07/04/2014 Integrated Leadership 1

Integrated Leadership

07/04/2014 Integrated Leadership

“Leaders who choose only people who mirror themselves are likely to find their

organisations tilting in one direction, missing one or more essential capabilities to survive in

a changing complex world.”

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“In Praise of the Incomplete Leader”

(HBR 2007)

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Our Leadership

Message

The Leadership Challenge• Skilled leadership is vital to success

– as studies such as Level 5 leadership (Collins & Porras) show

• However, no single individual has all the strengths required to lead an organisation and tend to act as “incomplete leaders” (HBR)

• The result is high turnover of CEOs (often less than 2 years) and frequent changes in organisational direction, leading to organisational instability and poor performance

Our InsightThe answer is an integrated leadership team combining strengths in organisational identity, strategy, systems & culture

This is achieved through the following insights:

• The Leadership needs breadth of strengths across identity, strategy, systems & culture

• Leadership needs to create alignment of organisation to external market / need

• A leadership team needs an integrator that has the ability to draw together the diverse strengths of a leadership team

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Strategy

Systems Culture

Identity

StrategistVisionaryMarketerDirector

Coach Team BuilderOrgn Broker

Engager

Process LdrInnovatorDesigner

Performance Manager

IntegratorGuardian

Brand LeaderSteward

Integrated Leadership draws on a breadth of strengths across purpose, strategy, systems & culture

07/04/2014 Integrated Leadership

• An integrated leadership team solves the critical issue of the “Incomplete Leader” (HBR, Feb 2007) - drawing on diverse strengths across identity, strategy, systems and culture domains

• The Tricord Leadership Diagnostic provides the basis for assessing and developing the breadths of strengths in a leadership team

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The Leadership needs breadth of strengths across identity, strategy,

systems & culture

0

1

2

3Integrator

Guardian

Brand Leader

Steward

Visionary

Strategist

Marketer

Director

Process Leader

Innovator

Designer

Performance Manager

Coach

Team Builder

Organisational Broker

Engager

Leadership Diagnosis Result - Based on Scale

SAMANTHA

RACHEL

ANDREW

07/04/2014 Integrated Leadership

An effective and sustainable organisation has a clear view of its identity / purpose and its alignment to the market need

• Leaders need to create alignment in two key regards

• Externally – to the nature of the external market in terms of its identity, trends, structure and culture

• Internally – to best align organisation to deliver its purpose and the market need it serves

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Leadership needs to create alignment of organisation to external market / need

Text

07/04/2014 Integrated Leadership

A critical role of leadership is to look externally in order to understand and react to the nature of the external market in terms of its identity, trends, structure and culture.

Markets are different structurally and over time and the external environment will demand different things of leadership.

We use the Tricord Organisational Leadership Requirement diagnostic to aid this alignment.

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External alignment – with market / environment

0

1

2

3Integrator

Guardian

Brand Leader

Steward

Visionary

Strategist

Marketer

Director

Process Leader

Innovator

Designer

Performance Manager

Coach

Team Builder

Organisational Broker

Engager

Organisational Leadership Requirement

2013

2010

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Strategy

Systems Culture

Identity

Strategy

Systems Culture

Identity

Within the organisation, the leadership needs to address three internal dimensions:

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Internal Alignment –Dimensions

Strategy

Systems Culture

Strategy

Goals

Aims

Plan

Ethics

Values

Culture

Spirit

Language

Motivation

Ethos

Evaluation

Teamworking

Systems

Processes

Technology

People Structure

Skills

Roles

Measurement

Communication

Reason

Core Purpose

Uniqueness

Leadership

Unity

History

Identity

Within the team

Between organisational levels

With other teams at same level

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The team needs a strong “integrator” role fulfilled to draw out the strengths of the whole team. Typically this is provided mainly by the most senior member of the team.

Their role will include:

1. Drawing out existing (and potential) talent from leadership team members

2. Resolving tensions in areas where many team members bring similar strengths

3. Developing / recruiting new strengths into the team

4. Building a spirit of collaboration, enablement and mutual respect

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A leadership team needs an integrator that has the ability to draw together the diverse strengths of a leadership team

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• Our five stage approach takes clients through the internal and external challenges they face and the kind of leadership required to face these.

• It involves diagnostic and feedback to build awareness and leadership team work

• Development interventions are tailored to the context and evaluated against meeting the original challenges.

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We have drawn this together into a staged approach

Assess the Challenge

Leadership Diagnostic

Feedback and Development

planning

Development interventions

Evaluation

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Please fill in the questionnaire (beforehand).

Look at group profile.

Please consider the following as a group

• What are the strengths of you as a leadership?

• Where might there be gaps?

• Where might conflict arise?

• Who might be a good integrator for the team?

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Having a go as a group ....