seeing and assessing leadership culture

© 2017 Center for Creative Leadership. All rights reserved.

CONNECTED Community Webinar SeriesFeaturing the Big Idea of Relational Leadership

06 December 2017

Seeing and Assessing Leadership Culture

Charles J. Palus, Ph.D. Sarah Stawiski, Ph.D.


cop.ccl.org/connected/ Opt in at http://eepurl.com/ctHWeP



Q: What is relational leadership?

A: The idea of relational leadership is a powerful way to understand leadership

as the capacities and actions of social systems.

Leadership is an emergent property of relations (Denis, Langley & Sergi, 2012).

Leadership is a relational process of shared sense making and meaning making

(Bill Drath,The Deep Blue Sea, 2001).

Our purpose is to share and create knowledge, and to shape the

Center for Creative Leadership’s research agenda in this area.


cop.ccl.org/connected/

CCL has a body of research and practice which

builds on a relational view of leadership.

• Network Leadership

• Boundary Spanning

• Vertical Development / Transformation

• Leadership Culture

• Leadership Strategies

• The DAC Framework

• Dialogue

• Leadership for Societal Impact

Opt in at http://eepurl.com/ctHWeP



THE CONNECTED WEBINAR SERIES 2017-2018

1. DriveTime: Transforming Your Leadership Culture.

2. The DAC Framework and Relational Leadership.

3. Barry Oshry: The Structures We Fall Into Shape Our Consciousness

4. Leadership Beyond Boundaries and SOGI.

5. Boundary Spanning Leadership: Top Ten Lessons of Experience.

6. CCL Points of View on Leadership Development Through the Lens of Relational Leadership

7. Vertical Leadership Development in a Complex World

8. Relational practices for DAC: Project Review and Input



with Sarah Stawiski, Chuck Palus, & John McGuire

Wednesday December 6, 1 pm (Eastern); 11 am (COS); 10 am (Pacific).

Join us for a conversation about seeing and assessing leadership culture. In the previous webinar we explored

how leadership culture is key to change leadership. This week we take a closer look at leadership culture:

What it is, how to see it, and how to engage and begin to transform it.

Vertical Leadership Development for Societal Impact

with Kara Laverde, Senior Learning Leader, The Bill & Melinda Gates Foundation

Tuesday January 9, 1 pm (Eastern); 10am (Pacific)

Join us for a conversation with Kara Laverde at the Gates Foundation on how they have used the framework of

vertical leadership development as both “spotlight” and “scaffold” in developing their people and promoting

positive culture change.

View the Gates Foundation white paper, Lead Your Culture or Your Culture Will Lead You.

CCL white papers on vertical leadership development are here.

http://eepurl.com/ctHWeP


https://ccl.us14.list-manage.com/track/click?u=f81289774ac07b5e5356fc7e2&id=4b42a0a74e&e=a530249a0b

https://ccl.us14.list-manage.com/track/click?u=f81289774ac07b5e5356fc7e2&id=1658e2ba8d&e=a530249a0b

https://ccl.us14.list-manage.com/track/click?u=f81289774ac07b5e5356fc7e2&id=9b207efdb4&e=a530249a0b

https://ccl.us14.list-manage.com/track/click?u=f81289774ac07b5e5356fc7e2&id=933f2c8e75&e=a530249a0b


CONNECTED Community Webinar SeriesFeaturing the Big Idea of Relational Leadership

06 December 2017


Charles J. Palus, Ph.D. Sarah Stawiski, Ph.D.

©2017 Center for Creative Leadership. All rights reserved.

• Leadership Metaphor Explorer™ exercise

• What is leadership culture?

• Seeing and assessing leadership culture

• Leadership Culture in a Box: Tools and frameworks you can use

Agenda


In your organization or community …

When you are doing your best work together:

How are shard direction, alignment,

and commitment (DAC) created?

Choose one card that describes what that’s like.

Put the letter of the card in the chat box, and say why you chose this card.

Make sure the chat is set to “Everyone.”

A B C D

E F G H


Leadership Culture: IntroductionMuch of our success in the world depends on our abilities to learn, grow, and change as

groups of people in organizations, businesses, communities, and societies.

Culture is the key. Culture can make or break our collective ability to adapt. The good news

is that culture itself can change in positive ways that create collective success.

