Friedman's Theory of Differentiated Leadership
Etienne Wenger summarises Communities of Practice (CoP) as “groups of people who share a concern or a passion for something they do and learn how to do it better as they interact regularly.” This learning that takes place is not necessarily intentional. The
group can evolve naturally because of the members' common interest in a
particular domain or area, or it can be created specifically with the goal of
gaining knowledge related to their field. It is through the process of sharing
information and experiences with the group that the members learn from each
other, and have an opportunity to develop themselves personally and
professionally (Lave
& Wenger 1991).
CoPs can exist online, such as within blogs, discussion boards and newsgroups,
or in real life, such as in a lunch room at work, in a field setting, on a
factory floor, or elsewhere in the environment. This type of learning practice has existed for as long as people have been
learning and sharing their experiences through storytelling. Wenger coined the
phrase in his 1998 book, Communities of Practice: learning, meaning and
identity.
Originators: Jean Lave and Etienne Wenger in 1991 and further elaborated in 1998.
Ah blogs and new technology.Embracing the future and innovation in order to remain an effective leader;possibly one of my biggest challenges in the past couple of years.This course is really really useful.Have found Golemans writings on EI domains and associated competencies around self and social awareness really useful in relation to assisting my personal development.I hope to apply some his thoughts on relationship management to help steer me through this.
ReplyDeleteHey Brian it gets to us all eventually this "technology thing" but I have to say Im a little hooked now. Really positive comments from you in terms of how you are now starting to reflect on how you practice leadership and really pleased to see that you are thinking of applying some of the theory to what you do each day. Well done.
DeleteFriedman's theory of Differentiated Leadership has made me think! I suppose that's exactly what a theory should do but having watched that 6 minute you tube clip I can identify with those in the organisation that seek to 'triangulise' others and even sabotage the teams / whole organisation. Working in HR people seek to triangulise me all the time - they even go out of their way to share the latest drama and off load their emotional baggage as they have the perception this is my area of 'expertise'!!!! Well not anymore - I am going to actively differentiate myself from now on... and recognise also that leadership is a journey of maturity.
ReplyDeleteThat was the intention Sheila to make you think and even better that based on this reading you are starting to change your behaviour about how you practice leadership. Reflective Practice in action. Well done
ReplyDeleteI was reading an interesting article in the February edition of People Management which is related to the above blogs on Innovation and Continuous Improvement.
ReplyDeleteIt considered that Organisational Effectiveness was of a fresh mindset and that it paints a very different picture than traditional pictures on leadership. Traditionally leadership responsibility was much more associated with formal organisational roles however now in order for organisations to survive there was a requirement to recognise all actions and influence of all people at all levels. Leadership then becomes more widely dispersed as more people take accountability to make things happen.
That then increases people's adaptability and innovation.
All good in theory however it does make a point of which I am a advocate - the key task of senior managers becomes the creation of communities united by a common approach. Personally this is a practice which I have tried to instil in others for years. Thankfully my SWOT analysis showed that my team around me do feel involved so I have been practicing what I preach at some level or another.
The need for bottom up change rather than top down management is vital and as the current and future leaders of our local businesses we too must be the facilitators of change and embrace innovation. AS credible leaders also we will be wiling to work with all levels of employees in order to gain mutual benefits. Less of 'vicious circle' type thinking and more of a win win relationship.
just watch Friedmans theory of differentiated leadership. has really opened my eyes as to what exactly happens at present with my company.
ReplyDeleteFor some people coming to work is actually the only social activity they have and at time there are poorly differentiated and are always trying to build emotional triangles. i would have to say in the past i have found myself involved, as the video states its just a matter of keeping well clear of these count to 10 and keeping in the direction that you want to be going!
Watched Dr Jonathan Camp video discussing Friedmans Theory of differentiated leadership. Didnt get it until he started to discuss emotional triangle and the penny dropped!! There are lots of people in our organisation and our team like this and I have to admit on ocassions I am guilty of this but gonna really focus on changing this. As a leader i need to remove myself from silly gossip and if someone is trying to get me involved as an emotional triangle, i need to resist, some people thrive on gossip and get people around them to support their negativity.
ReplyDeleteThinking of my director who is a great leader i notice that she never does this and always looks for the good of organisation. Perhaps not a coincidence that she is in my mind a great leader
As local government is starting to embrace the Review of Public Administration, it has started to bring great change and uncertainty ( and gossip). I think Friedmans theory is a timely reminder for me on how to work my way through all the negative issues that colleagues tend to raise. In the past I have been suckered into idle chit-chat about who's doing what, or who isn't doing what they should do. As Friedman suggests this can be rather flaterring, to be asked for your advice. Even in my SWOT analysis a colleague made a comment about continue to advise. But i can see how it really is sabotaging my feelings and as i have a tendency to take on others troubles i probably am an easy 'target', (Weirdly a colleague called me joan of arc a few weeks back, for taking on someones else problem and solving it.) But as of today this will stop, i will continue to be empathetic and offer a listening ear, but i resolve not to become embroiled or passionate about someone elses crusade(maybe this is my Union head peeping through too much). I have now identified that it can cause stress and it only sabotage's my own energies and ultimately successes. I can see how chronically anxious people feel threatened by self differentiated people but i will endeavour to be differentiated without appearing selfish.....now theres a challenge!
ReplyDeleteFriedmans Theory always gets me thinking glad to see it has given a number of you food for thought
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