The Tensions of Leadership Transitions
The Leadership Tensions Questionnaire - A Personal Leadership Style
Research with senior leaders from a variety of settings by authors and leadership development specialists Richard Elsner and Bridget Farrands, found that a significant number experience acute loneliness and enormous pressure through the first phases of a transition. In addition, it appears that very few companies provide any meaningful and appropriately targeted support for leaders in new roles.
The research identified three phases to leader transitions ‘Arriving’, ‘Surviving’ and ‘Thriving’ as well as 8 ‘tensions’ or ‘polarities’ a leader must manage effectively for optimum performance during these three phases.
The Tensions of Leadership Transitions Questionnaire helps leaders understand their natural preferences within these tensions. For example, ‘Goal Orientation’ means balancing ‘To be open to events’ with ‘To be intentional about results’. A leader who prefers ‘To be intentional about results’ may find themselves being too rigid in their strategy and ignoring data that would indicate a change in course is necessary. Thus, the tensions are contextual, and both ends of the polarity will need to be engaged at different times.
The Tensions of Leadership Transitions questionnaire, followed by a transitions coaching programme, enables leaders to manage these tensions by understanding their preferences, expanding their range and identifying practical, relevant strategies for effectiveness; they navigate ‘Arriving’ and ‘Surviving’ more easily, and reach the ‘Thriving’ stage more quickly than they otherwise would have without this framework, awareness and support.
The research identified three phases to leader transitions ‘Arriving’, ‘Surviving’ and ‘Thriving’ as well as 8 ‘tensions’ or ‘polarities’ a leader must manage effectively for optimum performance during these three phases.
The Tensions of Leadership Transitions Questionnaire helps leaders understand their natural preferences within these tensions. For example, ‘Goal Orientation’ means balancing ‘To be open to events’ with ‘To be intentional about results’. A leader who prefers ‘To be intentional about results’ may find themselves being too rigid in their strategy and ignoring data that would indicate a change in course is necessary. Thus, the tensions are contextual, and both ends of the polarity will need to be engaged at different times.
The Tensions of Leadership Transitions questionnaire, followed by a transitions coaching programme, enables leaders to manage these tensions by understanding their preferences, expanding their range and identifying practical, relevant strategies for effectiveness; they navigate ‘Arriving’ and ‘Surviving’ more easily, and reach the ‘Thriving’ stage more quickly than they otherwise would have without this framework, awareness and support.
What does it measure?
The leadership Transitions Tensions Questionnaire measures individual preferences on 8 tensions or 'polarities' that have been shown to be critical to effective leadership transitions.
These polarities include 'Mission' ('To shake things up' and 'To preserve'), 'Relationship ('To develop bonds' and 'To keep distance') and 'Decision-Making Style' ('To impose' and 'To facilitate'). Different contexts and organisations will require these approaches in different measures at different times. |
How can I take the LTQ?
The LTTQ is taken by filling out a questionnaire in MS Word format. This process takes around 20 minutes.
The completed document is returned to the commissioning Coach by the Leader and a bespoke Personal Leadership Style report is produced. |
What does it cost?
The cost of the Leader Feedback Report is £50 and a 90 minute, confidential feedback session starts at £600. Special rates on fees are available for some SMEs, Individuals and Members of the Employee Ownership Association.
All prices quoted are net of VAT and are correct as at 1st November 2015. |
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