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Level Five “Strategist” Leadership for Complex Adaptive Groups

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Level 5 Strategist Leadership for Complex Adaptive CollectivesThis blog is a companion to the interview with Terri O’Fallon. What is A Level 5 / Teal Organization? Terri O’Fallon, PhD, wrote this post.

The world is a complex place. We are connected and interconnected in ways from which we can no longer retreat with the Internet, and the contemporary ways make us visible to every pair of eyes that look our way. So, how do we lead in this interconnected atmosphere that is changing so quickly? When we are continually connected to the internet, how can we know that any fact in the sea of information we swim in daily is true?

In today’s climate, much truth can come from within you, the leader, by knowing how to engage with the complex, adaptable contexts we live in daily.

Four strategies support building working environments and systems that can improve a leader’s effectiveness and efficiency as a leader in a complex adaptive team or organization. These four strategies come out of the research from the STAGES developmental model, which was derived by integrating developmental approaches related to 1. our individual beliefs and values, 2. our individual action orientation, 3. the norms and culture of the team or organization and 4. the structural and systemic elements. Using these strategies will not only help leaders achieve their goals but will make work a pleasure.

  1. Support the developmental growth of the people in your organization.

We grow and develop all our lives. However, growth isn’t like climbing stairs to the top. Developmental maturity is more like blowing up a balloon. As a result, one grows and matures in wisdom, intelligence, compassion, relationships, and skills, one breath at a time. Becoming familiar with these well-documented stages of growth is an important window into the worldviews and beliefs of individuals and how those views shape your organization. Promoting developmental change and understanding how transformation occurs can shatter a hidden glass ceiling that could stunt the growth of people in your organization who are constrained by current organizational limitations.

  1. Embed goals in ethical principles that you will not sidestep.

Goals are useful targets, but they do not inherently have virtuous results. Part of success is adapting to any goal or target as new landscapes come into view. Adapting goals quickly to changing conditions can inhibit unintentional negative side effects to keep them alive and operable without adapting. Developing a set of principles that guide your adaptations can keep your revisions within ethical boundaries and enhance the results you want to achieve in the world. For example, if your principle is transparency, you would know immediately if you were hesitant to be forthright about an alteration of a process in action, and upon examination, you might discover unconscious underlying reasons for your hesitation in being transparent. Whatever the principles are, they can mold and shape goals and dictate how they are reached as they adapt to changing contexts. By deciding up front a set of principles you will not go outside of, you can quickly make decisions about any variations in your aims and be less apt to cause unintentional harm to others, society, and the bottom line.

  1. Experiment with small changes and then try them on yourself.

A strategist (level five) leader can stand back and see the systems s/he is working with and the organizational environment. This kind of leader can evaluate the weak links in the system and strengthen those places, often in collaboration with others. If the adaptation works, you will see positive change in those who work in the organization, and one way you can know that your change is appropriate is if it grows you and others. You can experience this by stepping back into the system you have adapted and noticing how you experience the change as it applies to you personally and, through that lens, how it applies to others.

  1. Work with individual and collective shadow issues.

This is one of the most challenging parts of being a strategist (level five) leader, as tested by STAGES. At strategist (level five), people are willing to take personal risks in updating their perceptions and behaviors and in addressing organizational inconsistencies. The obvious one at this level is seeing your projections (getting frustrated by others who have qualities you don’t recognize or acknowledge in yourself). You will know if you are projecting if you catch yourself judging someone or assuming something about someone, and after you reflect at the end of the day on these judgments and assumptions, you may begin to see patterns of behavior in yourself that bother you in others. It helps to write them down and provides a tool to evaluate what you judge in others and yourself.

The truth is that we can’t judge what is in others unless we also have that experience somewhere inside ourselves. For example, when driving and someone cuts you off, you may find yourself extremely angry. If you can see your projection, you might ask yourself, “Have I ever cut someone off in traffic?” Projecting our judgments is common, and we are usually unaware that we also own the same qualities we find annoying in others.

Identifying projections is very important because, in organizations, we may find fault with others for things we are doing. By identifying the projection, we can address our disruptive behavior and change our relationship with others. After we have addressed our behavior, we can invite others to do the same.

This approach helps you as a leader find both the challenging and positive capacities in yourself that you don’t see and helps you see how much you are like others you judge or criticize. This understanding alone can help resolve tense situations that inevitably arise.

