Deliberately Developmental Organisation
Wisdom
We all have the capacity to grow as human beings and leaders over of our lifespan - to bring greater wisdom and emotional intelligence to how we show up in the world, and the impact we co-create with others. In order to go on this journey, it helps to have a map of the terrain and a method of travel / learning.
Maps
There are a number of reliable and helpful maps of adult development. They are all based on the same underlying principles related to shifts in meaning making and ego development, but each uses slightly different language and is more or less involved in its assessment method (with associated fees).
If you’d like a map for wiser leadership and for your development as an adult over the entire lifespan, see which of the following appeals to you most as a place to begin:
Leadership Development Profile (LDP)
Leadership Agility 360 (LA360)
To book a debrief on the LDP or LA360 please get in touch.
We provide consulting on the core aspects of creating a Deliberately Developmental Organization.
Method of Travel / Learning
The Leader’s Toolkit to Increase Psychological Safety is a simple and helpful set of practices for post-heroic leadership. Amy Edmondson’s research about psychological safety has always been in the context of the core conditions required to create a learning organization.
Whether we call it a learning organization or deliberately developmental organization, the practices of
compassionate leadership also provide a framework for extraordinary collaboration, innovation, growth and learning.
Reinventing Organizations
We also provide consulting on the application of adult development to organization development that comes from Frederic Laloux’s seminal work
Reinventing Organizations.
Red Organisations constantly use
command authority and power to keep people in line. Fear is the glue of the organisation. Highly reactive and short-term focus
Amber Organisations exhibit top-down hierarchical control through highly formal roles. Stability is kept through rigorous processes. Future is repetition of the past.
Orange Organisations aim to beat the competition, achieve profit and growth. Innovation is the key to staying ahead. Management by objectives (command and control of what; freedom on the how). Achievement focused, where rationality, effectiveness and success are the yardsticks by which decisions are made.
Green Organisations focus more on culture and empowerment to achieve high employee engagement and motivation. Belonging, engagement and harmony become increasingly important.
Teal Organisations reflect different relationship with power and authority and focus more on trust, purpose, fulfilment of potential and community / societal impact.