Leadership culture is the meaning we make, and the tools we

use, to create direction, alignment, and commitment

among people with shared work.

A healthy leadership culture is a key part of the success of any group, team,

organization, or community.

The ability of a collective to learn, grow, and change depends on the leadership culture

of that collective.

Leadership culture itself can evolve and even transform in ways that support collective

success and the greater good.


Leadership culture in an organization shapes the answers to:

How do we define “leadership”?

What does good leadership look like around here?

Who are exemplary leaders?

How do we talk to each other?

How do we make decisions, engage conflict, give and receive feedback?

How do we get things done?


Leadership is a

collective activity

Leadership emerges out of

individual expertise and heroic action

People in authorityare responsible for leadership

Palus, C.J. McGuire, J.B., & Ernst, C. (2012). Developing interdependent leadership. In The Handbook for Teaching Leadership: Knowing, Doing, and Being. Snook, S., Nohria, N. & Khurana, R. (Eds.). Sage Publications with the Harvard

Business School. Chapter 28, 467-492.

The Evolution of Leadership Cultures


GlobalAdaptive

Sustainable

Multi-regionalEntrepreneurial

Heroic

LocalRoutine

Regimented

Business Strategy

current

capability

ceiling

new cultural

core capability

Leadership

Strategy

What behaviors & beliefs will drive your business strategy?

Capability

Leadership CultureShapes

Direction,Alignment &Commitment

Tools for Inquiry Culture Walkabout toolStorytelling toolDAC Assessment toolSix Box Learning Grid tool

Tools for Assessment Leadership Culture AssessmentLeadership Culture IndicatorLeadership Culture GapStrategy Line-UpTeam Workstyle continuumTransformations™

Tools for Dialogue Dialogue toolFishbowl toolPutting Something in the MiddleLeadership Explorer™ tools (Visual, Metaphor)

Developing Leadership Culture

Overview: The arts and principles of development; Service connections to CCL; Evaluation Guide: Measuring effectivenessLeadership Essentials for Change™


Seeing & Assessing Leadership Culture

Why?

• To pay more attention because of general curiosity;

• An interest in learning more to preserve what is going well;

• Current leadership culture is not supporting strategy and in need of development;

• To evaluate the effectiveness of your change efforts.


Becoming More Attentive

• Starting to pay attention to your leadership culture in a different way and starting to ask different questions.

• Example: Are we direct in our communication?

• Ranges from simple awareness to ethnography

• Examples:

─ “Culture Walk About” tool

─ Training Culture Observers

©2017 Center for Creative Leadership. All rights reserved.© 2 0 1 3 C e n t e r f o r C r e a t i v e L e a d e r s h i p . A l l R i g h t s R e s e r v e d .

How are leaders interacting

in Hawley Garcia to get

things done?

Culture Walk About

(1)Identify area of

leadership culture

to observe

(2)Workshop for

observers to define

indicators of success

and orient

(3)Observers

track

observations

systematically

Culture Observers Pilot

(4) Actions

recommended;

success stories

are shared


Frame the change

Inform the change

Demonstrate results

Test Principles and Guide the Future

How can ongoing evaluation help your leadership culture change efforts?


And that’s not all, folks!

BONUS EFFECT SPECIFIC TO LEADERSHIP CULTURE CHANGE

Integrating evaluative thinking, and collaboratively collecting, sharing, and making sense of your data

about your leadership culture

is in itself a practice that can help develop the leadership culture.


• From evaluation as separateto evaluation as part of the change effort.

• From waiting for the polished reportto facilitating learning through the use of data.

• From linear and pre-determined plan to adaptive and iterative.

• From relying on survey datato integrating multiple methods.

Mindset Shifts: Evaluating Culture Change Efforts

Preskill, Gopel, Mack & Cook, (2015). Evaluating Complexity.


Getting real about where you are, where you need to be, and progress in getting there.

• EXAMPLE: How developed are we on the practice of feedback, ranging from practices that look like dependent leadership culture to practices that look like interdependent leadership culture? What is the gap between where we are and what our organization’s strategy will require?

Aha! We must need a survey so we can get a numeric rating, right!?

Maybe …

From Survey Data to Multiple Methods


• Example: The Leadership Culture Rubric• Provides five “levels” of development for four different leadership practices.

