Leaders: Multifactor Change Agents
Our research shows that Australians are clear that what has the biggest factor in determining whether a business flourishes or declines is the leadership. The ideal leader does more than just manages the processes and drives the strategies, they lead the teams and shape the culture. Additionally, they drive the sales and shape the services while engaging the clients and facilitating networks.
The Australian Leadership Foundation Approach
Businesses and organisations function across four essential components – people, processes, partnerships and products. The Australian Leadership Foundation approach is to work with organisations across these four component areas.
- People: We train teams and build leaders
- Processes: Our research helps analyse systems and shape strategies
- Partnerships: Our input assists clients and helps build networks
- Products: An empowered leadership will drive sales and improve services.
The Leadership Quadrants
Effective leaders demonstrate not just IQ but EQ. They share knowledge and information yet understand emotion and connection. They are rational in content but relational in style. If a leader is high rationally but low relationally, they could be labelled “thinkers”, while a leader that connects at the “heart” but not as much at the “head” are feelers. Obviously all leaders want to avoid disconnecting at the level of both head and heart, and these could be labelled “muddlers”. The most effective and enduring leaders are those that are both rational and relational, they understand the task and connect with the team, they demonstrate IQ and EQ, they are the “engagers”.
The Effective leader
The effective leader has developed people and communication skills across four essential areas. The ancient Greek philosophers talked about the ontology of a person (construct of being) and from a leadership perspective this involves the logos (logic and thinking), pathos (passion and compassion), ethos (the theory lived out) and praxis (practical implementable strategies). Therefore the effective leader is someone who can communicate rationally, connecting relationally, manage practically and lead directionally and strategically. The head, the heart, the hands and the feet are all effectively engaged in the leadership process.
There are countless leadership styles but they can be effectively understood when graphed against two axis, the authority of the leader and the autonomy of the team. As the authority and control of the leader rises, the efficiency in terms of time and output increases but the engagement in terms of the team connection and ownership usually decreases. While an empowered team with high autonomy may generate team engagement and task ownership, without leadership direction, the efficiency and productivity usually decreases.
The model below shows diagraphically and empirically that the ideal leadership styles are those with an engaged autonomous team, yet with the efficiency and productivity that comes through active leadership.
Based on the scores provided (a measure of both efficiency and engagement), in order of total performance and from highest to lowest, the preferred leadership styles go in this order:
- 1. Empowering
- 2. Delegating
- 3. Participating
- 4. Collaborating
- 5. Guiding
- 6. Coordinating
- 7. Advising
- 8. Directing
- 9. Controlling.
The Australian Leadership Performance Wheel
The Australian Leadership Foundation has developed a Performance Wheel to equip and empower both emerging and performing leaders to lead and manage at new levels of excellence. Our consulting model begins with some internal analysis and review, before moving to the in-house training and consulting, and then through to the external reviews and feedback. From the briefing stage which involves a values survey to the design stage which involves workshops looking at vision, mission and communication, a debrief and then second series of workshops looking at the team and the trends, through to a review stage which uses our leadership 360 instrument, the entire process is customised to meet the needs and context of your leaders.
The six stages of the model involve:
- 1. Identify the key and practiced values
- 2. Focus on the personal and organisational vision
- 3. Engage stakeholders on the mission
- 4. Shape and develop the team
- 5. Respond to the existing and emerging trends
- 6. Develop organisational effectiveness.
Our proprietry process involves identifying and answering six crucial questions:
- 1. Character: Who we are
- 2. Clarification: Why we are here
- 3. Communication: What we do
- 4. Culture: How we do it
- 5. Climate: How we are placed
- 6. Competence: Who we have become.