1. THEME 1:
CHANGE AGENT FOR THE 21ST CENTURY
Session 3-4: Change agent as leader and manager
Prof Ben van Heerden
Centre for Health Professions Education
Faculty of Medicine and Health Sciences
Stellenbosch University
Sentrum vir Gesondheidsberoepe Onderwys Centre for Health Professions Education
Fakulteit Geneeskunde en Gesondheidswetenskappe  Faculty of Medicine and Health Sciences

2. Outcomes
After this contact session you should
be able to do the following:
• Describe the differences between
leadership and management.
• Describe a leadership model that integrates
appreciative, positive and collaborative
leadership approaches and that focuses on
strengths.

3. What is leadership?
“Leadership is an influence relationship
among leaders and collaborators who
intend real change that reflect their
mutual purposes.” - Rost JC.

4. Management Leadership
• doing things • doing the right
right thing
• use in: error • use in: areas
reduction, with no
system precedent, no
improvement data
• agenda: plan, • agenda:
budget, establish
control, direction, align
problem solve people,
• outcome: motivate, inspire
constancy, • outcome:
predictability change
Kotter. A Force for Change: How Leadership Differs from Management. NY: Free Press,
1990

5. Leadership
Weak Strong
Management
High Unsustainabl Sustainabl
e success e success
Aborted
Stagnation vision
Low
Kotter, Leader to Leader, Fall 1998:27-33.

6. DO: Management SEE/VISION: Leadership
HOW we do both will
determine how effective we are

7. Leadership model for the 21st Century
• Positive
• Appreciative
• Strengths
based
• Collaborative

8. Leadership model for the 21st Century
• Positive
• Appreciative
• Strengths
based
• Collaborative

9. Positive leadership
Positive
climate
Positive Positive
meaning relationships
Positive
communication
Kim Cameron. Positive Leadership: Strategies for Extraordinary Performance.
BK Publishers, San Francisco, 2008

10. Team performance research
High Medium Low
Performing Performing Performing
Team Team Team
Positivity 5.8 : 1 1.8 : 1 1 : 20
vs.
Negativity
Losada and Heaphy, American Behavioral Scientist, 2004

11. Leadership model for the 21st Century
• Positive
• Appreciative
• Strengths
based
• Collaborative

12. The Basic Two Lenses of Being
• Seeing the good
OR
• Seeing what is
not good
enough - the
deficits

13. “orthopaedics “orthopaedics
just dumped has given
another train another vote of
wreck onto confidence in
our ward” our team’s
clinical skills . .
.”

14. Reframe
“Overall I did not enjoy this block at all
and found it a great waste of time and
my intelligence; I don’t believe I gained
any experience or knowledge of
significance during this module”

15. Why is Hashim Amla a
batsmen and not a
bowler?

16. Leadership model for the 21st Century
• Positive
• Appreciative
• Strengths
based
• Collaborative

17. Strengths based Leadership
The most effective leaders:
• Are always investing in strengths
• Surround themselves with the right
people and then maximise their team
• Understand their followers needs
Tom Rath and Barry Conchie. Strengths based Leadership: Great
leaders, teams and why people follow. GALLUP Press, NY, 2008.

18. Strengths based Leadership
Four distinct domains of strength:
• Executing
• Influencing
• Relationship building
• Strategic thinking
Tom Rath and Barry Conchie. Strengths based Leadership: Great
leaders, teams and why people follow. GALLUP Press, NY, 2008.

19. Strengths based Leadership
Trust Compassion
• Honesty • Friendship
• Integrity • Happiness
• Respect • Love
Stability Hope
• Security • Direction
• Strength • Faith
• Support
• Guidance
• Peace
Tom Rath and Barry Conchie. Strengths based Leadership: Great leaders,
teams and why people follow. GALLUP Press, NY, 2008.

20. Leadership model for the 21st Century
• Positive
• Appreciative
• Strengths
based
• Collaborative

21. What is leadership?
“Leadership is an influence relationship
among leaders and collaborators who
intend real change that reflect their
mutual purposes.” - Rost JC.

22. So, what do I do as a 21st century leader?
Through my and other’s strengths, in
collaboration with others, I want to
engender trust, compassion, stability and
hope, by creating a positive climate,
meaning, relationships and
communication and applying appreciative
leadership.

23. Trust APPRECIATIVE Compassion
Positive
Executing
climate
Relationship building
Executing
In summary
meanin
Influencing
Relationship building
Positive
Strategic thinking
Positive
relationship
g Influencing s
Strategic thinking
Positive
communicatio
n
COLLABORATIVE
Stability Hope