LeadershipOpportunity
Integral Leadership in Business and Life Through Coaching
Volume 1, No. 7 - September 2001
My sympathy to all of us. We share in the field of sadness.
My hope is that we can all learn to be the change we seek.
Table of Contents
- Leadership Quote
- Mission
- Article: The Leader As a Team Player
- New Teleclass
- A Leadership Coaching Tip
- Conference Announcement
- Summary (publications worth noting)
Ask about A Leadership Opportunity: An Integral Approach
Leadership Quote
James O'Toole,"When Leadership is an Organizational Trait," The Future of Leadership, eds., Warren Bennis, Gretchen M. Spreitzer, and Thomas G. Cummings.
"Our message to young leaders is not that the personality-driven model of leadership is headed for extinction, nor do we believe that it should be. Clearly it will continue in small and start-up companies, and in places where appeals to the human heart must be made in order to bring about drastic change that requires considerable sacrifice… Nonetheless, we believe that more CEOs of large companies may be drawn to the organizational model of leadership for the simple reason that it is potentially more productive--and satisfying-- to become a leader of leaders than it is to risk trying to look like George Washington on a white horse."
Mission
I am grateful for the more than three hundred subscribers to LeadershipOpportunity Your support means that we can move together closer to a way of viewing and being in the world that is integrating, generative and supports our evolving integrity. Also, I wish to express my gratitude to the many kindnesses, suggestions and offers of support LeadershipOpportunity has received.
The mission of this e-journal is to be a practical guide to the application of an integral perspective to the challenges of leadership in business and life and to the effective relationship between executive/business coaches and their clients.
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In the prior issue I described teamwork among leaders as inspired collaboration. Note that teamwork rests upon a foundation of organization and purpose, all dedicated to achieving evolving business objectives. This perspective is an example of how an integral approach allows us to shift from thinking about either/or (hierarchy or teamwork, for example) to both/and (leading and being a team player). James Collins and Jerry Porras came to advocate both/and in Built to Last.
Hierarchy is one structure that is implied by organization. I am suggesting that teamwork follows from inspiration and is built on a foundation of organization (read system, structure, process including hierarchy). Leaders in business need to understand and communicate that both of these modes are essential in the rapidly changing dynamics of business today. We all need to be clear that there is no moral imperative for one over the other.
For teamwork to be most effective it needs to be inspired. The team is able to perform at new levels of generativity and creativity to respond to new or unanticipated situations. Executive or business leadership teamwork is built on the capacity to manage routine. What inspires? It could be a challenge, desperation, an exciting opportunity, a passionate dedication to a vision or mission, or determination to create an outcome and receive a reward.
And this means that when we are creating and developing capacities for individual leadership, as important as all of the leader competency literature is (and this is most of the literature on leadership), it is important to include what is important about the individual leader's capacity for becoming an innovative player on the leadership team.
Note that phrase: an innovative player. The two parts of this relate to what is important to the leader (innovation) and how the leader demonstrates that (player). What is important is grounded in commitment to leadership purpose, as well as the immediate situation the leader is faced with. It is influenced by the leaders' life events and those of others in his/her life. And part of this constellation of what is important is related to what drives the leader to be an effective team player: a capacity to innovate in the face of novelty and challenge for the leadership team. This may be a functional equivalent of Badaracco's notion of the quiet moral leader (see summary below).
I am reminded that Margaret Wheatley said recently, "All coaching is life coaching." Or words to that effect. When she said this a room full of hundreds of coaches cheered. Well, Meg is right. All coaching is life coaching. And coaching business leaders involves life coaching…and a whole lot more. The capacity of a leader is always influenced by what is present in their individual lives and roles, as well as what is going on in the organizational, business and leadership field in which they find themselves.
Leaders' capacities for innovation are a product of their ability to be clear about their motivations for creative responses as well as their ability to open their minds to new ways of seeing and interpreting their own responses and what is happening in their environment. For many of us, this is the tough stuff. Learning communication skills (challenging though that may be) is easy compared to learning how to think in new ways, discover assumptions, work through our competing commitments and address the boundaries we place on our imaginations. And this is essential for developing the capacity for innovation required for effective executive and leadership teamwork.
The player part of this is the behaviors that creativity and fresh thinking foster. Think about this in the context of an inspired jazz group. When Dave Brubeck and Paul Desmond performed LeSouk in their Jazz Goes to College live performance they were able to anticipate and engage with each other in a way that led to one of my all time favorite jazz performances, one I never tire of listening to. Or a basketball team. Did you ever watch exchanges between Michael Jordan and Scotty Pippin or any of the other Chicago Bulls when they were at their best? They were well organized and their play often seemed to be absolutely intuitive. Each was able to be generative and creative in their exchanges and totally baffle their opposition.
Well, that is the kind of player that I am talking about. For an inspired executive team to perform at that level, each individual leader needs to know how to be innovative and to use that innovative capacity in relation to other team players.
We can look to the literature on creativity or the use of intuition in leadership and find some useful guidance in supporting leaders to develop these capacities. Yet, I think that the single most valuable path to this is the path of experience. Of conscious experience. This means that leaders need to be able to increasingly move into conscious competence in their relationships with innovation, in their sense of themselves and their capacities to manifest this competence in relation to other leaders.
Perhaps the most effective way to develop those capacities is simply to pay attention. Notice what is going on inside and out when circumstances demand creativity on the part of the individual leader and the leadership team.
Next Issue: Leading the Enterprise
"It's About Life…and a Whole Lot More…When You Coach Business Leaders"
Russ Volckmann, PhD, CBC
Begins Monday, September 24 at Noon EDT
And at the same time the next three Mondays
Do you want to coach managers and executives? Add a whole new dimension to the coaching you are already doing? Are you already a corporate coach who would like to find a path to coaching at higher levels of the organization? Or are you an executive who would like to get a fresh perspective on leading your organization to achieve business objectives? If so, then this course is for you.
