Ensuring autonomy is respected for all, we follow a philosophy of leading through facilitation. It is about guiding a process, that allows the stakeholders to become the drivers and owners from beginning to end.
Using a mixture of elements from different Leadership Theories and Design Thinking, 'The Process' is organic, authentic, sustainable and co-creative. This allows for all users to have a sense of pride and ultimately buy-in in the end result. Once 'The Process' begins, it never ends. It is an ever evolving philosophy of "Fail Fast, Fail Often" taken from design thinking that instigates an innovative model for organisations to see themselves as always changing. Learning to become fluid and to react in unison with all the different ecosystems, that constantly fluctuate. It finds stability, although is not rigid - being at rest.
It begins with being sympathetically or knowledgeably aware of the character or nature of each of the ecosystems. Learning about who and what they are in their surrounding environment and how they interact.
This phase is respectful of the current systems that may be in place and accounts for both the internal and external organisational ecosystems. It is normally lead by an external facilitator who guides the exploration and research.
In the second stage, it is about having the ability to understand and share the feelings of others. This includes, the leaders, the followers and other major stakeholders. This is a process of unraveling and uncovering through both observation and inquiry. Some of the tools we recommend for this phase are:
Through a process of synthesising information, you can then begin to understand the state or describe exactly the nature, scope, or meaning of something. This divergent process leaves you with meaningful insights about your teams and your organisations:
Using the energy of creativity, people are invited to participate in visualising a new way forward, a new way of thinking, a new way of being. Stimulating the left and right minds of the team, they play and explore multitudes of possibilities of how things might be, based on the insights they have learnt about their ecosystems.
Using co-design first or preliminary concepts are created considering sustainability and being aware of the needs of the organisation as a whole. Concepts are shared amongst the team for initial feedback and design refinements are made. All the time ensuring that they account realistically for:
A shared leadership model is used, to roll-out the plans for testing amongst the organisation. Reflection and dialogue are used periodically over the coming months, to empathise with how the culture of the organisation and its team are evolving, with these new processes in place. Rotating elected leaders monitor progress and collate reaction and resilience to the new changes. Feedback is collected regularly and 'The Process' can be reiterated on elements that need further refinement or rediscovery.