What is an adaptive leadership style? What does “leading adaptively” entail in practice? An adaptive leadership style is a leadership approach oriented towards tackling adaptive problems—challenges that are brought about by unexpected circumstances, that have no known solutions, and that require a fundamental change to solve. Leaders who adopt an adaptive leadership style constantly assess the landscape within which they operate and the adaptive capacity of their organization to make sure they have what it takes to adapt effectively. In this article, we’ll take a look at the three main qualities of adaptive problems, the traits of adaptive leaders, and
What qualifies as a visionary company? What are the truths and myths about companies that endure? In Built to Last, bestselling author Jim Collins and Stanford professor Jerry I. Porras embarked on a six-year research project to 1) identify the characteristics that distinguished the very best companies, and 2) use these insights to create a framework for those who want to build a visionary company of their own. To this end, the authors identified and analyzed 18 visionary companies that performed exceptionally well over a long period of time. Read more to learn about the qualities of a visionary company.
What is The Practice of Adaptive Leadership about? What are the key takeaways? In their book The Practice of Adaptive Leadership, leadership experts Ronald A. Heifetz, Alexander Grashow, and Marty Linsky teach you how to lead your organization through the difficult, uncomfortable, and sometimes dangerous process of adaptation. You’ll learn how to diagnose adaptive challenges, create effective interventions, and push your organization—and yourself—further than you ever thought possible. Below is a brief overview of the key points.
What is John Kotter’s Our Iceberg Is Melting about? How does his story about penguins teach readers about, change, teamwork, and leadership? In John Kotter’s book Our Iceberg Is Melting, he tells a fable about penguins who are faced with the reality that the iceberg they live on is melting and they must find a new home or perish. The story outlines the steps it takes and the difficulties companies face when they must adapt or die. Below is a brief overview of Kotter’s fable Our Iceberg Is Melting.
What is adaptive leadership? What does “leading adaptively” entail in practice? “Adaptive leadership” is marshaling people to tackle problems with unknown solutions and thrive while doing so. These problems with unknown solutions are called “adaptive challenges.” The only way to solve them is for the people in organizations to learn and change. In this article, we’ll take a look at the qualities of adaptive leadership, the key activities inherent in addressing them, and some tips on how to lead adaptively.
How should a group function? Are there clear group guidelines that shape constructive behavior? Sociologist R.K. Merton created four rules of engagement for how he thought the scientific community should operate. Thinking in Bets author Annie Duke believes that these group guidelines also work well for a group of people whom you call on to help you make better decisions. Continue reading to learn about R.K. Merton’s recommended group guidelines.
What exactly is an adaptive change? Have you ever introduced a fundamental change to your organization’s processes? How did you communicate it to your team? According to change theorist Ronald A. Heifetz, an adaptive change is a change instituted in response to an “adaptive challenge”—an organizational problem that has no known solutions. Part of your job as an adaptive leader is to prepare people for the change, and the first step to this is to make sure that everyone has an accurate understanding of what the challenge entails and what change is about to come. In this article, we’ll look
What can the fable Our Iceberg Is Melting teach you about initiating change? Why do so many people resist change? How can you kickstart change in your organization? In their fable about change, Kotter and Rathgeber discuss the difficulties of initiating change in a company. They discuss the difficulties of convincing others that major change is necessary and what to do when you encounter resistance. Keep reading for advice on how to initiate change in your company or personal life.
Have you ever dealt with conflict at an organizational level? How did it manifest? What was the underlying issue? Surfacing organizational conflict is a sign of unarticulated and unacknowledged differences in values and points of view. It won’t be possible to function effectively until this information comes to light and people understand the conflict’s underlying issues. In this article, we’ll look at eight steps for getting through organizational conflict: how to bring it to light and how to resolve it constructively.
Why is teamwork so important when it comes to making changes in an organization? How do you build trust in a team? In the fable Our Iceberg Is Melting, the main character, Fred, noticed that the iceberg his colony lives on is full of cracks and won’t survive the winter. He puts together a meeting to initiate change, but that’s only the first step when it comes to making major changes, The second step is to make a team. Continue below to learn how to to build trust in a team, according to John Kotter and Holger Rathgeber.