These projections permeate most groups or organizations (collectives) . There will frequently be times when there are self-righteous and indignant accusations among people working together, between departments, and between organizations. Over time, unconscious collective agreements become organizational habits that can inhibit creativity and honesty and lead to ineffectiveness. Collective examination and identification of these unconscious and often limiting habits can improve effectiveness and benefit the whole organization and, potentially, innovation.

These projections are like putting a rubber band around a tree and then around your waist. You can stretch that rubber band only so far, and it will eventually halt or slow progress—or worse, snap and throw you back.

We use the STAGES matrix to identify these hidden areas, to find the specific areas that need attention, and to create interventions that are effectively and efficiently targeted for healthy adaptive change.

To learn more about the StAGES model and Terri’s work, visit Terri’s website, “Developmental Life Design”

About the Author

Terri O’Fallon, PhD has focused the last 23 years as an applied researcher, Terri O’Fallon’s focus over two decades has been on “Learning and change in Human Systems”. She has worked with hundreds of leaders studying interventions that most result in developing leaders who can effectively implement change. She has a PhD in Integral Studies from the California Institute of Integral Studies.

Terri is also the co-founder of two organizations. She and Kim Barta have created Developmental Life Design, an organization that focuses on how the STAGES (developmental) model can support insight into our growth as people, leaders, guides, and coaches and the impact these insights have on our influence in human collectives.

She also partners with Geoff Fitch and Pacific Integral, using the STAGES model to develop collective insight and developmental growth experiments.

 

How Does Developmental Perspective Connect with Level 5 Leadership?

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Innovative Leadership Developmental PerspectivesIn the previous blog post Leadership 2050 – What Does the Future of Leadership Look Like? We referred to Strategist, also known as Level 5 Leadership, as referenced by Jim Collins in his best-selling book Good to Great. In this post, we will present the foundation of developmental perspective (one of the five key elements of the innovative leadership framework). We will start with the basics, and then, during the next five weeks, we will explore the five most common developmental perspectives. Since people grow through perspectives or levels, we will walk you through the levels ending with strategist.

 The Importance of Developmental Level/Perspective

We believe a solid understanding of developmental levels and perspectives is an important foundation for leadership development. Developmental perspectives significantly influence how you see your role and function in the workplace, how you interact with other people and how you solve problems. The term developmental perspective can be described as “meaning making” or how you make meaning or sense of experiences. This is important because the algorithm you use to make sense of the world influences your thoughts and actions. Incorporating these perspectives into your inner exploration is critical to shaping innovative leadership. We will look at the five most common of those meaning-making approaches in greater detail in this blog series.

Leadership research strongly suggests that although inherent leader type determines your tendency to lead, good leaders develop over time. Therefore, it is often the case that leaders are perhaps both born and made. How leaders are made is best described using an approach that considers developmental perspective.

The Leadership Maturity Model and Developmental Levels/Perspectives 

Innovative Leadership Hierarchy of NeedsThe developmental perspective approach is based on research and observation that, over time, people tend to grow and progress through several very distinct stages of awareness and ability.   One of the most well-known and tested developmental models is Abraham Maslow’s “Hierarchy of Needs.” A visual aid Maslow created to help explain his hierarchy of needs is a pyramid that shows levels of human needs, both psychological and physical. As you ascend the pyramid’s steps, you can eventually reach self-actualization.

Developmental growth occurs much like other capabilities grow in your life. We call this “transcend and include” in that you transcend the prior level/perspective and still maintain the ability to function at that perspective. Let us use the example of learning how to run to illustrate the development process. You must first learn to stand and walk before you can run. And yet, as you eventually master running, you still effortlessly retain the earlier foundational skill that allowed you to stand and walk. In other words, you can develop your capacity to build beyond your basic skills by moving through more progressive stages.

People develop through stages at differing rates, often influenced by significant events or “disorienting dilemmas.” Those events or dilemmas provide opportunities to begin experiencing your world from a completely different point of view. The nature of those influential events can vary greatly, ranging from positive social occasions like marriage, a new job, or the birth of a child to negative experiences, such as job loss, an accident, or the death of a loved one. These situations may often trigger more lasting changes in your thinking and feeling. New developmental perspectives can develop gradually over time or, in some cases, emerge  abruptly.

