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Changeability – The
Leader’s New Role...
More and more organisations now
connect leadership to learning for success – and more leaders
are linking practical business outcomes with change-ability –
their capacity to take on new leadership roles and learn new skills,
tools and approaches that differ dramatically from the old mental
models of management.
building leadership capacity
(link to factsheet
is a critical concern in
your organisation, here’s where you’ll find out more about our
Learning-Centred Leadership Series
- a flexible framework
(link to module summary table
for executives, managers and other
people with pivotal learning, leadership and change roles
The Change Forum, we take people
beyond conventional notions of leaders as ‘special people’ who
invent the vision, set directions, plan, co-ordinate, make the key
decisions, and come up with saving ideas or magic words that motivate.
Such notions are deeply rooted in individualistic mental models of
information-rich, complex, collective work-cultures, no single person
has all the answers. Leaders need to learn how to lead in ambiguous,
unknown and increasingly complicated situations that are
ever-changing, where there are no ‘easy answers’.
Learning is the only
unifying thread in the leadership fabric of this challenging
Increasingly, the leader’s new role is
about leveraging learning to mobilise coalitions, network, challenge
prevailing mental models, develop shared visions and create a
climate which unleashes
innovation and builds
the learning capacity of others to achieve quality outcomes.
In other words, they lead
through learning. That’s why we call these people
(link to factsheet 2)
is essentially about
giving people at all levels opportunities to develop new roles as
learning leaders - to become
change leaders, networkers, conceptualisers, relationship and
meaning-makers, mobilisers, values-stewards, capability-builders,
process-designers and facilitator-coaches.
Learning-Centred Leadership Series.....
Each of the 12
Modules that make up the Learning-Centred Leadership Series
covers a major
learning, leadership or change arena and involves mastering a specific
set of concepts, capabilities and tools.
They can be delivered either as
separate, stand-alone modules or you can mix and match elements to
build your own, more specialised programs or you can mix and match
elements from different modules to build your own, more
Explores roles progressive
learning-centred leaders play by applying the 5 Disciplines to
improve their leadership capability
Leading with Vision…
Leaders centre their
leadership challenge by applying the discipline of shared
vision to align visions/values, mobilise commitment and create
Learning to Lead Change…
Boosts potential of
leaders to successfully shape, sustain and facilitate change using
a toolkit of practical processes/strategies to become real change
Learning to Redesign Work…
Leaders expand their role as
work system designers, applying contemporary design concepts,
principles and tools to create more flexible ways of re-shaping
Leading through Teams…Leaders
use 10 key team formation dimensions to transform their work units
into flexible, high-performing teams that constantly re-invent
Learning Leaders as Facilitators…Equips
leaders with fundamental facilitation skills to encourage
participation, make better decisions, channel conflict
constructively, forge consensus and plan collective action
Leading Action Learning…Leaders
learn to use action learning methods/tools to set up teams,
identify inquiry frameworks, plan try-out actions and run
post-implementation reflection working on ‘real-time’ issues.
Leading through Conversations
Leaders practise in a
coaching clinic climate to diagnose discussions, raise the level
of frank, open interchange and lead more productive, skillful
discussion and dialogue.
Leaders as Coaches…
Leaders look at how to take
on more of a coaching role and apply a set of coaching models
based on tools of the 5 disciplines to work through key coaching
stages from diagnosis/goal setting to reflection/review
Mastering Personal Leadership...Leaders
look into the discipline of Personal Mastery to see how their own
thinking and behaviour impacts on their ability to lead others and
achieve higher levels of self-awareness
Mental Models for Managers…Leaders
use the disciplines of Mental Modelling and Systems
Thinking to enhance mental agility to map systemic
relationships and grasp key Systems Thinking patterns and
Leading with Emotional Intelligence
Leaders explore links between
emotional intelligence (EI) and productive leadership, the
dynamics of dissonant vs. resonant leadership and develop
strategies for raising their EI levels.
Framework – Key Elements
Learning-Centred Leadership Series
models of leading
(link to factsheet 13)
with work-based action-learning
(link to factsheet 12)
and the principles, practices
and tools of the 5 Leadership Learning
(link to factsheet 4)
a framework we
regard as a robust, practical and enduring one for leading through
learning in progressive organisations.
