Archive for the ‘Adaptive Leadership’ Category

Active Influence™ — Know Your Power

[caption id="attachment_1235" align="alignright" width="176"] Mark Uhlenberg established The Heartwood Group, LLC to actively influence client's outcomes.[/caption] What does “Active Influence” mean and why is it important to achieving results and transformation? Active Influence™ is best described by the words "engaged" and "involved". It is the antithesis of being passive or reactive. As a leader, business owner, spouse, or parent; you can find yourself becoming less engaged or involved with your relationships, employees, teams, and businesses. It may be an issue about some key employees you don’t want to take on or aren’t handling effectively. It could be an issue in the business or industry that causes you to “hope” for something to work itself out when all the signs say otherwise. The reasons are many and recognizing when passivity happens is the key. My experience working in and with organizations over the years is ...

Adaptive Leadership: More “Walk” and less “Talk”

June 02, 2012  |   Adaptive Leadership   |     |   0 Comment

This is the last of this series...for now...on Adaptive Leadership. There is much more to be said, but I must move on to some other topics and writing that I have on my list. When I began thinking about the concept of Adaptive Leadership it was more than 10 years ago with my close friend and pastor John Duball. We talked about how the fundamental of leadership truly is influencing others. John now leads New Day Covenant Church and it is a unique adaptive source of leadership to their community. If you go back through this short series on Adaptive Leadership you will find common themes of... An Adaptive Leader knows how to be responsive and be in action. Being proactive and responsible for managing change in themselves and others. Taking responsibility for outcomes requires re-framing your idea of risk. Clear goals and values allow flexibility and not inflexible patterns of ...

Adaptive Leaders: Change Whisperers

May 15, 2012  |   Adaptive Leadership   |     |   0 Comment

I know with the title I'm right on the edge of taking the Horse Whisperer metaphor one more step beyond its original intent...maybe. But there is no stopping me now. The show Dog Whisperer really reiterated the idea of understanding an animal's behavior at a deeper level. Cesar Millan has a thorough understanding of the fundamentals of dog behavior. How dogs relate to other dogs and to human interactions. The behavior we see always has some deeper cause and affect and Cesar can make sense of it because he understands normative behaviors. In fact, I love how Cesar does his work as much with the dog owners as the dogs themselves. It's a little bit of both and not just the dog or just the owner. I see adaptive leaders as Change Whisperers. They understand change fundamentally and know how it impacts people. To ...

Adaptive Leadership: An Adaptive Sales Leader (ASL) knows why the numbers happen.

March 24, 2012  |   Adaptive Leadership,Sales Leadership   |     |   0 Comment

The sales organization of any sustainable and successful business requires immense adaptability. And because the sales organization often is asked to implement the marketing and business strategy at the customer level; it is paramount to be adaptable to changes within and outside of the business. The most successful sales professionals have adaptive leadership qualities. An adaptive sales leader (ASL) will know their numbers and are fierce learning machines. They swallow up new ideas like a great white shark goes after seals! They are hungry hunters of results and knowledge. And when you put the two together (results oriented and hunger for knowledge) they become powerful leaders for their customers. An ASL can adapt and change in order to create the desired outcome needed for their customer and company. For sales managers and leaders the ASL is a dream come true. They are in short supply and you never seem to keep ...

Adaptive Leadership: Staying with the FLOW

March 05, 2012  |   Adaptive Leadership   |     |   2 Comments

Staying in the flow of change and not avoiding or fighting it creates a dynamic opportunity for an adaptive leader. It is dynamic because... if you don't stay in the flow of change--change will take you somewhere and likely to a place you don't want to go. By staying engaged in the flow you learn what it truly means to be adaptive and begin to predict and speculate about change. All business systems have processes and ideally each process should have clear goals or outcomes defined. Its always comes back to "core purpose" to inform why we would adjust and change. In order for us to measure progress towards results and adjust purposefully...we need feedback. So the key point for Adaptive Leaders is to make sure you are in the flow of as much feedback as you can get. When feedback is not a part of the system loop it leaves ...

