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The
Nine Ways of Leading and Organizing
The
names of the ten ways of leading and organizing are:
Assessment responds to the need to know what is happening
Vision responds to the need to establish a direction, outcome, and identity
Opportunity responds to the need to make immediate progress
Task responds to the need for managing effectiveness
Process responds to the need for improving efficiency
Knowledge responds to the need for diversifying and renewing identity
Compassion responds to the need for integrating developmentally stratified cultures
Wisdom responds to the need for timely action and energy conservation
Essential Action responds to the need for transforming inquiry
Together these ways create and respond to the challenging
situations every leader faces daily. To acheive effectiveness, efficiency,
and the fulfillment of customers and employees, all ten ways need
to be alive and healthy.
Each of these ways displays different self-reinforcing patterns of
attention, knowledge, and action. Each way of leading and organizing is a different developmental strata of culture and all of these cultures exist in all organizations all of the time.
Often when leaders struggle it is due to dissociating their actions and the actions they organize from a subset of these cultures. For example, action that isn't grounded in assessment is usually unsuccessful. Action that isn't aligned with vision is inefficient and doesn't realize the outcome. Acting on opportunities without regard to current task loading can quickly result in over-commitment and thrashing. Dissociating action from any of these cultures of leading and organizing results in an unhealthy organization that is prone to plagues of directionlessness, ineffectiveness, inefficiency, disempowerment, and lack of fulfillment of customers and employees.
The path to recovery and health begins with an assessment of the health of each developmentally stratified culture. How is the culture's pattern of attention and knowledge connected to action? Is it disconnected and unintegrated? If so, practices are identified and put into action that re-connect and re-integrate action by attending to all cultures in a healthy way. In a sense this is a re-membering of the existing organization's identity. This is a practice of answering the question "Who are we today?" by understanding what we're attending to and how we're acting to create who we are.
This is a practice of both individual and collective inquiry of both a personal and public nature lead by highly developed leader's own inquiry. A leader's own inquiry can stop or get stuck at any point. It is at these moments of being stuck, that leaders (and their organizations) can most benefit from integral coaching. Integral coaching is true support for the deep action inquiry needed to heal organizations.
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