Proven training to build your knowledge and skills.
June 10, 2016 Lynnwood WA
One of the biggest leadership mistakes is using a technical solution for an adaptive challenge. Can you tell the difference? Are we leading with clarity and the tools necessary to mobilize people to thrive in challenging work environments?
Effective leaders are not only able to distinguish between the two, but are also adept at leveraging each to build culture, manage the heat, and ensure individual and organizational thrival. Based upon the work of Ron Heifetz and Marty Linsky, at Harvard’s Kennedy School of Government, Adaptive Leadership is about mobilizing people to tackle tough challenges and thrive in the process.
The model is based on the distinction between technical problems and adaptive challenges. For example, a technical problem may be calculating how much food a city may need while an adaptive challenge is changing the behaviors (values) of the people in the system to ensure the food gets to the people who need it. The subject matter expertise it takes to answer the question of how much food is required can’t answer the highly complex question of how to get that food to the people who need it, when they need it; that requires groups of people to behave differently, thus defining it as an adaptive challenge.
There are many intuitive aspects of Adaptive Leadership. Leaders simply cannot lead effectively without innately understanding and deploying many of these practices. Other aspects are counter-intuitive, requiring us to re-think the way we have done things.
Join us in identifying the practical applications of the intuitive as well as the counter-intuitive skills to enable you to expand your leadership capacity and impact.
Presented By:Edmonds Community College Community Education & Leadership Snohomish County
June 29, 2016 Seattle, WA
What is the one key trait top performing organizations are looking for in employees? Emergent Leadership. While traditional models of leadership are typically assigned and leveraged by authority, emerging leaders can inspire, garner respect, and cultivate followers from anywhere in an organization. Teams and organizations that cultivate emerging leadership skills can be more adaptable, manage conflict constructively, and improve employee engagement. Even large corporations like Google and Zappos have recognized the tremendous value in adopting this new style of leadership. Emergent leaders are able to articulate vision, gain influence, and promote the leadership of those around them. Their thought leadership and ability to give thoughtful feedback help them be the change they wish to see in the world.
Participants will explore what emerging leadership is and how it can benefit them, their teams and their organization. It will be especially helpful for those wanting to explore concrete ways to promote employee and human-centered leadership development while serving in a mission-driven organization.
Through experiential activities, participants will review essential intrapersonal, interpersonal and group qualities, competencies and skills to help identify the qualities and benefits of emergent leadership. Together we will compare assigned leadership and emergent leadership, discuss challenges to developing emerging leaders, and create action plans for how to continue a conversation about emerging leadership at your organization. Participants will list and practice emergent leadership skills that they can bring back to their staff.
(This workshop is designed for employees with a high interest and potential for leadership, entry level supervisors, and managers who want to leverage their leadership skills).