Adaptive Leadership: Risk, Relevance, and Relationship

February 12, 2012  |   Adaptive Leadership   |     |   0 Comment

I want to challenge Adaptive Leaders to start with OUTCOMES and NOT RISK. Risk doesn’t have much to do with breakthrough decision making. When a decision needs to be made, making an assessment of risk is often the most prudent approach. It also greatly limits learning and can eliminate the many possibilities of success that otherwise are never considered. You do nothing differently and you get the same result...and yes...that is the definition of leadership insanity. Risk stops leaders from making or keeping a commitment. We may stop short of something extraordinary for us that would seem...just to risky. Adaptive leadership is not just seeking relevance with risk or reward. It is about a relationship that treats each decision, individual, or team in a different way. Risk may never  be a relevant part of your decision making as a leader after you read this post. Adaptive leaders know about commitment and understand ...

Adaptive Leadership: Leading and parenting allows failure

January 12, 2012  |   Adaptive Leadership,Parenting   |     |   0 Comment

To be a successful parent you have to be an adaptive leader. Teaching and training up leaders requires a level of patience, wisdom, and humility that many successful leaders find challenging. Its one thing to lead, make decisions, and take responsibility. It is an entirely different thing to coach and develop leaders on the ideals and principles that you use to make your decisions. This isn't a "right" or "wrong" paradigm. It is just another way of being.  Adaptive Leadership requires a whole different level of vulnerability and openness to mentor and guide a young child as a parent or develop an employee as manager. It involves a choice..a choice to be a coach and teacher and actively participate in the development of those around you. This level of vulnerability is not so much limited by ego, but really limited by a perspective. These perspectives usually show ...

Adaptive Leadership: Self Management – A Tribute to a Mentor

During the writing of this series in Adaptive Leadership I have reviewed some notes and messages from my mentors over the years. One of the persons who has impacted my life is Frederic Hudson, PhD, the founder of The Hudson Institute of Santa Barbara. During (and since) my Coaching training it was clear to me that Frederic has dedicated his life to teaching and coaching renewal in adults., He is a role model for adaptive leadership. The note below is an example of how Frederic encouraged us in Coaching Training to "pay attention" to the idea of self management. In this note he summarizes concepts from Peter Drucker's book "Management Challenges for the 21st Century. Written over 12 years ago it is still full of direction and wisdom for being an Adaptive Leader and Coach. I have "bold lettered" some nuggets. Thanks Frederic.

Adaptive Leadership: Acquiring perspective and knowledge

October 22, 2011  |   Adaptive Leadership   |     |   0 Comment

The number of transitions we go through in our personal and professional lives is accelerating exponentially. The skill/attribute of managing and leading individuals or systems through transition is adaptive work. It is intuitively about perspective and knowledge. The problem on the knowledge side is that information (what there is to know) is growing exponentially. We have great tools and search engines that allow us to acquire information, but it may be lacking validation or incomplete at best. This ability to "know" is growing increasingly more difficult. Which seems counter intuitive with all the technology we have available. Adaptive leaders are learners at their core. As a leader they focus on what they "need" to know. They fundamentally understand they can't know it all. Staying anchored in your core values as a leader is essential. Core values are something we can know and discern with the help of others.  It is vital ...

Adaptive Leadership: Giving Feedback you don’t want to, but need to.

September 10, 2011  |   Adaptive Leadership,Coaching   |     |   0 Comment

Effective leadership (like coaching) is about creating awareness for others. Helping them see something that will create value for them. Feedback has become a term that most leaders and their subordinates have confused with "coaching". Giving Feedback is not coaching. Feedback is an invaluable tool and skill that when used correctly can literally change the trajectory of a person or business. And it should always come with implicit or explicit permission and trust from the person receiving it. Feedback is the means to an end and not the end itself. Just because you deliver some feedback or information to another doesn't mean that action will follow. Great feedback can help the other person know how your perspective is grounded in observation and data. Data is not necessarily truth and that becomes a real part of where the breakdown in feedback begins. If you treat it as truth to be bestowed rather ...