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Leadership Culture Model
The document presents a leadership and culture model called 'Birds of a Feather' by Kathryn Alexander, emphasizing the importance of leadership styles in shaping organizational culture. It categorizes leadership traits into five types (Canaries, Penguins, Eagles, Barn Swallows, and Swans), each with distinct characteristics and contributions to team dynamics. Additionally, it discusses the role of assessments and technology in enhancing clarity, engagement, and adaptability within organizations.
Leadership Culture Model
- 1. © Art ofLeadership Impact! A LEADERSHIP AND CULTURE MODEL: BIRDS OF A FEATHER™ Presented by Kathryn Alexander, MA The Art Of Leadership - Impact!
- 2. © Art ofLeadership Impact! KATHRYN ALEXANDER, MA • Consulting with Fortune 50 and start-ups • Passionate about change • Learned leadership makes a difference • Root cause-beliefs and values • Now a Culture Coach
- 3. © Art ofLeadership Impact! THE MODEL: BIRDS OF A FEATHER™ • Describes world views • Brings to light hidden needs • Aspects reside in everyone • Trust advances, Fear retreats • Have different ‘ethics’ • Prefer different leadership styles and structures
- 4. © Art ofLeadership Impact! THE MODEL • WE stand on the need to feel safe (Canary) • We act safely when the rules are understood (Penguin) • We strive to win an will make the rules to feel safe (eagle) • These three are ‘Me’ focused and all about safety • Primary (survival) ethics are taken for granted • Protective Value Set™ a natural
- 5. © Art ofLeadership Impact! THE MODEL • When confidence takes over diversity is sought and relationships become key (Barn Swallows) • Swans seek to serve through personal challenge • The focus is on ‘Us’ • Secondary ethics (how we survive and prosper) are taken for granted • Effective Value Set™ and even the Sustainable Value Set® are claimed Questions?
- 6. © Art ofLeadership Impact! CANARIES • The canary in the coal mine • Fight or flight • Needs constant assurance • Likes to left alone or with a consistent few • Their gift: they are very sensitive to potential issues - addressing this means better, more robust decisions!
- 7. © Art ofLeadership Impact! PENGUINS • Honor a ‘higher’ authority • Know and follow the rules • Prefer being obedient to a recognized authority • Seek others like themselves • Do NOT wish to be leaders • Their Gift: They prevent ‘rule creep’ and maintain standards!
- 8. © Art ofLeadership Impact! EAGLES • Live to win • Are very creative when trying to do so (may look like Swans) • Make the rules • Need to see evidence of ‘winning’ • Distrust what they can’t control • Their Gift: A real commitment to win!
- 9. © Art ofLeadership Impact! BARN SWALLOWS • Strongly relationship oriented so teams are great • Love learning so sharing mistakes to prevent a reoccurrence makes sense • Diversity means more knowledge • Their Gift: Appreciation for individual uniqueness
- 10. © Art ofLeadership Impact! SWANS • Want to be of service • Love a personal challenge • Hate to be told what to do • Experiment and play • Often take a back seat • Their Gift: Surprising results and a strong US focus Questions?
- 11. © Art ofLeadership Impact! LEADERSHIP & CULTURE • The leader determines the culture • Eagles want to lead • Volatile situations require creativity, flexibility, and distributed leadership - a collaborative or innovative culture • The question is - who leads?
- 12. © Art ofLeadership Impact! AN EFFECTIVE ORGANIZATION Structure D esign Culture LeadershipStrategy Values Strategy Culture LeadershipStructure Design Values Alignment is Key
- 13. © Art ofLeadership Impact! EAGLE LEADERSHIP • Prefers a Command & Control culture • Comfortable with the structure • Loyalty is good • Expects obedience & discipline • Effective in a stable environment
- 14. © Art ofLeadership Impact! BARN SWALLOW LEADERSHIP • Prefers a Collaborative culture • Comfortable with the structure & holarchy • Diversity is good • Expects learning & teams (self-organized/liberated) • Effective in a changing environment • Emotions are accepted
- 15. © Art ofLeadership Impact! SWAN LEADERSHIP • Prefers a Creative culture • Comfortable with the structure • Experimentation is good • Expects high trust & independence • Effective in a changing environment • Willing to take strategic risk Questions?
- 16. © Art ofLeadership Impact! INDIVIDUAL & CULTURE
- 17. © Art ofLeadership Impact! TEAMS - CURRENT & IDEAL • Each story is individual • Lots of blame & finger pointing • Hidden agreement • Ability to coach each other Questions?
- 18. © Art ofLeadership Impact! WHY ASSESSMENTS AND MODELS? • Assessments provide clarity on what is • They are a reality check versus belief (+ or -) • Gain a new appreciation of others (individuals & departments) • Enable a better fit between work/strategy/ and needs (both individual and organizational) • Help to manage expectations
- 19. © Art ofLeadership Impact! WE’RE NOT IN KANSAS…. • Technology can ensure that all needs are met • Thought Engagement (group voice) • DemocracyOS (group decision-making) • Implications Wheel (implications and consequences) • Large Group Techniques (Future Search, World Cafe, Open Space, Appreciative Inquiry)
- 20. © Art ofLeadership Impact! TECHNOLOGY HELPS: • Provide a systems view and process • Help balance fear, distrust, power & control issues • Provide security, belonging, ability to individually contribute, diversity • Prevent group think, power grabs, hidden agendas, and distractions
- 21. © Art ofLeadership Impact! WE ARE EVOLVING • We are expanding from I we us • From human centric Life centric • From static dynamic • From control emergence • Enjoy the Journey! Questions?
- 22. © Art ofLeadership Impact! WE ARE HERE TO HELP KATHRYN ALEXANDER, MA GET ON THE EMAIL LIST ArtOfLeadershipImpact.com 866-872-8623 or 303-818-4147 ArtOfLeadershipImpact@gmail.com