adaptive leadership by reetu raina. current scenario the most certain thing in today’s business...
TRANSCRIPT
Adaptive Leadership
By Reetu Raina
Current Scenario
The most certain thing in today’s business environment is
Uncertainty ????
So we need to prepare leaders for unknown
The Need for New, Adaptive Leadership
Complex, Significant Challenges
Myth that Better Execution and Improving Operations Alone will Accomplish Needed Results
What is Adaptive Leadership
Adaptive leadership is given to impacting the environment. It addresses a very active form of leadership, not a passive effort taken merely to adjust to circumstances as found. Biology teaches that relationships between living entities are circular and interactive. Our organizations are also living systems, being composed not just of capital goods and technology, but of people.
Adaptive Leadership, Relational DialogueSocial Leadership
Leadership Level III
Inter-Personal InfluenceRelationship-Based
Leadership
Leadership Level II
Personal DominanceLeader-Based Leadership
Leadership Level I
Setting direction, priorities, mission, vision, goals, purpose and taking immediate action
Creating commitment, alignment, motivation, spirit, teamwork, and political skill
Facing adaptive challenge, creating meaning.Innovation, change, dealing with paradigm shifts
Wholistically framing issues, creating context for dialogue, managing creative conflict and tension.
Stimulating/consolidating organizational learning
Leadership Level and Associated Tasks
Adapted from Drath and Heifetz
Knowing-Doing” Gap
Leaders always don’t fall more because of lack of execution than lack of vision
Why Gap
Pfeffer and Sutton suggests five reasons
Talk over the action
Memory Substitutes for Action
Fear Prevents Action
Measurement Obstructs Good Judgment
Internal Competition – Friend becomes Enemy
Talk
Talk is cheap
Talk makes you look clever
Education system oriented towards talk
Talk in seminars, write papers
No need to act
Companies talk about acting
But don’t act
Overcoming the gap
Action oriented organization & culture
Reward action not discussion
Trust people
Coaching / Mentoring / Master-Apprentice
Embedded training - On the job training
Reduce gap between learning and doing
Repeat attention
Simplicity
One or two things at a time
Adaptive Leadership Challenges…
“Making progress on these problems demands not just someone who provides answers on high, but changes in our attitudes, behavior, and values. To meet challenges such as these, we need a different idea of leadership and a new social contract that promote our adaptive capacities, rather than inappropriate expectations of authority.”
The leader does not impose a solution: the final solution emerges from the dialogue of all the parties
The leadership challenges are complex: there is no one “right” answer
vs.Real risk must be balanced against reward
All parties learn from one another—and learn more about the situation in the process
Everyone must adapt their perspective in order for a solution to emerge
The Dangers Adaptive Leaders Face
Marginalization
Diversion
Attack
Seduction
Loss
Adaptive Leadership Strategies
Get on the balcony
Anchor yourself
Maintain “sacred heart”
Manage your hungers Hold steady
Think politically
Orchestrate the process
“Getting on the Balcony”
Gain a wholistic perspective
Systems thinking
Technical vs. Adaptive Work
Simultaneously on the dance floor and above it on the balcony
Observe patterns and people
Discern true meanings and feelings, particularly of authority figures; “song beneath the words”
Personal reflection
“Thinking Politically”
Dance the relationship dance
Encourage supporters
Stay close to opponents
Court the undecided
Acknowledge the loss- uncertainty, disloyalty, and incompetence- change brings
Allow time for transition but leave behind those that cannot make the change
“Orchestrating the Process, Particularly Conflict”
Establish safe, stress-ful holding environment, like a pressure cooker
Moderate temperature to pace work progress
Let issues ripen when needed
Balance pain of loss with positive possibility of change for their future
Give the work back to the people
Make interventions short and simple
Don’t take personal attacks personally
“Hold Steady!”
Take the heat
Patiently let issues ripen
Focus attention on the issues
Ask lots of real tough questions
Suspend your reality
ENCOURAGE RISK AND EXPERIMENTATION
Do you have a domestic strength or industrial strength pressure cooker in your community, organization, your team, your family, or your own ego?
“Manage Your Hungers”
Respect the ready availability of and need for power, control, affirmation and importance
Intimacy and delight needs must be met appropriately
Manage your grandiosity remembering people see you more in your role than as a human person
Use transitional rituals to demarcate your roles
“Anchor Yourself”
Don’t confuse one’s self with one’s professional role
Identify a truly trustworthy confidant who can really tell you what you need to hear
Do not use allies as confidants
Find a sanctuary for retreat, rejuvenation, and personal reflection
Put yourself on the line in leading again!
Learning Methods for Adaptive Leadership“Case in point”
Classroom as “studio laboratory”
Success and failure stories sharing and analysis
Owning up to your part of the mess“Empathic Imagination” and compassion development
Intense monitoring of feelings and reflection
Journaling
Simulations
Personal Assessments- 360 degree feedback
Coaching
Leadership Development Planning
Current situation challenge, support, re-assessment
“The Fog” and other metaphors
Your Adaptive Leadership Challenges
What are two adaptive leadership challenges you face and what is your role in catalyzing relational dialogue and adaptive learning to solve them?
THANK YOU