(This series of “notes” first appeared in the YahooGroup “VenturingList” and are written by Michael Brown. I thought that they were worth sharing with the Commissioner Corps.)
(This Leadership Note is based on a blog posting at: www.greatleadershipbydan.com/2012/06/10-essential-leadership-models.html)
Anyone wanting to study leadership will see a variety of ways to look at leadership. We can refer to these as “leadership models”. I think a mistake some think is that they need to pick one model to follow, instead to realize that many of them can be complementary. We have actually touched on several of these leadership models in past Notes, and some may be looked at in future Notes. The 10 we will look at briefly here are:
1. Situational Leadership
2. Servant Leadership
3. Blake & Mouton’s Leadership Grid
4. Emotional Leadership
5. Kouzes & Posner’s Five Practices of Exemplary Leadership
6. Jim Collin’s Level 5 Leadership
7. Diamond Model of Leadership
8. Six Leadership Passages
9. Authentic Leadership
10. GROW model
So, what are these models?
Situational Leadership should be familiar to most people. Developed by Blanchard and Hersey decades ago, I have devoted several Notes to Situational Leadership and its application to one-on-one leadership, teams, and to one self. The BSA’s “EDGE” model is actually based on this model. The underlying idea is that the leader should modify how they conduct themselves as leaders with others depending on the situation (which is based on the “maturity” level of the follower(s)).
Servant Leadership has been the subject of several Notes, and I expect to have further Notes on it as well. Its built around how the leader serves those they lead, and so the relationship between the leader and follower is different than in “traditional” leadership.
Leadership Grid (probably should be called “managerial grid”) of Blake and Moulton. This is about balancing task and people-oriented work, which is actually a concept that underlies Situational Leadership as well. A good overview is here: http://www.mindtools.com/pages/article/newLDR_73.htm
Daniel Goleman came up with the concept of Emotional Intelligence, but others have also been promoting it as well. I devoted a Notes to this concept. A good introduction is Goleman’s article from the “Harvard Business Review”, which you can read here: http://bizedgegroup.com/Articles/040507%20What%20makes%20a%20Leader.pdf
Kouzes and Posner’s “Leadership Challenge” works puts forth their model of the 5 Practices of Exemplary Leadership: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, Encourage the Heart. I devoted a Notes to this concept, but here is a good overview at their site: http://www.leadershipchallenge.com/WileyCDA/Section/id-131055.html .
Jim Collin’s leadership model of the Level 5 Leadership is put forth in his book “From Good to Great”. The 5 Levels are: Highly Capable Individual, Contributing Team Member, Competent Manager, Effective Leader, and Great Leader. I covered this concept in a Notes, but a good overview can be read here: http://www.mindtools.com/pages/article/level-5-leadership.htm
Jim Clawson puts forth the idea of a four-element “diamond of leadership” in his book “Level Three Leadership”, which focuses on self, others, task, and organization, which must work together to achieve the results. A good overview can be read here: http://www.greatleadershipbydan.com/2011/09/four-wheel-drive-diamond-in-rough.html
The book “The Leadership Pipeline” (by Charan, Drotter, and Noel) puts forth the idea of there being six key development passages (or stages) a leader must go thru. These six passages are: managing self to managing others, managing others to managing managers, managing managers to functional manager, functional manager to business manager, business manager to group manager, and group manager to enterprise manager. A brief overview of this can be found here: http://www.ram-charan.com/leadership_pipeline_excerpt.htm .
Bill George defined “Authentic Leadership” in the book of the same name, then expounded on it further in “True North” and other works. At first it seems another take on servant leadership, but it’s a little different. This will be a subject of a future Notes. A brief overview can be found here: http://www.greatleadershipbydan.com/2012/06/authentic-leadership-development-your.html
The GROW model has been used by many people, and there are different explanations for what the letters stand for. Usually it means Goal, Reality, Obstacles/Options, and Way/Will/What’s next. Here is one brief overview of it: http://learn2develop.blogspot.com/2008/12/more-line-manger-tips-grow-model-for.html
Hopefully this has served as a good introduction to a range of leadership concepts, with pointers to further study.