Throughout the latter part of 2014 and into 2015, through consultation and educational work it was impossible to ignore the learning from transformational leadership discoveries.
A new lens developed through the experience of discovery, design, and delivery of the transformational leadership course for Tabor College. Thinking and beliefs about transformation and leadership were being transformed.
It became impossible to think about leadership, leadership development, and required change within organisations, without this new lens. Work began with organisations, utilising components of the Leadership for Transformation Framework through my consultancy work.
Work in tertiary postgraduate leadership education through UTAS was equally impacted. What emerged consistently was an integration of the Leadership for Transformation (2015) framework with several other organisational development modalities, depending upon the presenting need of the organisation.
The integrated transformational leadership approach provides added benefit for organisations resolving a wide range of issues; transformation, and how to achieve it, was at the heart of most presenting problems. What has emerged and been documented is The Quinn Model for Guiding Transformational Journeys.
