The core tension that we manage as adults, in my opinion, and especially as leaders, is the tension between purpose and safety. Each of us is oriented toward a purpose that desires to come through our lives.
As practitioners we’re often so busy working with our clients, helping them use The Leadership Circle framework to become better leaders, that we don’t have time to harvest the bounty from the model to improve our own performance. With a new year starting, here are three ways to use The Leadership Circle’s framework to set your focus for a great 2012.
The Leadership Circle Profile contains the most complete set of dimensions for increasing a leader’s or an organization’s innovative capacity, flexibility, and agility. However, this fact is only the beginning of the argument for why The Leadership Circle Profiles are designed for this outcome. The main reason has to do with the relationship between complexity and consciousness.
Last month we discussed how The Leadership Circle can be used to create a more innovative, flexible, and agile leadership culture in an organization. This Leadership Quarterly discusses Part Two on this topic—a case study example of how The Leadership Culture Survey describes precisely what is needed for a specific organization to be more agile, flexible, and innovative.
