In 1961, US President John F. Kennedy challenged his nation to, literally, reach for the moon. Like all great leaders, Kennedy understood that an effective vision will unleash a level of power, alignment and motivation that can change the world. This is the start of a series of ideas and tools to help you with your own visioning process.
“I believe that this nation should commit itself to achieving the goal, before this decade is out, of landing a man on the moon and returning him safely to Earth.”
In a mere seven years, Neil Armstrong and Buzz Aldrin were the first humans on the planet to set foot on the moon’s surface. Dozens more followed. Like all great leaders, Kennedy understood that an effective vision will unleash a level of power, alignment and motivation that can change the world.
I’m in the midst of supporting a visioning process for a large civil rights organization. The team has a phenomenal track record, and is now ready to take their work to the next level. Their questions and insights have encouraged me to reflect even more deeply on my own approach to visioning – so organizational visioning is going to be the focus of my next few posts.
“Wow,” said Robert, looking over at me with a big smile. “They are REALLY loving this!” Robert Gass, master facilitator and co-founder of the Rockwood Leadership Institute, sat beside co-trainer Gibran Rivera and I in the sunlit meeting room at Devil’s Thumb Ranch, high in the mountains of Colorado. The three of us were watching our hilarious, brilliant colleague, Jose Acevedo, exuberantly leading a group of 24 leaders through a half-day training on Interpersonal Leadership Styles. It is one of the most popular modules in Rockwood’s year-long Leading from the Inside Out program for national non-profit leaders. Four groups of participants were clustered around flipcharts in in each corner of the room. The energy of each group was remarkably different: some were laughing and punching one another on the shoulders, others were fiercely debating, some pondering silently and gently offering suggestions to one another, as they reflected on their different working styles. And they were, indeed, loving it.
In fact, I have heard back now from dozens of leaders about the power and impact of having gone through a team-wide training in Interpersonal Leadership styles. Why? People walk away with a keener sense of their blind spots and their strengths as leaders – and of their team-mates’. Rather than feeling judged for those differences, or limited by narrow definitions (something I had feared), it turns out that participants become vastly more appreciative, not just tolerant, of one another’s differences.
The ability to work across difference and to harvest the gifts those differences bring is an essential skill for today’s leaders. Leaders simply must become adept at recognizing and working with not only differences of power and rank as expressed through race, sexual orientation, class, and ability, but differences in style. Interpersonal Leadership Styles, or ILS, is an accessible tool that supports this kind of learning. And it offers immediate take-aways in terms of how to flex, even in periods of stress, to make the most of one anothers’ unique perspectives.
Interpersonal Leadership Styles is one of several typologies over the past several decades based on the work of Jung and others, to help map out the different leadership styles individuals tend to bring to their teams. Other typologies you may have heard of include Myers-Briggs, Colby, or DISC. It turns out they are all based on largely the same body of Jungian-based social science research – just packaged differently. But the concept isn’t new. In fact, the Chinese first invented work-related typologies over 4,000 years ago, to help assign civil servants to appropriate roles based on their unique styles and aptitudes.
I and most of my other fellow leadership trainers at Rockwood chose to get certified in ILS because, compared to other systems, we found it simpler to grasp and apply immediately. Most of the sessions I facilitate are between 2.5 and 3 hours, although full-day versions are also offered by many of Stratton Consultants’ licensees. And while at first I resisted pursuing certification in any such system, I became convinced after repeatedly observing the power of teams who embrace their stylistic differences.