Leadership Check-in

Welcome!

Each month we are exploring different topics as a part of leadership development.

Month 8: Putting It All Together

Introspection and self-awareness help leaders reflect on their actions, emotions, and how their behavior impacts others. Validation encourages open dialogue that builds trust by acknowledging and leveraging team members' concerns and ideas. Adaptive leadership is the responsiveness that transforms those insights into actionable solutions that meet both the organization's goals and the team's needs.

Example: Putting These Concepts In Action Together

A department is transitioning from a traditional project management system to an agile framework. The team is anxious - some members are excited by the innovation, others fear losing structure or being overwhelmed by new responsibilities.

Self-Awareness/Introspection

The leader, Jamie, notices their own frustration rising when team members express resistance to the change. Instead of reacting, Jamie takes time to reflect:

  • • Why am I frustrated?
  • • Am I pushing this change too aggressively because I value efficiency and flexibility?
  • • How might my emotional tone be affecting my team's morale?

Jamie realizes they have a tendency to move quickly on changes without fully gauging the team's readiness. Acknowledging this, they commit to a more supportive pace.

Validation

In the next team meeting, Jamie addresses the concerns openly:

  • "I've heard from many of you that this change feels overwhelming. That's a valid feeling, and it's important we don't rush past it. Change can be stressful, especially when it feels like expectations are shifting overnight. I appreciate the honesty you've shared, and it's helping me understand how to better support you."

Jamie invites team members to share specific challenges they're anticipating and acknowledges the value of each perspective. This creates psychological safety and demonstrates that everyone's experience matters.

Adaptive Leadership

Armed with self-awareness and a validated understanding of the team's needs, Jamie adjusts the rollout plan. Instead of an abrupt switch, they propose a phased implementation:

  • • Phase 1: Pilot the agile system with a small subgroup.
  • • Phase 2: Weekly feedback sessions to identify pain points.
  • • Phase 3: Gradual scaling based on lessons learned.

Jamie encourages team members to make suggestions, turning resistance into collaboration. By remaining flexible and responsive, Jamie models adaptive leadership - addressing the reality of the situation rather than rigidly sticking to the original plan.

Let's focus on these areas to enhance our leadership skills and contribute positively to our team and organizational culture.

Beginning of Month Survey

Click below to access this month's guiding questions.

Beginning of month survey