Learn more about this teleclass and register at
http://www.teleclassinternational.com/C810488.html
NEW TELECLASS Creating A Meaning Machine:
Do you find the same complaints coming up again and again--yours and from others? Ever wonder how to respond effectively? Whether you're a leader or manager dealing with people, or in the helping professions such as coaching, Typically, people respond to complaints with empathy or giving more information and advice. Worse, they end up trying to fix it and taking the monkey! Here's a four step methodology for finding the meaning behind the complaints and for turning them into lasting commitments. Participants will receive lasting value through this experiential action learning program. You won't want to miss it! You will also have the opportunity (not required) to participate in a virtual community to integrate and extend your learning between classes. Each participant may use 30 minutes of follow-up coaching time with Patsi or Russ. Creating A Meaning Machine: From Complaints to Commitments |
It is not enough to help the individual leader develop competencies. It is also important to help them understand their motivations and relationships with what is challenging them and their businesses. When they are clear that this is something valuable for them to attend to, you can help them open the door to creativity and generativity. Explore their assumptions about innovation. Explore their boundaries to creativity. Help them reflect on how their behaviors relate to these. Help them build integrity in the relationship between their espoused theories and theories in use. Then make sure they face the implications of all of these for how they engage with other leaders when teamwork offers the greatest hope for business success.
We have all faced failures in our lives. And sometimes our response to them is debilitating. Here is an innovative approach to confronting and transcending failure. |
AlignBUSINESS 2001
http://www.1shoppingcart.com/app/aftrack.asp?afid=18550
A Conference on Business & Executive Coaching
Austin Convention Center - Austin, TX Oct 28-31
Three Reasons To Make Room on Your Calendar for This Conference
- No other conference on business and executive coaching is designed for business. They're designed for coaches! We've designed this conference for business, organizational effectiveness, human resource development and getting results using a proven set of development principles. The conference format is designed to promote organizational alignment in strategy, design and culture.
- We'll provide you with information on how to evaluate, construct and develop your human resources using coaching. We'll help you understand how coaching does and doesn't fit within your business, organization or human resources developmental strategy.
- You see live coaching on display. You'll see how behavioral event feedback is used to develop coaches and clients right in front of your eyes. If you've never seen coaching live, this is your opportunity to learn a great deal vicariously as coaches are put through their paces.
Register at www.1shoppingcart.com/app/aftrack.asp?afid=18550 for $795 before October 1, 2001
Visit www.alignbusiness.com for information and schedule!
Special 2-day Post Conference Workshop - Value Systems Shaping Our Worlds with Dr. Don Beck. Dr. Beck has given this workshop all over the world and we're pleased to have a unique opportunity to see inside the world of spiral dynamics! [Extra Fee of $595 Required]
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Leadership, Team-building and Business Coaching |
If you have been reading these e-journals over time, perhaps you have picked up the theme being iterated: leadership is both an individual and collective phenomenon. There is a growing literature dancing around this theme. Here is another--with a twist.
Joseph L. Badaracco, Jr., "We Don't Need Another Hero," Harvard Business Review, September 2001, pp, 121-126.
This Harvard professor notes that the individuals we celebrate as great moral leaders represent the gold standard of ethical behavior. However, the studies of this business ethicist are coming up with a different picture.
"…over the course of my career as a specialist in business ethics, I have observed that the most effective moral leaders in the corporate world often sever the connection between morality and public heroism. These men and women aren't high-profile champions of right over wrong and don't want to be…They move patiently, carefully, and incrementally. They right--or prevent--moral wrongs in the workplace inconspicuously and usually without casualties. I have come to call these people quiet leaders because their modesty and restraint are in large measure responsible for their extraordinary achievements."
He offers four basic rules that quiet moral leaders follow:
- Put things off until tomorrow. Buy time when things are not in order to allow calm to found. This involves quick fixes and strategic stalling.
- Pick your battles. Use your political capital carefully. It is easy to dissipate. Plan ahead on how much you are willing to expend.
- Bend the rules, don't break them. Following the rules is a technique for putting things off, but be careful. This may also be a moral cop-out. So, when you bend the rules, make sure you are willing to own up to deeper responsibilities. These may not be ideal ways for dealing with situations, but sometimes situations offer little alternative.
- Find a compromise. The idea of compromise has bad press in our culture. Failure to compromise may mean that you are treating moral principles as black-and-white. Recognizing the value of crafting responsible and workable compromises defines how quiet leaders work.
These quiet leaders are characterized as recognizing that they often have mixed motives. Things aren't simple and neat. And they are very realistic. "Taken together, the traits of mixed motives and hard-boiled realism describe the working assumptions of quiet moral leaders. A moral compass points these individuals in the right direction, but the guidelines for quiet leadership help them get to their destinations -- in one piece."
Interestingly, these quiet moral leaders are most often found in the middle of organizations.
Executive Coaching and Executive Development with a STRATEGIC Focus
Create strategic developmental opportunities with valid assessments
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www.b-coach.com Thanks for taking the time to consider this epublication in a world of data overload. For leaders, collaborators, consultants, academics and coaches alike, I welcome you to some ideas and a dialogue that may benefit us all. I hope you will contact me soon with your idea, reference or article. Suggestions on improvement are welcome.
Russ Volckmann, PhD
Coaching Leaders in Business and Life
Email: russ@leadcoach.com
Web: www.leadcoach.com, Tel: 831.333-9200, FAX: 831.656-0110
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