Module 1: The Learning
introduces the 5 learning disciplines - Shared Vision, Mental
Models, Personal Mastery, Team Learning and Systems Thinking.
Other modules then expand on one or more of these disciplines.
Series offers flexibility inside a unified leadership-learning
Its modular format caters for a
variety of different delivery methods, work environments and
leadership learning needs.
Core components can be combined
in various ways to
design your own customised leadership learning program to
fit your particular
change challenges and
leadership learning context…
be delivered as formal learning blocks through interactive workshop
sessions, as individual or group coaching sessions or a combination of
both. Self-study options are also coming on-line.
Each module comes
with a comprehensive,
self-directed action-learning guide
covering key concepts, tools and learning activities people use after
the program to manage their own ongoing learning and development
here for some examples of how to
integrate and combine our modules...
Leadership Learning Modules are packaged as a 'start-up- menu'
for easier comprehension of the some of the learning territory the
series covers, they’re designed to be embedded in an organisation
through workplace support frameworks and workplace contextualisation.
has a built-in learning infrastructure consisting of 5 key
A Design/Customisation Phase
at the front end. This can include an optional
Leadership Learning Audit
Leadership Learning Index of 16
key competencies for learning-centred leaders. This process actively
leadership learning groups in determining what they need to learn and
A built-in action-learning
framework where people
work-based activities that tie
into workplace improvement or change initiatives leaders really
need to do in their daily work-setting. This reinforces the
relevance of learning to real time, work-based applications.
Leaders can also carry out an
optional Leadership Learning Project
back at work and identify try-out actions to kick off the
action-learning cycle, as part of a real work-time improvement
strategy flowing from each Module.
Action-Learning is a participative,
team-based endeavour, so Action Learning
Teams and Leadership Learning
Partners are prime vehicles for this.
coaching framework and workplace learning support networks
sustain learning, encourage learning exchange, harvest participant
learnings and harness them to ongoing workplace improvement.
This also involves personal coaching
plans to reinforce leadership learning/behaviour change.
A self-evaluation and assessment
methodology can also be built in as part of the learning
A set of core
leadership learning values
(link to factsheet 10), processes
and principles that include:
‘work-based focus’, ‘strategic-link’, ‘tangible improvement action’,
‘learner-self-direction’, ‘team-based learning’, ‘relevant &
real-time’, ‘learning transfusion’, ‘guiding ideas’, ‘collaborative
conversation’ and ‘learning in partnership’.
work-based, leadership learning cycle takes around 16-20 weeks to
complete, allowing for "work-breaks" between formal
learning blocks, conduct of coaching sessions, time for people to
complete work-based activities with teams and integrate learning
activities into work schedules, etc.
below depicts a typical view of the leadership learning process and
to expect from undertaking
modules in the Learning-Centred Leadership Series include:
challenges for yourself as a leader and explore new roles learning
cultures that learn to thrive on innovation, change and
work-based challenges through collaborative action-learning back
in the workplace
more adaptive team-based cultures that learn from and thrive on
Shape shared visions
and gain greater commitment to learning-for-change
Learn how to lead
change and guide others through it
Embrace new roles as
change facilitators and learning coaches
mastery, self-awareness and the mental agility to challenge
prevailing ways of thinking and behaving
constructive and powerful, conversations in teams that think
facilitate transitions to new forms of flexible, team-based work
Empower others and unleash
their leadership potential
emotionally intelligent leaders who relationship-manage and
Learning Forums and Coaching Clinics
Read or download
brochures for our 2005 calendar
and current round of public programs based on modules from the
Learning-Centred Leadership Series -
The Learning-Centred Leader,
Personal Mastery - Leading with Emotional Intelligence,
The Leader as Coach,
Leading through Teams and
Learning to Lead Change.
new tools and guiding ideas, new leadership approaches can’t be
actioned. Our leadership-learning forums and coaching clinics take a
‘tool-kit’ approach’ - injecting specific tools into your
personal action learning process for you to try out and experiment
with. The toolkit part of our
website provides a sample of tools you can use to get you started.
using Learning-Centred Leadership?
to see what other leaders and their organisations have to say about
the Learning-Centred Leadership Series.
You can read or download brochures and a
2005 calendar and our current
round of Leadership Learning Forums based on our Learning-Centred
Leading through Conversations
Special 2005 Learning
Events – Leading Learning Schools. Download brochure here: