The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World
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The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World
But getting people to share what seems unspeakable is essential for an organization that hopes to move forward in the face of changing priorities or external conditions. Only by examining the full range of perspectives can a group of people increase their chances of developing adaptive solutions.
Ronald A. Heifetz • The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World
People who think politically discern the formal and informal exercise of power and influence among individuals in their organization. They take time to understand the interests, loyalties, and fears of everyone who has a stake or might be affected by the change. And they understand that relationships count. Ignore the human complexities when you
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Identify a behavior that would make the enterprise more adaptable, and design a ritual that you think would encourage that behavior. For example, to foster an environment where people felt safer taking risks and making mistakes, Marta, a manager in a large sales organization, created a “best failure” ritual. At every Monday-morning staff meeting,
... See moreRonald A. Heifetz • The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World
Your boss and other senior authority figures are essential to any intervention you try to lead. To sustain their support, you need to do more than just figure out how they feel personally about the adaptive issue you are seeking to address. First, you need to prepare them for the disequilibrium you are going to generate in the organization. Second,
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Step 1: Watch for Gaps Between Your Words and Actions
Ronald A. Heifetz • The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World
How can you protect the voices of dissent? If you have formal authority in your organization, keep in mind that when someone expresses a contrary idea or asks a disturbing question during a meeting or conversation, everyone will observe your response to decide how they should react. Thus it is vital to demonstrate openness to seemingly subversive
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- Institute peer leadership consulting.
Ronald A. Heifetz • The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World
Identify hidden perspectives and conflicts in preparatory interviews. Ask some or all of the participants in one-on-one conversations what they see as the problem that triggered the off-site. How important do they think this problem is for the organization?