If you are facing significant organizational or community change in your efforts to counter racism, talk to us about how this foundational model can be adapted for your success.
OUR SERVICES
The services we provide are focused on helping organizations and communities guide the change required to counter racism.
Our services are complementary to services that educate and raise awareness, but this is not our area of focus. We concentrate on helping you develop the roles and core strategies required to lead the organizational or community change required for sustained success.
Adapting the Six Leadership Roles and Their Core Strategies
There is no effective “cookie-cutter” approach to leading change. Success is always found in adapting a change model to (1) the specific nature of the change and (2) the organization or community. Our model uses six leadership roles, each with three cores strategies.
Working with You
We can work with you right from the beginning or we can engage at any point in the change journey to accelerate and protect progress or get disappointing initiatives rapidly back on track.
We can work with individual leaders and/or groups (teams, task forces, committees, departments, etc.). We can create an approach that is highly structured or one that is very flexible – to match your style. No two change scenarios are the same – but there is a common underlying foundation.
How to Begin
Just get in touch and have a conversation with us about the change you are leading or anticipating, where you are in the process and your experience so far, and how we might support you.
The Foundation Model for Leading the Desired Change
Six Leadership Roles
Our model is based on the classic heroic journey, which is THE story of change – whether individual, organizational or community in scale. There are six leadership roles play and each role has three core strategies to execute.
- The leadership roles and strategies play out in three phases: In the beginning, on the path, and in conclusion.
- The roles each have a phase in which they predominate, but there is usually some overlap.
- The leadership roles are not people – they are roles that will be played by different people at different levels of the organization.
- Different strategies will provide different leverage in different changes, but all of them are important and any that are missed will undermine success.
- The model is oriented toward corporate and organizational change, but is equally adaptable to community change.
Roles & Strategies “In the Beginning”
The Visionary
- Establish the “business case”
- Create the vision
- Make the leadership commitment
The Architect
- Define the required organization design
- Establish the core leadership team
- Create the change plan(s)
Roles & Strategies “On the Path”
The Catalyst
- Expand the “leadership web”
- Prepare and engage the people
- “Operationalize” the vision
The Guide
- Support people through the journey
- Establish communication systems
- Implement a healthy system of accountability
The Builder
- Maintain and expand the leadership web
- Build the individual, group and systemic capabilities required
- Guide people through the mastery process
Roles & Strategies “In Conclusion”
The Integrator
- Manage the “ripple effect”
- Align the “things” of the organization
- Attune the people
Most organizational or community change is disappointing for a reason. It’s complex and tough. That means it requires exceptional leadership that is aligned well into the organization or community (the ”leadership web”). Our model is designed to provide the foundation for aligned sustained leadership end-to-end.