Authentic leaders bring vision, integrity, authenticity, expertise, compassion, and commitment to a higher purpose that moves others to new ways of thinking and action. Unlike other leaders, they are engaged in transformational change moving people from a limited view of rhetoric, action, and identity into a larger understanding of who they are as individuals, groups and organizations.
Short-term projects such as the development and delivery of transformational leadership briefings, seminars, workshops, and retreats can be tailored to meet the specific needs of an organization and can be handled through standard consulting processes.
A transformational leadership program can be an important component for organizational positioning for the future. Historically, organizations have faced difficult and multiple forces that affected their growth, success, and even survival. In such a complex framework, it is necessary to understand organizations as open systems capable of organizational learning and transformation. In this reality, it is essential to view the interrelationships of individuals, teams, and processes needed for frequent regeneration. Regeneration, in this context, requires purposeful, planned, and systematic change through transformational leadership. For an example of a transformational leadership program please review my recent article published by The World Association for Case Method Research and Application under Selected Presentations on the homepage.
We are engaged in a broad scope of activities with action-research and process consultation, networking assistance, survey feedback processes, team building, structured group process development, collaborative partnerships, organization development and change consultancy, and leadership mentoring and professional development, all in service of supporting sustainable transformational change and continuous learning based on specific needs of an organization.
Traditional management has centered around the functions of planning, organizing, staffing, directing, and controlling. In contrast, leadership approaches have evolved over time ranging from trait theory to transactional and transformational approaches. We view transformational leadership as requiring a whole new skill set for the 21st Century. A skill set dedicated to the study and integration of organization development, leadership, and human resource development for the purpose of bettering the quality of working life for individuals within their organizations, communities and broader societies.
Yes, you can lead at any point in your life or career. The noted author, Bill George, stresses that in considering stepping up to lead authentically, ask yourself two basic questions: If not me, then who? If not now, then when? You can use leadership principles and practices in virtually every area of your life. The excitement of the future requires bringing together leadership and innovation to promote a learning culture in organizations and communities. This is accomplished by developing
individuals and leadership teams in their capacity to think through their actions, and to put into practice new insights that involve changing the quality of dialogue, identity and action. To build the potential of future leaders, we concentrate on educating and training practitioners in transformational change.
Transformational leadership is required to set the stage for the development of the next generation of leaders in an organization or community. This involves moving from processes of developmental or transitional change to processes of transformational change with expansion of requisite leadership capabilities. Developmental or transitional change involves adjustments in structure, systems, or processes in support of organizational continuity. In contrast, transformational change is aimed at fundamentally altering the core and very nature of an organization. Please see my recent article on the implementation of a transformational change process under Selected Presentations on the homepage.
Becoming a transformational leader requires continually growing and expanding as a human being, both personally and professionally, never satisfied with the status quo. Transformational leadership must be practiced as a learning discipline, to become a lifelong learner on a never-ending journey or developmental path. The discipline represents a body of techniques, methods, and processes, based on underlying theories or understanding that must be studied, mastered and put into practice.
No, leadership coaching can be used effectively in various stages of organization development. Coaching requires working in a partnership role to provide structure, guidance, and support in such areas as—defining the current state, including assumptions and perceptions; setting relevant goals based on expressed needs; taking actions based on goals; and continuing to learn and reflect on actions and sharing feedback.
Leadership coaching can be provided across a broad spectrum of organizations and situations. This can range from a one-time meeting or discussion in person or using telecommunications technologies to a short-term project with a specific goal or purpose. This type of situational coaching is often limited to the time when individuals are brought together to complete a particular project.