Leadership
Being in a position of leadership is challenging, and sometimes lonely.
Although it’s a tedious analogy, we cannot think of a better one than spinning plates. There are so many areas that require your attention. Every time you focus your energy on one particular area you might find that other areas gradually weaken.
In smaller organisations we need to be able cover a huge range of topics requiring wildly different modes of thought. We’re the catch-all when an area of work doesn’t sit nicely in someone else’s job description.
The transition from having a single team to multiple teams can be complex and the gradual shift from wholly personal 1×1 relationships to ‘organisational architecture’ can be daunting.
How we help break down the complexity.
We help leaders organise their thoughts by using our Organisational Model.
The model has four quadrants and each quadrant holds a series of topics that support the quadrants main focus.
We believe that leaders need to consider all of these areas at some point, but we have found this order is typical for those undertaking the journey form inception to growth.
1.Soul
Purpose, Vision,
Values –
who your organisation is, what it wants to be,
how it shows up, what it believes in, and the
impact it is trying to create in the world.
2.Performance
Strategy, Growth
Finance –
what success looks like, how strategy is defined,
used and measured, how the organisation and
its purpose is measured and tracked.
3.Structure
Policy, Governance,
Self-Management –
how ‘rules’ are documented and shared, authority
to make change, empowerment for employees
to determine their own future and that
of the organisation.
4.Culture
Wholeness, Emotional Intelligence,
Non-violent communication –
how authentic your employees are to their true selves,
how aligned their own purpose is to the organisation,
how much they believe in their work, how they behave
and how they relate to each other.
The Four Steps of your journey.
Step 1
Assess Today’s Reality.
As with any kind of development or growth, it starts with an honest assessment of today’s reality – organisational self-awareness.
Most people naturally lean towards one or two of the quadrants above, which can create blind spots in the other quadrants. With experience, listening to others, and a mindful approach we can learn more about where we can create the most impact with our attention.
You may think that you already have a sense of what your organisation needs but we do all have blind spots.
We’ve developed a simple questionnaire that will help you assess how you are doing based on the model above. You’ll be sent a report outlining your improvement areas along with learning resources and suggested actions.
By regularly checking in and assessing your progress you can more easily create a roadmap for your work that will create a difference.
Step 2
Create Priorities.
Where will you focus your attention next?
It doesn’t need to be as simple as choosing the area where you scored the least. Sometimes your intuition will guide you, and sometimes it will feel like there is an order, where one line needs to be developed before another one.
Once you understand where your organisation needs are you can plan your next move.
Step 3
Understand the journey.
Using the questionnaire results, or your own assessment, you should have a good handle on which stage of development you are at.
Take a look at the chart below:
