Agile Leadership Practices bind all the other practices together and frequently represent a shift in both mindset and method for existing management cultures. First and foremost, agile leadership sets the direction and focus for the organization amidst an ever changing, complex business environment. Shifting from product concerns, to team concerns, to delivery concerns, to leadership concerns, agile leadership optimizes the overall effectiveness of the organization. In doing so, agile leadership creates and maintains an open, transparent work environment that enables mindful experimentation and fosters the growth and development of both individuals and teams. Agile leadership strikes a balance between leading from a position of control and leading from a position of influence that bests suits the situational needs of the team at any point in time. By setting moveable boundaries, agile leadership allows teams assume more influence and autonomy as their performance merits.
The leadership challenge today is to engage knowledge workers in a continuous cycle of organizational learning.
- What are our true business needs and the relative value of addressing them?
- What solutions will best meet those needs today and into the future?
- How do teams most effectively produce those solutions and how do they continue to improve?
With the ever increasing pace of change and mounting level of complexity in our business environments, these types of questions are more and more difficult to answer. As a result today's most successful organizations are learning organizations that freely Experiment in reasoned ways; Reflect on the outcomes of those experiments; and then Adapt based on that learning.
Leadership perspectives must evolve as well. Leaders can no longer increase the productivity of the workforce by simply providing instructions and ensuring compliance. Successful leaders have a more situational perspective that allows them to focus on making good decisions about what work to take on, how to effectively do that work, and ensure frequent delivery of true value to the business. Successful leaders broadly communicate a compelling vision that engages the intrinsic motivations of the workforce.
- Leadership is not just about control, it is also about influence;
- Leadership is not just about operational results, it is also about organizational growth;
- Leadership is not just about directing, it is also about serving.
Start evolving your leadership today through a series of steps to establish a common leadership mindset, identify your organization's improvement goals, conduct personalized leadership assessments, create individual action plans, and start an evolution of leadership learning.
The Leadership Agility 360™ assessment provides recipients with a step-by-step developmental roadmap to higher levels of leadership effectiveness. Aligned closely with the stages of personal development, the Leadership Agility 360™ is applicable to leaders at any level who lead a team and are focused on organizational improvement. Feedback is correlated based on the participants observed behavior across three key leadership situations: leading organizational changes, improving team performance, and engaging in pivotal conversations.
Research further shows that leaders progress through a series of predictable, learnable agility levels:
- Expert leaders use their technical and functional expertise to make tactical organizational improvements, supervise teams, identify and solve key problems, and sell their solutions to others.
- Achiever leaders use their managerial skills to set clear organizational objectives, lead strategic change, motivate and orchestrate team performance, and engage in challenging cross-boundary conversations.
- Catalyst leaders are visionaries who can lead transformative change, develop high participation teams, and collaborate with others to develop creative, high-leverage solutions to tough organizational issues.
As leaders grow through these three levels of agility, they evolve from tactical problem-solvers into strategic managers, and then into farsighted, capacity-building leaders, while always retaining the skills they gained at previous levels.
Working with a certified Leadership Agility 360™ coach, you are guided through a disciplined process to gather and assess both quantitative and qualitative feedback leading to a detailed, action-oriented development plan.
- Initial Orientation Session: review the overall process and outcomes with you, and helps you understand your role in the assessment process.
- Feedback Provider Selection: identify a broad cross-section of feedback providers among your direct reports, team members and stakeholders who can provide open, honest feedback.
- Assessment Period: monitor the progress of the individual assessments completed by your feedback providers.
- Feedback Report: generate your personalized Leadership Agility 360™ feedback report when sufficient feedback has been gathered.
- Debrief Session: assess and interpret the feedback, determine where further clarification may be of value, discuss what feedback is immediately actionable, and begin to formulate your development action plan.
- Action Planning Session: finalize your Leadership Agility 360™ Development Plan confirming your leadership initiatives and the specific leadership agility behaviors most beneficial for you to improve.