Assessing Current State and Change Over Time

The Leadership Culture Rubric can be used to track

change over time, in combination with other

data sources.

The Leadership Culture Rubric


Tools for Collective Sense Making

• Complex and dynamic situations require a diverse group of people to develop a shared understanding in order to make decisions about what actions to take.

• Certain tools can help promote more creative and insightful sense making.

• Example: Leadership Metaphor Explorer, Visual Explorer, Transformations.

Tools for Inquiry Culture Walkabout toolStorytelling toolDAC Assessment toolSix Box Learning Grid tool

Tools for Assessment Leadership Culture AssessmentLeadership Culture IndicatorLeadership Culture GapStrategy Line-UpTeam Workstyle continuumTransformations™

Tools for Dialogue Dialogue toolFishbowl toolPutting Something in the MiddleLeadership Explorer™ tools (Visual, Metaphor)

Developing Leadership Culture

Overview: The arts and principles of development; Service connections to CCL; Evaluation Guide: Measuring effectivenessLeadership Essentials for Change™

Leadership Essentials

for Change™

card deck

www.ccl.org/Essentials

http://www.ccl.org/Essentials

Two federal agencies with vastly different cultures provide

a lesson in boundary spanning at its greatest in a delicate

transition of the U.S. role in Iraq prior to the December

2011 withdrawal of U.S. forces. Read the intriguing

account of how CCL helped the Departments of Defense

and State achieve unity of effort despite their daunting

differences and complex challenges.

On Sept. 1, 2010, Lloyd J. Austin, III became

Commanding General of U.S. Forces-Iraq (USF-I). Just

days before, James F. Jeffrey was confirmed as the new

U.S. Ambassador to Iraq.

https://www.ccl.org/wp-content/uploads/2015/04/BoundarySpanningBattleRhythm.pdf

https://www.ccl.org/wp-content/uploads/2015/04/BoundarySpanningBattleRhythm.pdf

Our colleague Philip

Kakungulu is working with

leaders in South Sudan.

“A door has been opened

in South Sudan as I will be

speaking to the South

Sudan Parliament on

conflict transformation. …

We speak to the next

generation.”

October 2009 45

CTS

working

Our relationships

NOWOur relationships for the

FUTURE strategy

Across

Clusters

with

Partner A

with

Partner B

A few

key

words

for each

…

Flow together

Harness power

Unified agenda

??TAPE cards to

chart

Create one chart per

small group

Capture a few key words for

each

Debate and decide one

card per each cellConnected

Mutual

respect

Virtual

spaces

What behaviors & beliefs will help drive the business strategy?

October 2009

What behaviors & beliefs will help drive the business strategy?

Thank you!

Thoughts and questions?



with Sarah Stawiski, Chuck Palus, & John McGuire

Wednesday December 6, 1 pm (Eastern); 11 am (COS); 10 am (Pacific).

Join us for a conversation about seeing and assessing leadership culture. In the previous webinar we explored

how leadership culture is key to change leadership. This week we take a closer look at leadership culture:

What it is, how to see it, and how to engage and begin to transform it.

Vertical Leadership Development for Societal Impact

with Kara Laverde, Senior Learning Leader, The Bill & Melinda Gates Foundation

Tuesday January 9, 1 pm (Eastern); 10am (Pacific)

Join us for a conversation with Kara Laverde at the Gates Foundation on how they have used the framework of

vertical leadership development as both “spotlight” and “scaffold” in developing their people and promoting

positive culture change.

View the Gates Foundation white paper, Lead Your Culture or Your Culture Will Lead You.

CCL white papers on vertical leadership development are here.

http://eepurl.com/ctHWeP


https://ccl.us14.list-manage.com/track/click?u=f81289774ac07b5e5356fc7e2&id=4b42a0a74e&e=a530249a0b

https://ccl.us14.list-manage.com/track/click?u=f81289774ac07b5e5356fc7e2&id=1658e2ba8d&e=a530249a0b

https://ccl.us14.list-manage.com/track/click?u=f81289774ac07b5e5356fc7e2&id=9b207efdb4&e=a530249a0b

https://ccl.us14.list-manage.com/track/click?u=f81289774ac07b5e5356fc7e2&id=933f2c8e75&e=a530249a0b

seeing and assessing leadership culture

Leadership & Management