11-1 Collaborative Leadership

Introduction

Organization design is a collaborative process. No single individual knows enough to design an organization by themselves, although many try. Even if such an individual existed, involving others in the design helps reduce resistance to implementing the new design. In many ways, a collaborative leadership style is the art of leading transformation.

There are nine leader behaviors in the framework that support the system for leading design and transformation, including (1) role model, (2) respect for people, (3) collaborative, (4) communication, (5) persistence, (6) hold accountable, (7) systems thinking, (8) personal involvement, and (9) personal learning (Diagram 11-1). Together, these nine behaviors form a collaborative leadership style that supports the nine leadership activities in the leadership system (Labs 2 through 10).

Role Model – To be credible, the leader as an organization designer must change first. Without credibility, the new design will not result in different behaviors throughout the organization. Effective leaders role model the other eight behaviors that make up the leadership style of the organization architect.

Respect for People – If you want people to collaborate and change, then you must treat them with respect. Successful organization architects treat people with respect and dignity regardless of position or status.

Collaborative – Organization transformation is complex, and the odds of success are low. Creating sustainable excellence requires a collaborative leader and a team-based approach.

Communication – Part of organizational design and transformation is frequent communication using both formal and informal media and methods to convey the need for change as well as the approach to change.

Persistent – Most employees have seen a wide variety of change initiatives come and go. Leaders often struggle to follow through on the actual change. Why? One reason might be that developing strategies is a lot more fun than the hard work of actually implementing the strategy and running the organization.

Hold Accountable – Successful organizational transformation requires leaders to follow through and hold people accountable. Many organizations develop compelling visions and strategies but fail to follow through and implement the changes needed to make the vision a reality.

Systems Thinking – Successful leaders are not only skilled at systems thinking, but also strongly motivated to work with systems and processes. Successful leaders of change are systems thinkers who can “connect the dots” to create an aligned and congruent organization.

Personal Involvement – Personal engagement in the organization’s design or redesign and transformation is required. You can’t delegate the overall design and integration of the organization system.

Personal Learning – Successful leaders of transformation are never satisfied with themselves or their organization. Coming “full circle,” the successful leader of change becomes the change they want to see, and they do this through reflection and learning from experience.

Read Chapter 11, Collaborative Leadership, in the [Re]Create Book.

Objective – Understand Collaborative Leadership concepts, components, and relationships and how they contribute to leadership and organization [re]design for sustainable excellence.

Download Workbook

What is the ideal leadership style for your organization? In this lesson, you will apply the key collaborative leadership concepts to your organization. Specifically, describe the ideal leadership style that fits your unique organizational context like a glove.

Collaborative Leadership Style 

Video 0:35

Objective – Describe the “ideal” leadership style that fits your unique organizational context “like a glove.”

The ideal collaborative leadership style from the previous key concepts video consists of nine individual behaviors. This worksheet is focused on the desired leadership style for the overall organization. In the next lesson, you will assess your leadership style. For this worksheet, think about your organization, the organization’s context, the strategy, the mission, the vision, the values, and the culture you are trying to create. What would a leadership model or style look like that you could deploy throughout the organization?

1. Respect for People

Describe what it means in your organization to respect people and treat them with dignity, regardless of position. Be as specific as you can in describing behaviors and situations.

2. Collaborative

Describe what it means to be “truly” collaborative in your ideal organization. What does that look like?

3. Communication

Describe the communication behaviors that support a frank two-way dialogue with stakeholders.

4. Persistent

What does it mean to be persistent? What distinguishes persistent from close-minded arrogance?

5. Hold Accountable

Describe the ideal leadership style for holding people accountable. How would that best be done throughout the organization?

6. Systems Thinking

Describe what it means for a leader to be a systems thinker. What does that look like? What does that entail?

7. Personal Involvement

Describe what it means for a leader to be personally engaged and leading the transformation.

8. Personal Learning

Describe the behaviors that make up personal reflection and learning.

9. Role Model

There are two old sayings: “a leader is always on parade” and “actions speak louder than words.” In addition to the other eight behaviors, what are the behaviors essential to being a role model leader in your ideal organization?