Adadptiveldrsp2

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Adadptiveldrsp2

  1. 1. Adaptive Leadership <ul><li>Review – technical & adaptive problems </li></ul><ul><li>Leading from authority </li></ul><ul><li>Leading without authority </li></ul><ul><li>Surviving </li></ul><ul><li>The questions of adaptive leadership </li></ul>
  2. 2. Technical & Adaptive Problems <ul><li>Technical: modes of action required to deal with routine problems </li></ul><ul><li>Adaptive: a demand for innovation and learning </li></ul><ul><ul><li>Adaptive work consists of the learning required to address conflicts in the values people hold, or to diminish the gap between the values people stand for and the reality they face. Adaptive work requires a change in values, beliefs, or behaviour. (p. 22) </li></ul></ul>
  3. 3. Authority as a Resource for Leadership <ul><li>Providing a holding environment for containing the stresses of adaptive work </li></ul><ul><li>Can command and direct attention </li></ul><ul><li>Access to information/reality testing </li></ul><ul><li>Control over the flow of information </li></ul><ul><li>Power to frame the issues </li></ul><ul><li>Means to orchestrate conflict and contain disorder </li></ul><ul><li>Power to choose the decision-making process </li></ul>
  4. 4. Adaptive Leadership from a Position of Authority <ul><li>Means going against the grain </li></ul><ul><li>Provides questions, not answers </li></ul><ul><li>Lets people feel the threat in order to stimulate adaptation instead current roles </li></ul><ul><li>Disorients people so new roles develop </li></ul><ul><li>Generates conflict rather than quelling it </li></ul><ul><li>Challenges norms instead of maintaining the status quo </li></ul>
  5. 5. 5 Strategic Principles of Adaptive Leadership <ul><li>Identify the adaptive challenge </li></ul><ul><li>Keep the level of distress within a tolerable range for doing adaptive work </li></ul><ul><li>Focus attention on ripening issues and not on stress-reducing distractions </li></ul><ul><li>Give the work back to people but at a rate they can stand </li></ul><ul><li>Protect voices of leadership without authority </li></ul>
  6. 6. Authority: Key provisions <ul><li>Holding environment </li></ul><ul><li>Command and direct attention </li></ul><ul><li>Access to information </li></ul><ul><li>Control over the flow of information </li></ul><ul><li>Power to frame the issues </li></ul><ul><li>Means to orchestrate conflict and contain disorder </li></ul><ul><li>Power to choose the decision-making process </li></ul>
  7. 7. Leading from position of authority <ul><li>Formal: powers of office; job description; legislation </li></ul><ul><li>Informal: power to influence attitude & behavior; expectations of trustworthiness, civility, ability </li></ul>
  8. 8. Leading without authority <ul><li>The non-dominant viewpoint </li></ul><ul><li>Some advantages </li></ul><ul><ul><li>Don’t have to follow the norms </li></ul></ul><ul><ul><li>Focus on a single issue </li></ul></ul><ul><ul><li>Closer to the stakeholders </li></ul></ul>
  9. 9. Examples: DEVIANTS <ul><li>Ghandi </li></ul><ul><li>Margaret Sanger </li></ul><ul><li>Martin Luther King </li></ul><ul><li>Other historical examples </li></ul><ul><li>Examples in school systems </li></ul>
  10. 10. Considerations & Limitations <ul><li>Little control over holding environment </li></ul><ul><li>Lack of “big picture” </li></ul><ul><li>Need to read the authority figure </li></ul><ul><li>Vulnerability of becoming the lightening rod </li></ul><ul><li>Assuming that only authority figures can make change </li></ul>
  11. 11. Staying Alive <ul><li>Leadership is dangerous </li></ul><ul><ul><li>Can be silenced </li></ul></ul><ul><ul><li>Can be killed </li></ul></ul><ul><li>Leaders always fail someone </li></ul><ul><li>Leadership is lonely </li></ul><ul><ul><li>Myth of the lone warrior </li></ul></ul>
  12. 12. To Survive <ul><li>Manage yourself </li></ul><ul><li>Manage the social environment </li></ul>
  13. 13. Getting on the Balcony <ul><li>Identify the adaptive challenge </li></ul><ul><ul><li>Key questions p.258 </li></ul></ul><ul><li>Regulate Distress </li></ul><ul><ul><li>Key questions p.259-260 </li></ul></ul><ul><li>Direct disciplined attention </li></ul><ul><ul><li>Key questions p.261-262 </li></ul></ul><ul><li>Give work back to the people </li></ul><ul><ul><li>Key questions p.263 </li></ul></ul>
  14. 14. 7 Practical Suggestions Leading without losing effectiveness or collapsing <ul><li>Get on the balcony </li></ul><ul><li>Role/self distinction </li></ul><ul><li>Externalize conflict </li></ul><ul><li>Find partners </li></ul><ul><li>Listen – use oneself as data </li></ul><ul><li>Find sanctuary </li></ul><ul><li>Preserve sense of purpose </li></ul>
  15. 15. Adaptive Leadership: Leadership requires a learning strategy <ul><li>The adaptive demands of our societies require leadership that takes responsibility without waiting for revelation or request. One may lead perhaps with no more than a question in mind. p.276 </li></ul>
  16. 16. Final Thoughts <ul><li>What adaptive challenge do you currently face in your work environment? </li></ul><ul><li>Where will you find sanctuary this winter break? </li></ul>

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