Some developmentally advanced people may be relatively young, yet others may experience very little developmental nuance throughout their lives. Adding to the complexity of developmental growth is that the unfolding of developmental perspectives is not predictably evident along the lines of age, gender, nationality, or affluence. We can only experientially sense indicators that help us identify developmental perspectives when we listen and exchange ideas with others, employ introspection, and display openness to learning. In fact, most people naturally intuit and discern what motivates others and causes some of their greatest challenges.

To further examine developmental perspectives, we will talk about the assessment tool we use, the Maturity Assessment Profile (MAP), and its conceptual support, the Leadership Maturity Framework (LMF). Susann Cook-Greuter created this developmental toolset as part of her doctoral dissertation at Harvard. We will use the MAP and the Leadership Maturity Framework as the foundation for our developmental discussion. The MAP evaluates three primary dimensions to determine developmental perspective: cognitive complexity, emotional competence and behavior.

3 Dimensions of Developmental Level/Perspective

  • Cognitive complexity describes your capacity to take multiple perspectives and think through increasingly more complex problems. This is akin to solving an algebra problem with multiple variables. For example, a complex thinker can balance competing interests like employees’ desire for higher pay with customers’ desire to pay low prices and receive good service.
  • Emotional competence describes your self-awareness, self-management, awareness of others, ability to build and maintain effective relationships, and capacity for empathetic response.
  • Behavior describes how you act; this dimension generally describes your actions.

A sense of time, or time horizon, is another essential feature in developing perspective. For example, if a leader is limited by their developmental perspective to thinking about completing tasks within a timeline of three months or less, then optimally, this leader should only be leading a part of the organization that requires short-term tasks. On the other hand, if a leader can think and implement tasks with three-year time horizons, then that leader can and likely should be taking on a role that includes longer-term tasks. This could be a leader responsible for overseeing the implementation of an enterprise-wide computer system, where the migration may take substantially more time, and the process is more complex. 

Elaborating on this example, there will be components of the team primarily responsible for the more tactical, hands-on part of the installation and who demonstrate shorter time horizon thinking. They are held accountable for certain tasks within the plan but will not be responsible for designing the more strategic portions nor be charged with the daily decisions that impact the overall budget. 

Further still, imagine that one year into the project a key member of the team takes another job and the Project Manager (PM) becomes responsible for finding a suitable replacement. The PM must consider all options when selecting a replacement. The most effective staffing solution for the project will need to account for potential changes over the next several years and how they will impact overall project cost, outcome quality, and team cohesiveness. Time horizons and developmental complexity are directly applicable to innovative organizational decisions.

Leadership 2050 – What does the Future of Leadership Look Like?

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Wizard of OzThis blog post was created by Susan Cannon, Maureen Metcalf, and Mike Morrow-Fox to explore what leadership looks like in 2050. You can read a more in-depth analysis when a full chapter is published by the International Leadership Association Building Bridges series in 2015. Current research on future trends indicates that increasing complexity, accelerating change, and near-constant uncertainty are ahead. This level of challenge will most certainly exceed the capability of any nation or leader to manage it. Historically, such times have catalyzed cultural evolution. As each new stage of human culture has emerged, the requirements of leadership have shifted accordingly.   In the next 10-35 years, we expect a new and more complex stage of culture to emerge, “Integral” culture, bringing with it a new paradigm of technology and economy. This will require different leadership skills than in the past. We will refer to those skills as Strategist skills based on the work of developmental psychologist Susanne Cook-Gretuer. Research shows that Strategist Leaders have a lens that facilitates consistent, innovative problem-solving during stress and constraint.

We are not certain that L. Frank Baum never published a leadership text. Yet, his Wizard of Oz provides a rich metaphor emphasizing the intensity of change and the urgency of leadership that characterizes the next thirty-five years. With Dorothy on her bicycle, a Kansas storm provides the first antagonist of his drama. The sky darkens, the winds strengthen, and the world becomes an overwhelming, hostile milieu.   As we gaze forward, our barometer of change foretells meteorological twisters and technological tornados that will be forceful, formidable foes. Dorothy turns to The Great and Powerful Oz, leader of the Emerald City, who appears to have situational control of his empire. However, his true leadership limitations became apparent when routine answers, distancing conventions, and dismissive formalities were challenged.

