Leader 2.0!!!

"If your actions inspire others to dream more,

learn more, do more, and become more,

you are a leader!"

~ John Quincy Adams

Greetings and Salutations Fellow Bloggers,

For the past six weeks, we have been examining the good and the bad, the do's and the don'ts, and the positives and negatives associated with leadership.  This is in effort for us to assemble our "perfect" leader, if such a thing actually exists.  Alas, we are nearing the leadership style that I believe embodies that near perfect style.  This week, I want to introduce and expound upon the concept of the Adaptive Leader.

The adaptive leader is the unicorn of leaders.  It sits in that "goldie locks" zone of leadership styles that can truly be the style ALL leaders should strive for.  It's not too overbearing, not too under bearing.  Not too controlling, not too passive.  Very supportive, but not too nurturing.  Adaptive leaders are more follower centered, not to the extent of say a servant leader, but adaptive leaders certainly put the needs of the followers on a very high pedestal.  Adaptive leadership starts to take us in the direction of the team leader, which we will discuss in an upcoming blog.  The key to adaptive leadership is that it is follower sensitive, allows for growth, allows for change, and focuses on how the leader adapts to those changes when circumstances morph from one to another!

Like any other leader behavior, adaptive leaders have their "rules and regs" if you will.  They face challenges in which they must overcome.  Essentially, there are two.  A situation needs to be identified as a technical challenge which are ones that are clearly defined and have known solutions.  Unlike our friend here to the left, a technical challenge does not allow for the "hammer fixes everything" solution.  Adaptive leaders have to take the technical situation, assess it, and determine the best course of action based on organizational rules and procedures.  They must be level headed and very knowledgeable about organizational theory and process.

The second behavior centers on the adaptive challenge.  These are not so easy to identify because it requires leaders to encourage others to define challenging situations and implement solutions.  Moreover, they are difficult because it requires leaders to change people's assumptions, perceptions, beliefs, and attitudes.  Unlike our lawyers here to the right, this is not accomplished through coercive suggestion, as in a law suit, but rather through mutual encouragement and understanding.  In truth, there is a third behavior which is a hybrid of both of these.  that happens when the situation has a bit of both.  The best example of this I can think of is working in an office where new software is implemented to make your job "easier."  Of course, no one consulted you, but now it is up to you to learn the new software and it is up to the company leaders to convince you that what they have done is in the best interest of everyone.  In that situation, you have a technical and adaptive problem in which to overcome.

Okay, so you are saying to yourself, I got the adaptive leader is great and all, but why?  Well, there are six traits these leaders must exude, or they cannot reach the zen of leadership.  The six qualities are:

1) Get on the balcony….and look out to see the big picture.

2) Identify adaptive challenges….and determine if you have a technical problem, adaptive problem, or both.  Most of the time why organizations fail is they have no clue what the real problem is.

3) Regulate distress….by not freaking out when things don't go exactly as planned.  Things happen, but don't lose composure.

4) Maintain disciplined attention….by getting everyone, including yourself, to focus on the task that needs to be accomplished.

5) Give work back to the people….and live in the wise words of Frozen's Queen Elsa, "Let it go!"  You have to allow people to do their jobs and not be a control freak.  Put another way, if you need to do everything, then why have followers?

6) Protect leadership voices from below….by listening to minority input.  Sometimes the leader's way is not the only way (worse when surrounded by "yes" people).  Allow counter arguments to be heard or fringe ideas.  Sometimes the best ideas come from the voices below.  Plus, it shows you trust in your people which is always a good thing!

Here is a 21:00 minute Ted Talks video by Harvard Adjunct Lecturer Marty Linsky for your viewing pleasure about adaptive challenges for leaders:

So there you have it!  Adaptive leadership in a nutshell.  I want to stress an important point, you as the blog reader still needs to go out and find your leadership you.  My blog is just a broad overview and brief exposure to a very complex topic.  But I hope the exposure is at least enough to get you interested.  I know I am!  Thank you for reading, and until next week, take care of yourselves.