Leadership Framework
For over ten years, we’ve had the honor of working with leaders across the country and throughout mission driven organizations on their leadership development . Out of this experience, the Leadership Framework illustrates our understanding of the capabilities leaders need for themselves, their teams and their entire organization.
We use this model as a frame of reference for all the work we do, in coaching and in designing leadership development opportunities.
The framework applies to the work leaders do to develop themselves, their teams and their organizations.
The bottom half of the framework highlights the foundational capabilities necessary for a healthy organization. These capabilities focus on the people within the organization.
CULTIVATING is consciously tending to the culture of the organization. What are the norms regarding, for example, communications, time, conflict, accountability, dress code and decision-making. Each practice can either encourage or inhibit CONNECTING and DEVELOPING. Connecting is intentionally fostering healthy relationships with candor and authenticity. Developing is creating constructive practices of reflection, experimentation and adaptation to support learning and growth.
The top half emphasizes capabilities that support the continuous evolution of the organization. These capabilities focus on the impact of the organization in the world.
VISIONING defines what you and your organization are trying to accomplish now and in the future. What impact do you want to have on the world? What values do you need to cultivate to get there?
Realizing VISION requires balancing STEWARDING with INNOVATING - Stewarding is caring for yourself, your team, your colleagues, as well as caring for the financial and capital resources of the organization. Innovating is responding creatively to new information, opportunities and challenges in your environment and making changes accordingly. A balance between the two prevents stagnation at one extreme and continuous disruption at the other.
In our coaching, we reflect on these leadership capabilities and help our clients focus where they desire to expand their competencies.
In designing our leadership development programs, we use this as a frame of reference to help a client determine how to best meet their needs.
We’d love to speak with you about your leadership journey and developing leaders in your organization.
We use this model as a frame of reference for all the work we do, in coaching and in designing leadership development opportunities.
The framework applies to the work leaders do to develop themselves, their teams and their organizations.
The bottom half of the framework highlights the foundational capabilities necessary for a healthy organization. These capabilities focus on the people within the organization.
CULTIVATING is consciously tending to the culture of the organization. What are the norms regarding, for example, communications, time, conflict, accountability, dress code and decision-making. Each practice can either encourage or inhibit CONNECTING and DEVELOPING. Connecting is intentionally fostering healthy relationships with candor and authenticity. Developing is creating constructive practices of reflection, experimentation and adaptation to support learning and growth.
The top half emphasizes capabilities that support the continuous evolution of the organization. These capabilities focus on the impact of the organization in the world.
VISIONING defines what you and your organization are trying to accomplish now and in the future. What impact do you want to have on the world? What values do you need to cultivate to get there?
Realizing VISION requires balancing STEWARDING with INNOVATING - Stewarding is caring for yourself, your team, your colleagues, as well as caring for the financial and capital resources of the organization. Innovating is responding creatively to new information, opportunities and challenges in your environment and making changes accordingly. A balance between the two prevents stagnation at one extreme and continuous disruption at the other.
In our coaching, we reflect on these leadership capabilities and help our clients focus where they desire to expand their competencies.
In designing our leadership development programs, we use this as a frame of reference to help a client determine how to best meet their needs.
We’d love to speak with you about your leadership journey and developing leaders in your organization.
