The Attentive Leadership Model ©
Attentive Leadership has been developed directly from our engagements with clients by systematically collecting and synthesizing what we have learned during transformational leadership & change interventions. Transformation is an adaptive, innovative process. This model and its practice is really a mindset dedicated to learning and advancing actions that improve our client’s lives through a shared journey they control – after all, they are the real experts when it comes to their organizations. Everything we do and recommend is informed by leading research in applied psychology, neuroleadership and agile strategy business practices. Our model includes five iterative components framed within the context of a continuous learning feedback loop. A summary of each component is provided below this illustration:
- Identification of the overall Transformational Objectives, which are often delivered in the form of the presenting strategy and execution challenge by the client upon our entry to their system.
- Data Collection which can include observational, non-intrusive, qualitative, quantitative, including that related to the organizational culture. Data is always triangulated using agile principles to ascertain the organization’s readiness, ability and sentiment regarding change.
- Transformational Assessment including data analysis and initial feedback to the organization.
- Collaborative Alignment including joint discovery of key themes, tuning of future vision and agreement with stakeholder teams regarding the overall transformational objectives and initial action steps. A shared understanding is established here acknowledging that agile adaptations will occur through program learning and emerging environmental influences, including changes to the competitive landscape.
- Scalable Learning and Initiation of Transformation where learning is established through multiple methods emphasizing on-time delivery and role-based preferences based on leading research. Supporting tools can include short-clip video, collaborative & social methods, ILT recordings, etc. On-boarding is initially centered on the primary change agents, HR/OD, and senior leadership (collectively called “Mentors”) then scales and radiates out to the rest of the system through functional Leadership (“Guides”), program participants (“Advocates”) and other internal and external “System Stakeholders”. Content and modelling of practices is deliberately done in the context of work agendas and integrated into the organization’s HR employee coaching and performance assessment practices – see figure below. Metrics include stakeholder dashboards designed to collect both behavioral and business based leading and lagging indicators.
We always respect your time and resources. We offer you a thoughtful systems framework balanced by a participative dialogic process so clients can effectively identify and eliminate old habits, test new ideas, learn and create – an iterative process which research has proven critical for sustainable innovation and transformation. This all leads to quicker increases in productivity, external performance and customer satisfaction. Ultimately, we strive to make our clients self-sufficient, so they can continue using and enhancing Attentive Leadership long after we have left the privilege of their company. For more details please visit this recent article: Just in Time: Attentive Leadership© & Agile Strategy Execution
