Leadership Roadmap 101

The subject of leadership has enchanted every man, in his trail for excellence. Most of the time, its seen as an over-night event of transformation that magically results from a spontaneous uni-dimensional reaction of a few popular ingredients like courage and confidence and external support system. People need to realize that sustainable and exemplary leadership goes much deeper than that level. I strongly feel there is a need for life-time value based maturity model of leadership, as a pathway which could be conceived from basic explicable steps. As evident from above condition, this approach to the capability of leadership growth and sustenance demands much wider audience who are starting out their journey and not just business tycoons and industry magnets.

In this article I introduce you to an intuitive six-phase maturity meta-model of transformation of individual leadership.

These phases are are as follows-

Phase I :Instinctual bootstrapper

• Trust your gut-instinct and take the first step.
• The first steps land the first acquaintances
• Acquaintances turn into relationships through active community-level interactions
• Communication is key driver post-entry

Phase II: Directed enthusiast

• Your instinct is now a directed ‘purpose-vector’.
• Through mentor-ship now you find a strategic dimension for your ‘purpose-vector’
• Gain more insights into heterogeneous domains.
• Understands the role of human-factor in personalizing domain expertise into value-assets beyond boundaries of own niche.

Phase III: Refined Executor

• Refine your purpose into a larger mission and vision.
• You know your UVP and hence can negotiate any given status-quo
• As you mature,you enable teams through proactive engagement

Phase IV: Inclusive Facilitator

• Informed by systemic intelligence.
• Empathy and self-awareness brings enhanced calibration
• Deeper self appreciation enables you to facilitate appreciation of the team
• Exhibits inclusive leadership across teams from cross-functional domains
• You can now strategically build a layered ecosystem of multi-dimensional collaborations.

Phase V: Proactive disruptor

• Transform as a meta-leader
• Can effectively mold a challenge in the emergent crisis to a disruptive advantage
• Pushes for the ‘shift’ beyond the ‘optimal’ resolution
• Inculcates in his team a capability for resilience through disruptive transformation

Phase VI: Global change-agent

• As an agent of change you initiate a cross-disciplinary and trans-national wave of transformation assuming a global magnitude.
• Focuses on sustainability in leadership impact
• Aggressively pursue newer paradigms to re-shape the conceptual space.The question arises : Whats next ?

In these phases, I have assumed flexibility and re-traceability. For example, a restart and relaunch from phase VI to Phase I is possible, every time a new paradigm shift happens after propagating, growing and sustaining a disruptive change.This happens mostly as a perceptual-shift created both intrinsically( within the system) and extrinsically (entailment) from an innovative impact of global measure.Similarly from phase V to phase IV the pathway could be a real-time feedback check that can help assess and calibrate your strategic implications in deriving competitive advantage from crisis leadership to disruptive leadership.

The above model has subjective constructs and it may need practical customization to establish as an objective reference model. Given said that, I really hope there are curious minds to stretch it further in to wider dimensions.

See ya next time with another immersive exploration into the aspects of personality and personal identity management.

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