The document outlines the concepts of adaptive and transformational leadership, emphasizing the importance of understanding leadership styles and their application for school growth. It discusses the characteristics of effective leaders, the significance of followers, and how adaptive leadership fosters a culture of innovation and resilience. Additionally, it highlights the adaptive leadership process, its challenges, and essential components for successful leadership.

1. By the end of the interaction,
By the end of the interaction,
participants will be able to:
participants will be able to:
1. Describe adaptive and transformational
leadership.
2. Apply either leadership styles where needed.
3. Use the leadership styles to enhance school
growth.

2. Introduction
Introduction
Leadership is the ability to develop a vision that motivates
others to move with a passion toward a common goal. So
leadership is a process by which a person influences
others to accomplish an objective and directs the
organization in a way that makes it more cohesive and
coherent.
"Leadership is the
capacity to translate a
vision into reality."
- Warren Bennis.

3. More
More Definition
Definitions
s
 leadership is the “process of social
influence in which one person can
enlist the aid and support of others in
the accomplishment of a common
task”.
M Chemers.
 "Leadership is ultimately about
creating a way for people to
contribute to making something
extraordinary happen."
Alan Keith.

4. Four factors of leadership

5.  Leader - You must have an honest
understanding of who you are, what you know
and what you can do. To be successful you
have to convince your followers not your
superiors, that you are worthy of being
followed.
 Follower -You must know your people. The
fundamental starting point is having a good
understanding of human nature, such as
needs, emotions and motivation.

6.  Communication-The nonverbal
communication is leading. E.g.- when you
set example that communicates to your
people that you would not ask them to
perform anything that you would not be
willing to do. Bad communication harm the
relation between leader and employee.
 Situation-We must use our judgment to
decide the best course of action and the
leadership style needed for each situation.
What we do in one situation will not always
work in another.

7. Leadership
Leadership is a relationship where
influence is given to meet individual or
group goals.
"Leadership is an intangible quality with no
definition. That's probably a good thing, because
if the people being led knew the definition, they
would hunt down their leaders and kill them."
- Scott Adams
"There are three essentials to
leadership: humility, clarity and
courage."
- Chan Master Fuchan Yuan.

8. A leader
A leader is a person who helps an individual or
a group of individuals in achieving their goals.
A leader does not always have to be the
A leader does not always have to be the
president, or the elected leader. It may
president, or the elected leader. It may
be an active leader of the group, or
be an active leader of the group, or
someone who reaches out to help another
someone who reaches out to help another
person.
person.
A follower
A follower is an individual who follows the
ideas, goals, or tasks of a leader. Followers
are developed by working together to identify
goals and strategies for achieving the goals.

9. ADAPTIVE LEADERSHIP
ADAPTIVE LEADERSHIP

10. What is adaptive leadership?
What is adaptive leadership?
 Adaptive leadership entails learning
new things. If one technique is not
yielding desired results, an adaptive
leader goes out of his or her way to
discover new strategies that can
work. With new techniques, both
the employees and the company at
large will experience growth and
development

11.  Adaptive leaders tend to collaborate with
their teams, fostering a participative
environment where decisions are often
made collectively. They believe in
harnessing the collective intelligence of
the group.
 Adaptable leaders foster a culture of
innovation within their organizations. They
encourage team members to explore new
ideas, take calculated risks, and challenge
the status quo. This approach leads to
greater creativity and the development of
innovative solutions.

12. Adaptive Leadership
Adaptive Leadership
According to Forbes, there are four main
principles:
 Organisational justice.
 Emotional intelligence.
 Development.
 Character.
The core activity in adaptive leadership
 The ability to make their employees better
at their jobs through motivation,
encouragement, and support

14. OPERATING ADAPTIVE
OPERATING ADAPTIVE
LEADERSHIP
LEADERSHIP
cultivating resilience, embracing
change, and leading your team
effectively, you can navigate
challenges, seize opportunities, and
achieve sustainable success.
empower your team to adapt,
innovate, and lead confidently in an
ever-evolving business landscape.

