 | ||
 | | |
 | ||
| | |
Home | Blog | Questions & Comments | FAQ | Strategies for Leadership ©2006-7
A Vision of Leadership - Competencies for Collaboration and Innovation
An Interactive, Self-Coaching Model for Team Membership and Leadership
~ Click on any word in the image below ~
We get into structuring when we want to lead and implement. The structures we make are our visualizations of what we want to do and the organizations we put in place to accomplish those things.
Structuring contrasts to responding (see opposite edge) when we choose to follow and innovate. If we de-prioritize leading and implementing or if we overvalue following and innovating, we become unstructured, giving up on visualization and organization.
Alternatively, sometimes it is appropriate to pull back from structuring, muting our desire to lead and implement, with less focus on visualization and organization. Instead we become more responsive, collaborating and contributing.
Leadership includes achieving a balance between structuring and responding, according to our goals and the needs of the situation.
"Our Constitution . . . was not a perfect instrument, it is not perfect yet; but it provided a firm base upon which all manner of men of all races, colors and creeds could build our solid structure of democracy."
- Franklin D. Roosevelt
"For the structure that we raise,
Time is with materials filled;
Our todays and yesterdays
Are the blocks with which we build."
- Henry Wadsworth Longfellow
"That man is a creature who needs order yet yearns for change is the creative contradiction at the heart of the laws which structure his conformity and define his deviancy."
- Freda Adler
