small business advising using adaptive leadership
TRANSCRIPT
SMALL BUSINESS ADVISING AND THEADAPTIVE LEADERSHIP PROCESS
Presented by: Jennifer Dye
“Adaptive Leadership is the practice of mobilizing people to tackle tough challenges and thrive.”
- The Practice of Adaptive Leadership ; Heifetz, Grashow & Linsky
What Is Adaptive Leadership?
Small business owners are often “putting out fires” and may be prone to a more reactive or authoritative leadership style
89% of US businesses have 20 or fewer employees; of those 80-90% are family-owned* – familiarity can lead to role confusion and assumptions regarding responsibilities
Many challenges are technical, and owners may be unfamiliar with how to deal with the “fuzzier, squishier problems” – especially with regards to employees/suppliers
How does it apply to Small Business Advising?
* 2012 US Census Report
Can you think of examples?
Leadership of Self Adaptive Campaigns Thrival Community Perspective
System of Self System of
Team/Organization Community System
Overview: 3 Systems – 4 Competencies
Much of this, we already do, but here are the applications:
Scope – understand what it is that they are needing from you and map the systems
Diagnose – Find out the Presenting Issue(s) Mobilize – take Action via coaching, providing resources, etc. Evaluate – follow-up and determine Next Steps
Advisors as Adaptive Leaders
Form Gracious Space Establish Team Norms Invite the Stranger Bring the Heat Utilize the Balcony View
Key Elements of Adaptive Organizations
“Gracious Space” is an atmosphere of approachability and mutual respect which invites collaboration
Establishing Group Norms creates buy-in and a framework for when things get tough (more than just Policies and Procedures)
“Inviting the Stranger” encourages diverse opinions Bringing the Heat needs to happen in a constructive way and
must be based in openness and trust Help them to view their company “From the balcony” i.e. working on the business vs. in the business
Teaching our Clients to be Adaptive Leaders
Small Business Owners are around longer – 25 years vs. 6 years for a corporate CEO – things can get stale
Managing Human resources is critical – leadership is a key element in employee retention and satisfaction
Engaged employees are more productive 47% of small businesses have no succession plan – if your
employees are not engaged, who will take over/purchase your business when you are ready to retire?
1.2 million US businesses are husband/wife teams
Why does this matter?
Questions?
~ Thank You