2

From “Tribal leadership” by Logan, King & Fischer-Wright, 2008; adapted by Ledoux

1

2

3

4

5

Stage

Alienated

Stable partnership

Team

“Life sucks”

“I’m great”

“Life is great”

“My life sucks”

“We’re great”

Language

2%

25%

49%

22%

2%

%

Separate

Relationship to people

Separate

Stable partnership

“My life sucks”

“We’re great”

Language

Personal domination

Inspired by Isaac Getz (Freedom Inc.)

1

2

3

1

2

3

1

2

3

Marina

Olivier Laurent

2011

2009

Clarté FiertéProgrès

Autonomie

2007

Excellence

2007Reconnaissance

20112009

15

Listen to your

liberating question

Get off the dance

floor & on the

balcony

Learn daily to

ride your elephant

Get out of the way -

Let go

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Sustainability

Towards Stagnation(Too little efficiency)

TowardsBrittleness(Too little diversity)

Greater efficiency (streamlining)

Diversity & Interconnectivity

Optimum

100%

0%

Optimal balance

Greaterresilience

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27

Distinguishing technical problems & adaptive challenges

Solution and implementation

Solution and implementation

Primary locus of resp. for the work

Primary locus of resp. for the work Kind of workKind of workProblem

definition

Problem definitionChallengeChallenge

ClearClear ClearClear PhysicianPhysician TechnicalTechnical

ClearClear Requires learningRequires learning Physician and patient

Physician and patient

Technical and adaptive

Technical and adaptive

Requires learningRequires learning Requires learningRequires learning Patient > physicianPatient > physician AdaptiveAdaptive

Type IType I

Type IIType II

Type IIIType III

Source: “Leadership without easy answers”, by Ronald Heifetz

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Modulating the stress

Source: “Leadership on the line”, by Ronald Heifetz & Marty Linsky

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Protect leadership voices w/out authority

(Cover who raises questions authorities can’t raise)

5strategic

principles of

Leadership

Keep the distress level tolerable(Control the pressure cooker)

Focus on ripening issues(Counteract work avoidance mechanisms)

Give the work back to people

(Put pressure on people with the problem)

Identify the adaptive challenge(Unbundle the issues)

5 strategic principles of adaptive leadership

Source: “Leadership without easy answers”, by Ronald Heifetz, adapted by Ledoux

30

I. Diagnose the system

• Be ready to observe & interpret before intervening

• Diagnose the system itself

• Diagnose the adaptive challenge

• Diagnose the political landscape

• Understand the qualities that makes an organization adaptive

II. Mobilize the system• Make interpretations

• Design effective interventions

• Act politically

• Orchestrate the conflict

• Build an adaptive culture

III. See yourself as a system• Identify who you are

• Know your tuning

• “Broaden your bandwidth”

• Understand your roles

• Articulate your purposes

IV. Deploy yourself• Stay connected to your purposes

• “Engage courageously”

• Inspire people

• Run experiments

• “Thrive”

4 related groups of activities of adaptive leadership

Lessons learned on leadership

1

2

3

Act & talk as if you would control the situation

Give your team & yourself credits for success but also responsibility for part of the failures

Talk about the future, while recognizing organizational realities and their limitations

4 Know when & how not to interfere

5 Build an environment in which others can succeed

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