The smoke and mirrors that had so well served The Great and Powerful Oz are no match for complex problems demanding transformational answers. Our survey of the future shows that many of the upcoming challenges are as daunting as the return to Kansas from the Emerald City. Just as Dorothy requested of Oz, our leaders will need substance over presentation, and ability as well as tools. Given the challenges before us, effective leaders soon and beyond will not just need to “KNOW” about innovation, sustainability, and inclusion; they will need to “BE” innovators, transformers, and coalition builders. Come the year 2050, none of us will be in a metaphorical Kansas anymore.

Much like Dorothy learning to make her way in the new world of Oz, the need for leadership shifts accordingly as each new stage of human culture emerges. While already underway in small pockets, in the next 10-35 years, we expect this shift to grow in significance. This shift will require (and catalyze) what developmental researchers call “Strategist” leadership skills. Strategist Leaders have a developmental lens that facilitates consistent, innovative problem-solving that endures during times of stress and constraint. They are roughly aligned with the Level 5 Leader referenced by Jim Collins in his best-selling business book Good to Great. The authors have established a Competency Model to help develop the Strategist Leaders that society and organizations will require to navigate this new cultural paradigm effectively.

Strategist leaders are uniquely prepared to navigate the complexities of the coming global interconnected world both behaviorally and developmentally. Strategist leaders have also been linked to attaining the highest business results. In a study of CEOs, researchers David Rooke and William Torbert found that strategists had the greatest ability to create transformational results for their companies. These transformations included profitability, market share, and reputation over four years.

Equally as important as the behaviors and the results, the key to the effectiveness of the Strategist leader is that these behaviors are not born of external prompting or skill mimicking. They are intuitive, innate actions arising from developmental maturity. Strategist leaders don’t have to examine innovation because they are innovational, they don’t need to ponder transformation because they are transformational, and they don’t need to study collaboration because they have become collaborative. This ‘being’ rather than ‘acting’ facilitates a clarity and consistency that endures during times of stress and constraint.

Author and developmentalist Ken Wilber claims that while only about 2% of the world population has reached the Strategist level, it could potentially reach 10% within another decade. However, this is not a foregone conclusion. Much will depend upon the conditions and environments of influential institutions such as business, government, nonprofits, and education.

photo credit: www.flickr.com Brett Kiger

Innovative Leadership Fieldbook Reviewed by Harvard Professor, Jim Ritchie-Duham

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Maureen Metcalf & Mark Palmer. . Innovative Leadership Fieldbook. Tucson, AZ: Integral Publishers.  Reviewed by James L. Ritchie-Dunham

What is interesting about this book?  One of my favorite papers on “interesting” suggests that showing what seems to be complicated and disparate is actually straightforward and connected is interesting (Davis, 1971).  The world of leadership development is definitely ready for a “straightforward and connected” contribution, and Metcalf and Palmer make it with the Innovative Leadership Fieldbook (ILF).

As a reviewer, I believe it is my responsibility to show you why I think this book makes a contribution, and is worth your investment of time.  To evaluate what a framework contributes, I will use the CRISP criteria (Ritchie-Dunham, 2008), which basically suggest that if we want to understand something through any given framework, the framework should support our understanding of how Comprehensive, Rigorous, Integrative, Simple, and Purposeful it is.  This book scores high on all five.

Using Wilber’s integral AQAL lens (Wilber, 2000), ILF defines a comprehensive leadership development framework as one that meets the inner and outer perspectives of the individual and the collective, at different levels for different types:  “An Innovative Leader influences by engaging self, culture and systems equally.” (p. 14)

  • On Comprehensiveness ILF scores high.
  • ILF defines rigor as a framework that is proven to deliver strong results and based on solid science.  The authors bring in very credible, often peer-reviewed tools that they have themselves tested with many leaders over many years.  ILF scores high on rigor.
  • Integrative means that the framework makes clear how the different elements fit together.  Using the AQAL framing and a pyramid structure, ILF is very explicit about how the inner, outer, developmental, and type perspectives fit together.  On Integrative ILF scores high.
  • Perhaps the authors’ most significant contribution is the Simple criteria.  Simple means understandable to intelligent leaders, in this case, not dumbed down.  Metcalf and Palmer provide an elegantly simple and, thus, very accessible entry to material that is often presented in very complicated and overly complex ways.  ILF excels on the Simple criteria.
  • The book also defines the Purposeful criteria for leadership development as one that enables leaders to critically self-assess and authentically engage in their own development, so that they can influence AQAL alignment and movement, directionally and tactically.  If it does not meet that purpose, it should not be in the framework.  On the Purpose criteria, the book does well, providing tools for critical assessment, examples of how others worked with the tools, and processes for implementing the insights from the tools.

