper. Bloomberg New Energy has documented that renewable energy is cheaper, than new coal or gas. So the solutions are actually there.

The thing that can happen quickly in society is there can be tipping points. A company that used to be the hero old company of the world, all of a sudden isn’t socially acceptable anymore. Who wants to work for a company that goes behind the door and tries to keep people off their board who want to bring climate science in? Or who has been denying, and spreading doubt for decades in the climate science debate?

Those things can happen very quickly. You can change social norms and make it untenable for people to want to work for such a company in the future. We know what needs to happen: there are so many plans that are there. Scientists have been so clear. Politicians now have to put those laws in place. And it’s possible. We’re seeing it. But it will require that kind of courage to create a new system. That is one where you don’t have the majority of funds for COVID recovery still going into fossil fuels, but rather one that really says we want the health and well being of people on the planet first. That means a just and fair transition for workers. It means having them at the table when these things are developed. It means really looking at social inequalities at the same time. And it means climate justice.

NG: There’s a question here from Gardner Hill. He mentions climate justice, He asks: as significant as the Dutch legal case is, in itself, it does not change or make the energy transition any more economic. So what else is needed to make the transition more equal?

JM: Yeah. What’s needed is really seeing across the board the linkages that are occurring which have been exposed during COVID, right? We see even more than inequalities, the gap between rich and poor. We see the racial inequalities and we see the climate crisis that’s happened at once. That means you need through a just transition to have workers at the table, to have the funds coming from the companies, not the taxpayers, from the companies into the retraining, into making sure that they can keep their social health benefits, into community development into those places to have that kind of just transition. But you also really need to be paying attention to the broader economic model of not having this ultra neoliberal capitalism where the most important thing is profit. I think what the Dutch case does, is it puts people in front of that profit.

Leadership in a time of radical uncertainty is not about drawing up detailed plans and setting target goals. It is about creating a ‘dream,’ a vision of where to travel together, how to do it, and the different responsibilities to get there.

The highest human motivation comes from being on what we call a ‘loveable journey’. Where we are driven by the ‘dream’ and at the same time we also feel loved or appreciated for our efforts.

That is why purpose is such a strong driver in our modern society. It creates a space for people to unfold their potential in a different way.

The idea that a purpose or a ‘dream’ has to be at the heart of leadership is certainly not new.

The best summation of it comes from almost 100 years ago. ‘Grand will’ is how philosopher Martin Buber brilliantly defined purpose in his book, I and Thou, in 1923.

Buber called it: “a state of being, where our life is naturally infused with meaning, and where we sacrifice our ‘puny, unfree will’ to our ‘grand will’.

Buber’s concept of ‘grand will’ also gets right to the heart of what these days is called ‘meaning driven motivation’. The ‘Dream and Details way of travelling’ is how I and Jim Hagemann Snabe summed it up in our book, Dreams and Details, published in 2018. It is a contemporary leadership model drawing on and developing from decades of great thinking.

Leaders must listen first

Now, Jim and I plan to go even deeper into understanding the motivations and human drivers in their next book. It has the working title; Unleashing Human Potential. It will examine the ‘magic things’ that happen, sometimes suddenly and unexpectedly, when people are empowered to develop themselves, and to unfold their potential.

The book aims to show how do they do that.

Motivation and purpose are key if humanity is to have any hope of tackling the climate emergency and to curb the pandemic. It has to be done fast and across so many aspects of our lives. There is so little time left. Otherwise, humanity will be in a very bad situation.

There are so many innovative management methods such as working in Sprints and with Agile management tools. But now, given the huge scale of the challenge, arguably the biggest humanity has ever faced, it is necessary to go much deeper into understanding what drives motivation and the fundamental human drivers.

Throughout my career as an athlete and top coach I have been fascinated by the drivers for high performance for teams and individuals. In the Dreams and Details methodology that Jim and I have devised we encourage leaders to listen to all their employees, to listen to the board, and to listen to their peers.

It is essential that leaders listen first and then determine the journey in the light of what they have heard. That’s leadership in the sense of followership.

Having listened and learned, the leader determines the inspiring Dream linked to meaning and purpose. They set the direction, and define the goals for the journey, and the right mindset that is needed to achieve it.

Leaders then need to create what we call “a bridge” outlining the mindset and the framework, so they can ask to their employees; “do you want to join us?”

We encourage leaders to tell their teams: “If you’re going to do that, we’re going to help you, we’re going to train you, we’re going to make you the best possible person to achieve our ambitions. When you are like that, you will be a totally different person, with a new, greater potential. And we will help you and love you for that.”

