Self-Differentiated Leadership

Leading organizations through a change initiative is about effectively communicating, inspiring, and leading people toward a common goal. By maintaining one's own sense of self while staying connected to others, self-differentiated leaders can revolutionize communication within their organization, leading to better organization, presentation, and successful implementation of change. Thankfully, there are many different, research-based strategies to help guide a leader through the change process.

Before you can even begin, you must clearly communicate the purpose or “the why” behind the change. To drive change effectively, it is crucial to define your purpose. By understanding the importance a leader creates a shared vision that motivates the organization and its members to embrace change. Sinek (2009) states, "People don't buy what you do. They buy why you do it." Effective leaders inspire others by leveraging the “why” to capture the hearts of others. The approach has more buy-in because people want to be a part of the cause. Once they have bought into the why, the “what” and “how” naturally follow.

After a shared vision has been established, it’s time to execute “the plan”. There are many models to look at, but this is going to be focusing on the Influencer Strategy and the 4 Disciplines of Execution. The Influencer Strategy focuses on identifying and leveraging key individuals or groups who have the ability to influence others. This strategy recognizes that certain people have the power to inspire and motivate others, and therefore, targeting these influencers can lead to successful outcomes by creating uncomplicated goals and appropriate accountability measures that are referred to frequently. This strategy often involves building relationships with key influencers, understanding their interests and motivations, and then utilizing their influence to drive desired behaviors or actions. The Six Sources of influence include Personal Motivation, Personal Ability, Social Motivation, Social Ability, Structural Motivation, and Structural Ability. In order to effect long-term change, one needs to employ four of the six sources of influence. (Grenny & Patterson, 2013)

On the other hand, the 4 Disciplines of Execution is a framework that outlines four key areas that need to be addressed for the effective execution of tasks and activities. These dimensions include clarity, capability, motivation, and external support. Clarity refers to having a clear understanding of goals (Wildly Important Goals or WIGs), expectations, and processes. Capability involves having the necessary knowledge, skills, and resources to perform the task. Through the use of lead measures, an organization can stay in front of the anticipated challenges, not respond to them. This focus on lead measures (tiny steps along the way) helps maintain progress toward the ultimate lag measures (ultimate end goals). Motivation focuses on fostering a sense of purpose, commitment, and enthusiasm among individuals involved. Through the use of a compelling scoreboard, the visible progress toward a goal is excellent to motivate participants. Lastly, external support involves providing the necessary infrastructure, systems, and assistance needed for successful execution and accountability actions. (Covey & McChesney, 2023)

While both approaches aim to achieve success, they differ in their focus and emphasis. The Influencer Strategy concentrates on leveraging the power of influential individuals to drive desired outcomes, while the 4 Dimensions of Execution emphasize addressing four key areas to ensure effective execution. Ultimately, the choice between these two approaches depends on the specific goals and requirements of the task or activity at hand.

For any of these changes to truly occur, an understanding of how to communicate is essential. Through the means of Differentiated Leadership and Crucial Conversations leaders and members of organizations are able to practice strategies to work through expected challenges, conflict, and emotions that arise when working together. Differentiated Leadership emphasizes tailoring leadership styles and strategies to meet the unique needs and preferences of individuals and groups by breaking up the burnout triangle. It recognizes that different people have different strengths, motivations, and learning styles, and therefore, effective leaders should adapt non-anxious responses to help diffuse potential organizational sabotage to lead toward productivity. Differentiated Leadership focuses on creating individualized development plans, providing personalized feedback, and fostering an inclusive and supportive environment. (Alex Kaufaman, 2013)

On the other hand, Crucial Conversations is a communication framework that aims to address difficult and sensitive conversations effectively. It provides a set of tools and techniques for navigating high-stakes conversations, managing emotions, and achieving mutual understanding and agreement. Crucial Conversations emphasizes open dialogue, active listening, and assertive communication to create a safe space for discussing challenging topics. (Grenny et al., 2022)

While Differentiated Leadership focuses on tailoring leadership to individuals, Crucial Conversations focuses on equipping individuals with the skills to navigate difficult conversations. Both approaches are valuable in their respective contexts, with Differentiated Leadership promoting individual growth and development, and Crucial Conversations promoting effective communication and conflict resolution.

Becoming a change agent who leads an organization through a transformative journey requires effective communication, trust-building, and successful organizational change. By developing self-awareness, emotional intelligence, conflict management skills, and active listening, one begins the solid foundation for necessary for strong leadership. Through the utilization of the Influencer Strategy or 4DX, one can clearly establish a plan with measurable outcomes. By incorporating the Crucial Conversations methodology, organizations create an environment where difficult conversations become opportunities for growth and collaboration. Embracing self-differentiated leadership grows your organization toward a future of open communication, trust, and endless opportunities for future success.

References

Brown, B. (2018, October 15). Clear Is Kind. Unclear Is Unkind. Brene Brown. https://brenebrown.com/articles/2018/10/15/clear-is-kind-unclear-is-unkind/#:~:text=Adapted%20from%20Dare%20to%20Lead

Covey, S., & McChesney, C. (2023a). The 4 disciplines of execution: Achieving your wildly important goals. Simon & Schuster UK Ltd.

Grenny, J., & Patterson, K. (2013). Influencer: The power to change anything. McGraw-Hill Professional.

Grenny, J., Patterson, K., McMillan, R., Switzler, A., & Gregory, E. (2022). Crucial conversations: Tools for talking when stakes are high. McGraw Hill.

Tedx Talks. (2009, September 28). Start with why: How great leaders inspire action [Video]. YouTube. https://www.youtube.com/watch?v=u4ZoJKF_VuA

YouTube. (2013). Friedman’s Theory of Differentiated Leadership Made Simple. Retrieved October 1, 2023, from https://youtu.be/i9H-i9lHr28?si=kaYwE5XXEsrCkrYi.