These are five major contributions to a literature on leadership development that usually scores low on all five CRISP criteria.

Now that it is clear that ILF makes a contribution, what does the journey look like?  This is the content question.  ILF proposes a design for a multi-month journey into one’s own leadership.  The design comes in two segments: lenses and processes.  The first segment describes five different lenses into one’s own leadership, keying on different AQAL dimensions.  The second segment suggests a six-step process that uses the lenses to critically assess and re-define one’s own leadership.

  • The first segment looks at leadership development from the integral lenses of type, stages, resilience, all-quadrants, and behaviors.
  • For types, ILFuses the Enneagram to explore types of individuals and teams, providing a simple language, tables, examples, and reflections for using this lens.
  • For stages of ego development, ILF uses the well tested Maturity Assessment Profile developed by Susanne Cook-Greuter, providing brief, rich profiles of leaders at different developmental stages.
  • Resilience is explored using a physical well-being, thinking, emotional intelligence, and connection framework presented earlier in this journal (Metcalf & Gore, 2011).
  • Building on leadership type, stage, and resilience, an all-quadrants perspective is used to analyze any leadership situation.
  • Finally, the lens that rests on top is the Leadership Circle Profile of a leader’s creative and reactive people and task behaviors.  Each lens is presented simply, with clear leadership examples from the authors’ experience, ending with reflection questions for the reader.

The authors then walk the reader through a six-step process for living into what is seen through the integral lenses of innovative leadership.  Each step is broken down into a series of straightforward and insightful questions that uses the insights from the integral lenses.  The six steps are: (1) create a compelling vision of your future; (2) analyze your situation & strengths; (3) plan your journey; (4) build your team & communicate; (5) take action; and (6) embed innovation systematically.  The brilliance of the book is how CRISPly these traditional areas are presented, making the deep, transformative use of the material relatively easy, engaging, and useful.  That is a lot to accomplish in 263 pages.  I highly recommend the Innovative Leadership Fieldbook to anyone who is ready to take on the transformation of their own leadership.

Click here for more information about the Innovative Leadership Fieldbook or to purchase the book.

About the Reviewer

Jim Ritchie-Dunham is a student of the agreements that guide human interaction.  He explores these agreements through practice, research, and teaching.  Jim is president of the Institute for Strategic Clarity, a trustee of THORLO, and an adjunct faculty member at the EGADE Business School and at Harvard.

Jim’s work has focused primarily on understanding human agreements as integral systems, developing strategy from a systems-resource perspective, and fostering large-scale social-change as a collaborative, holistic inquiry. He has developed conceptual frameworks in his work with executive teams in corporate, government, civil society, inter-sectoral, and global-action-network settings for twenty years in seventeen countries. Jim co-authored the book Managing from Clarity: Identifying, Aligning and Leveraging Strategic Resources, and has written many articles on integral, systemic strategy for academic and practitioner journals.

Institute for Strategic Clarity, 108 High Street, Amherst, MA 01002 (603) 620-4472

jimrd@instituteforstrategicclarity.org

References

Davis, M. F. (1971). That’s Interesting: Towards a Phenomenology of Sociology and a Sociology of Phenomenology. Philosophy of Social Science, 1, 309-344.

Metcalf, M., & Gore, B. (2011). Resilience Through The Integral Lens – A Case Study. Integral Leadership Review, 11(2).

Ritchie-Dunham, J. L. (2008). A Collaborative-Systemic Strategy Addressing the Dynamics of Poverty in Guatemala:  Converting Seeming Impossibilities into Strategic Probabilities. In C. Wankel (Ed.), Alleviating Poverty through Business Strategy(pp. 73-98). New York: Palgrave Macmillan.

Wilber, K. (2000). A Theory of Everything. Boston: Shambhala.