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Guiding Transformational Journeys

What is Guiding Transformational Journeys

Guiding Transformational Journeys involves a process that has a number of inter-related components and is capable of adapting to the changing circumstances of an organisation.

The central focus is always on the leadership that is required to support transformational change but the starting place is responsive to the present identified needs of the organisation.

These might include:

  • Leading and Managing Change,
  • Strategic Planning,
  • Project Management,
  • Team Development,
  • Clinical and Corporate Governance,
  • Quality and Safety,
  • Service Development,
  • Economic or Legislative Reform
  • Organisational Restructure.

Infographic Guiding Transformational Journeys

It offers some processes that can be adapted to support and wrap around the more specific areas of required targeted work within the organisation.

These include:

  • transformational leadership development,
  • peer group learning and problem solving,
  • reflective practice,
  • story telling and individual coaching.

The process allows for a journey over time.

leadership for transformation

Key Components

This work has been evolutionary in nature and has continued to be adapted as I have worked with different organisations.

There are a number of key components drawn from the Transforming Leadership Framework (Quinn 2015) that have underpinned the work. These include the alignment of activities and focus on the three requirements that act as catalysts for transformation within organisations (Pearson 2012):

  1. Transformed Thinking;
  2. Transformed Being; and
  3. Enabling Transformation in others.

Programs have included consideration of the following aspects;

  • The longer-term needs and goals of the organisation;
  • The integrated whole function of the organisation rather than separate isolated functions;
  • The role of leadership in defining, supporting and driving the required changes;
  • Skill development of the leadership team in an integrated manner addressing the needs of the organisation including leadership, leading change, change readiness, culture change , project management, emotional fitness coaching and storytelling;
  • New ways of thinking and dreaming (eg Appreciative Inquiry, Disruptive Technology, Upside Down Thinking, Lateral Thinking, Futures Planning and Dreaming);
  • The importance and power of story-telling in leadership, managing change and developing new required cultures and organisational narratives;
  • The development of reflective practice and inner awareness development in areas such as emotional intelligence, emotional fitness coaching (Power Listening, Group Dialogue, Action Learning, Problem Solving) and resilience; and
  • Use of peer group learning and individual coaching including use of standardised assessments of leadership, change readiness and personality profiling.