15.  Adaptive challenges are situations for which
solutions lie outside the current way of operation.
 Difficult to identify (easy to deny). People often
resist even acknowledging adaptive challenges
 Require experiments, new discoveries, and
adjustments from numerous places in the
organization.
 Without learning new ways—changing attitudes,
values, and deep-seated behaviors—people cannot
make the adaptive leap necessary to thrive in the
new environment.
 Calls for changes of heart and mind—the
transformation of long-standing habits and deeply
held assumptions and values.
Distinguishing Technical Problems
Distinguishing Technical Problems
from Adaptive Challenges
from Adaptive Challenges

16. Adaptive Change
Adaptive Change
 People don’t resist change per se.
 People love change when they know it’s a good thing.
(No one gives back a winning lottery ticket.)
 People resist loss. When change involves real or
potential loss, people hold on to what they have and
resist the change.
 The common factor generating adaptive failure is
resistance to loss. A key to leadership , then, is the
diagnostic capacity to find out the kinds of losses at
stake in a situation.
 Adaptive leadership leadership almost always put you
in the business of assessing, managing, distributing,
and providing contexts for losses that move people
through these losses to a new place.

17. Adaptive Change
Adaptive Change
 Adaptive leadership is a process of conservation
and loss.
 “Of all that we care about, what must be given up
to survive and thrive going forward?”
 “Of all that we care about, what elements are
essential and must be preserved into the future,
or we will lose precious values, core competencies,
and lose who we are?”
 As in nature, a successful adaption enables an
organization or community to take the best from
its traditions, identify, and history into the
future.

18. You May Be Facing an Adaptive
You May Be Facing an Adaptive
Challenge If. . .
Challenge If. . .
 the solution requires operating in a different way than
you do now. . .
 the problem AND the solution require learning. . .
 the solution requires shifting the authority and
responsibility to the people who are actually
affected. . .
 the solution requires some sacrifice of your past ways
of working or living. . .
 the solution requires experimenting before you’re sure
of the answer. . .
 the solution will take a long time. . .
 the challenge connects to people’s deeply held values. . .

19. The Adaptive Intervention
The Adaptive Intervention
Process
Process
1. Observing events and
patterns around you;
2. Interpreting what you
are observing (developing
multiple hypotheses
about what is really
going on; and
3. Designing interventions
based on the
observations &
interpretations to
address the adaptive
challenge you have
identified.

20. Adaptive Leadership Process
Adaptive Leadership Process
1. DISCERN: Are you facing technical
problems for which technical fixes will
be appropriate or are you facing
adaptive challenges or are you facing
both?
2. IDENTIFY: What are the significant
adaptive challenges?

21. Adaptive Leadership Process
Adaptive Leadership Process
3. INTERPRET: What you are observing about this
adaptive challenge.
 Is there any part of this challenge that is new and that
might need a different strategy than what is usually done?
 Who are the key stakeholders, and how might they be
positively affected or negatively affected? How would
they describe the situation and the stakes for them?
 How generalized is the urgency to do something or do you
have to figure out how to ripen the issue?
 What are the adaptive elements of this
challenge/situation, and what are the technical aspects?
 Is this the only organization facing this
challenge/situation? What responses are others making?

22. What are the weaknesses of
What are the weaknesses of
adaptive leadership?
adaptive leadership?
 One potential downside is that it can
be a slow and complex process. As
leaders navigate through adaptive
challenges, they may encounter
resistance or find it difficult to
implement changes due to the
complex nature of the issues at hand.
This can lead to frustration and
impatience among leaders and team
members.

23. Transformational Leadership
Transformational Leadership
Actions that transcend one’s own
self-interests with the purpose of
empowering, inspiring, and
challenging others to achieve a
higher level of functioning. (Bass &
Riggio, 2006) SMARTI Goals
Specific
Measurable
Action-Oriented
Realistic (but
challenging)
Time-based
Important for you!

24. Guidelines for Transformational
Guidelines for Transformational
Leadership
Leadership

25. Four ‘I’s of Transformational Leadership
Four ‘I’s of Transformational Leadership

26. REMEMBER
REMEMBER…
…

27.  "Man's mind,
stretched to a
new idea, never
goes back to its
original
dimensions."
- Oliver Wendell
Holmes
 “Learning is
defined as a
change in
behaviour. You
haven't learned a
thing until you can
take action and
use it.”
- Don Shula and Ken
Blanchard

28. But What if I Have a
But What if I Have a
Setback?
Setback?

29. The Handwriting on the Wall

32. Finally
Finally
Have a Nice Day!
Have a Nice Day!