The Integrated Work of Leadership©


An Integrated Model: A Different Kind of Leadership Development 
The Ki ThoughtBridge Integrated Model of Leadership© (IML) connects the technical and adaptive skills with the inner and outer work of effective leadership. The IML Model© values the character and the adaptive competencies of leaders as much as their technical skills and experiences. It locates and works with the leader within the larger societal contexts of organizations and community and helps leaders and followers to reclaim the “second languages” of civic virtue, community, and concern for the common good.

Ninety (90%) of the problems leaders face are adaptive yet the majority of the training they receive is technical.  We know that the technical skills of leadership are important but are no longer sufficient for leadership development. Performance and outcomes remain essential in evaluating leadership effectiveness and impact, but the inner work and adaptive skills are essential as well and contribute significantly to social change.  The degree to which success is achieved in meeting the current and future needs of communities is very dependent on the existence of leadership that integrates technical and adaptive skills with Inner Work and Outer Work.  
In the Ki ThoughtBridge Integrated Model©, technical problems are those in which the problem is clear, the solution is clear and the authority and expertise of the leader is recognized as being able to solve the problem and arrive at the correct solution¹. Technical solutions can become formulaic and documented. They can be placed in a codified form and passed on to others to comply. The leader’s technical knowledge and competence become the basis for the authority to lead. Title and position accord authority. Context is not often considered in the approach to problem solving.
Adaptive problems are problems that are unclear and complex; solutions are unclear, and in order to solve problems the people experiencing them must be meaningfully involved in arriving at solutions.  There are no predictable solutions for dealing with challenges, and those who share the problem perceive it differently. What approaches or solutions might have worked in the past will not likely work now. The leader’s position and expertise are not automatically accorded authority, relationship and trust must be developed with followers in the process of solving the problem. The skills of managing anxiety, ambiguity and diversity contribute to authenticity and trustworthiness of the leader.
The leader’s capacity for self-awareness and self-management, engenders trust and builds healthy relationships and derives from Inner Work.  These qualities are also the elements of Emotional Intelligence (EI), and it is EI that distinguishes the most effective leaders from others.  We know from such researchers as Daniel Goleman that these qualities are the “sine qua non” of leadership and are correlated with high productivity and profitability. To attain this level of leadership requires inner work.
The Outer Work of leadership refers to the actions and performance of leaders and their demonstrated ability to achieve goals and accomplish results.  This is the manifestation of the leader’s ability to lead and to successfully exercise their use the authority to obtain results. This element of the Integrated Model of Leadership© is familiar to most leaders who know that they must get things done. Outer Work involves the skills of assessment, planning and evaluation. Results are visible and measurable, and leaders are held accountable in attaining them. 
Ki ThoughtBridge equips 21st Century leaders with the resources and skills to lead in this “time of no longer and a time of not yet.” In assisting them in reclaiming the “second languages” and “habits of the heart,” that ensure healthy, sustainable organizations and economically vital communities. These leaders will have to lead complex, multi-party change initiatives; be called upon to enable the resolution of longstanding problems and pervasive, entrenched conflicts. The Ki ThoughtBridge Integrated Model of Leadership© (IML©) provides leaders with the adaptive tools that enable them to effectively address challenging problems in ways that lead to sustainable changes in their communities and organizations. This is the kind of leadership that increases social capital, cultural cohesion, strengthens healthy connections, and contributes to the creation of sustainable, truly transformational solutions.
Using an Integrated Model, Ki ThoughtBridge trains, advises, and coaches leaders to meet complex challenges in a variety of for profit and non-profit organizations. Ki ThoughtBridge helps clients achieve their leadership development goals through a proven process.

Related Case Study

The community foundation, Incourage, requested Ki ThoughtBridge’s assistance in its efforts to live into an exemplary model of the future role of philanthropic institutions -- that of providing adaptive and transformational leadership of individuals, organizations and a whole community.


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