That is Servant Leadership. It is showing a leader’s will, love and their ability to serve and sacrifice.

Seek permission to influence people

It may sound risky, but I learned its immense power when I was Denmark’s National Volleyball Coach. I was lucky to be head coach twice. In 2002, Fred Sturm, a great American coach took over my job after I had done it for a decade, quite successfully I thought, using conventional coaching.

Fred Sturm is a very experienced and successful US coach. He has a very unusual approach. During Fred’s time as Danish head coach, I served as his sports director. In one of our first meetings, he brought me a gift. Fred said: “Mikael, I think you should read this book. It would help you a lot. It is called, The Servant, A Simple Story About the True Essence of Leadership.”

I got the book and read it immediately. It was written by James C Hunter, a US management specialist, in 1998. He was inspired by Robert Greenleaf, who first defined Servant Leadership over 50 years ago. It still has huge relevance today. It has transformed my thinking.

Hunter tells the story about a guy he calls John Daily, who has problems in his business life. His wife is on the brink of demanding a divorce. She tells him as a last resort to go to a seminar in a monastery.

So, he signs up and he is put in a group with four other people; a preacher, a teacher, a soldier, and a sports coach. The Monk running the seminar takes them on an intense learning journey over two weeks to understand deeply Servant Leadership. To make the storyline credible, the fictional monk, Brother Simeon, was previously a Fortune 500 executive with decades of experience in business transformation – like the author himself.

Robert Greenleaf’s original message is that, if you want to influence other people, you shouldn’t try to be a powerful leader - which is what I had been trying to do as a young leader. I learned that, instead, you have to be looked upon as an authority. That way you are given the ‘permission’ to influence people by being a Servant to the team. That’s what Fred tried to help me understand.

When I was made head coach the second time, I understood that you have to put the needs of the team first. You must focus your leadership on helping people to develop and perform as highly as possible. I saw for myself that this is transformational in the leader’s relationship with their team.

You have authority NOT because you have power that you can impose simply by dint of being the leader, but because the team members choose you - because of how they perceive your actions. They confer on you the authority and the right to influence them. It is hugely motivating and empowering.

I have further developed my understanding on this form of motivation thanks to two other US academics; Richard Ryan and Edward Deci. In their book, Self-Determination and Intrinsic Motivation in Human Behavior, published in 1985, they developed what they call self-determination theory (SDT).

As with servant leadership, SDT describes autonomy as a powerful motivator. In the best case, autonomy is done in the context of loving and appreciative relationships.

The meaning of life is to be loved

A person’s superiors, colleagues, also their family and friends acknowledge who they are, and what they’re doing. They love and appreciate them for doing that. This would be the best position for every human being to be in during their lifetime, both in the workplace and at home.

If we combine SDT with servant leadership it becomes radically different to the regular leadership model. That’s why we devised the Dreams and Details approach to help leaders to know both how ‘to do,’ and also to understand how “to be.” That is key to unleashing human potential.

It is about taking the engagement and the commitment in totally new directions from the prevailing models where you’re measured in a plan, looked-on as a resource, and only measured by whether you reach your target or not.

We all have had situations where we feel the difference when we can feel the support from those around us. And that was why Ryan and Deci said it is a little bit like ‘mass love’. In other words, it is the love and appreciation from the group or community that you are a part of.

I have been asked the question many times: “What is the meaning of life?” I do not hesitate to answer, the meaning of life is to be loved.

This is an existential need because during the evolution of Homo Sapiens; if we were not loved by our family, if we were not loved by our tribe, or wherever we were part of, it could be fatal.

An isolated human being is so vulnerable and so fragile and alone. So we need to be a part of a group to make sure that we can survive. This is bound deep into our original biology and into our evolution.

You can link everything in modern life to this. When people ask me in a company where I am coaching, “Mikael, what is leadership about?” I always say: “The most important part is that you create growth with love and appreciation.”

It is a life journey where you help your people to be loved on that journey through their life and, in particular, in that part of their life when they are an employee in your company. That is how you contribute to making sure they behave within the company in that way.

It is the ultimate goal of what Ryan and Deci called the motivational continuum. The highest of six stages in the continuum, and what you should aim for, is integrated, meaningful motivation.

How we achieve that highest level of meaningful motivation is what our next book will be about. And how we all can achieve it. We believe that our duty as leaders is to create what we call ‘loving journeys’ for the ones we are chosen to lead, securing their meaning of life.

The ideas in this article will be discussed in the next virtual Afternoon Tea with Nik and Chris to be hosted by Idonea on 23 June 2021.

Interested? Then, please do join us.