If we think of Leadership in terms of the metaphor of a garden- and we look at the immanence of leadership as seeding, the emergence of leadership as growing and the trancendence of leadership as blooming and legacy...How would you define the characteristics of a leader in each phase?
What types of learning would be most effective in each phase?
What types of learning and support is effective for those on the cusp of each phase?
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4 comments:
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Guy Benchimol
Technical writer
France,Management Consulting
- communication (oral and written expression)
- charism (innate influence)
- animation (team work, extraverted behaviour)
- pedagogy (good reasoning and methods of teaching: metaphors, story telling and so on)
Only the second feature may not be learned.
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On 11/4/09 5:00 AM, Guy Benchimol added the following clarification:
I should add that even if charism can't be acquired, it does not mean that you can't enhance it and give it opportunities of being worked up.
Indeed, it is the principle of stars launching; it is more difficult to act this way inside enterprises because, whereas stars are generally alone, future enterprise leaders are in competition with colleagues who are like rivals; it is the same as in political world.
Nevertheless, you may help leaders to emerge by means of coaching, event creation, supporters, meeting and so on. The future leader himself may try to be more known and recognized through publications, conferences, networking and so on but the success of such a lonely approach is not guaranteed.
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Vicki Hoevemeyer
OD/L&D Professional
Greater Chicago Area,Human Resources
I have to give you the consultant's "it depends" answer on this question. It really depends on the person's background, education (e.g., degree), experiences, coaching and mentoring received, developmental opportunities pursued, and a host of other variables.
With that said, I think the best answer I can give you is to assess the individual against the organization's competencies and, if they have been developed, the functional/position competencies. Once you know the person's strengths and developmental areas, a plan can be laid out for the individual's ongoing growth and development.
Thanks to those who responded...In reflection of my own questions I have come up with a few ideas...I have synthesized from my reading that as a leader progresses through these phases they are focused on different aspects of self, others and organization. This may be a long post- so pull up a chair....lol...
In the seeding phase- I would describe from Henein and Morissette- the individual focus is on task, self - their authority comes from their expertise- having knowledge and their personal vision is to reach my dream...they "lead from the front" (Henien, Morissette, 2007)...
For me- I would think that effective nurturing of this leadership phase would include an assessment of whether the leader is entering it, part way through it or on the cusp of moving throught to the next phase...once that placement has occured a variety of support can assist this leader...Allowing them to develop more skills - so practical application in their area of expertise, providing them knowledge on the signs of the next phase through educational programs, and strong coaching support to see the characterisitcs of "leading from the center" ..preparing them to coach others and be self aware enough to solicit the coaching they require personally....I would imagine there is quite a bit of self doubt in the seeding phase ...so assisting these leaders in finding the right balance between managing others and really engaging them could be challenging...Just some thoughts...the other phases? well I will need a little time to reflect...stay tuned...
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