adminLeadership and Management Academy from April 7-9 2011, we discussed the first four “Cs” of Transformational Leadership:
- Character formation: Pursue personal integrity;
- Call: Clarify life mission or calling;
- Commitment: Commit to a life mission or calling and
- Community Building: Build a healthy community with common values and mission.
In this article we will consider three of the four “Cs” which will be discussed at the next Transforming Leadership Seminar to be held from November 15-16 2011 at the Rainbow Towers Hotel and then consider a real life example of a transformational leader.
The fifth “C” in Transformational Leadership is Creative Leadership: Decide on a creative course of action.
Like God, we create. Unlike God though, we create within well-established limits. All of the creativity that we undertake unfolds within the world that He created. Our creativity is within the bounds of His creation. Hence, we create in the context of an assignment given by the Master Creator. We need God to give us a glimpse of His vision for creativity.
“Vision is the engine for creativity. People are motivated to make unusual commitments to visions bigger than themselves” (Dela Adadevoh, Leading Transformation in Africa, page 86). Creative leadership is creating value by leading people in the implementation of new ideas.
Creativity is typically used to refer to the act of producing new ideas, approaches or actions. Innovation is the process of both generating and applying such creative ideas in some specific context.
Are you an agent of creativity?
You do have creative ability, even though you may doubt it. Creativity often results from brainstorming sessions and the process of group thinking. Some breakthroughs may even come unexpectedly after intense work during rest or unrelated activity. We are to be transformed by the renewing of our minds (Romans 12:2).
What kind of creative course of action are you initiating in your life today?
What help would you need so that you can develop into a creative agent for transformation?
The sixth “C” in Transformational Leadership is Capacity: Increasingly building capacity.
Capacity building is much needed in leadership. The many examples of uncompleted or failed projects speak to its importance. Many initiatives start off well only to run into “unforeseen” difficulties in the future. Capacity building ensures that resources critical for success are in place for executing a transformational initiative. Furthermore, capacity means eliminating or at least minimising barriers that pose a threat to successful implementation.
We usually think of capacity in terms of finances. However, capacity is comprehensive in nature; addressing systems, legal and civil institutions, policies, human and material resources. A key element to building capacity is in the area of human resources.
In terms of manpower, we need to begin with educating people and developing emerging leaders. We are to be transformed by renewing our minds. The leaders of an initiative need to have a strong faith and as a result be absolutely convinced that the future desired state of affairs is better and worth the sacrifice.
Although the fear of change can be a threat to success, it is important to increasingly educate the constituencies who will benefit from the new state of affairs. This process of a shared vision allows for broad-based participation in leadership. Human capacity is essential for a successful leadership change intervention
How are you building capacity in your organisation in terms of systems, policies, human and financial resources?
Are you developing in the areas of leadership development, fund development and strategic planning?
What are some barriers to increasing capacity in your organisation?
In what ways are you tracking and measuring the progress of capacity?
The seventh “C” in Transformational Leadership is Coaching: Develop change leaders.
The International Leadership Foundation’s (ILF) approach to “Personal Life Coaching” is unique. It is a simple, transferrable model for “Coaching” personal change where you “bridge the gap” from where you are to where you want to be.
The “gap analysis” approach is an effective way of teaching, mentoring, and empowering organisational leaders.
This coaching process takes into consideration how the one being coached learns and is motivated for change. The following 8-P “Coaching” model focuses on the transformation of one’s core mindset and not on behaviour that is often contained in self-help books.
1. Purpose: Why on earth are you here? Link the Coaching to your overall God-given Call on your life. Your life purpose should be summarised in a personal mission statement and include core values that will steer you in your life journey.
2. Personal Assessment: What is the current situation? What is working well? What is not working well? What needs to change? There are many tools for self-assessment such as: EQi, DISC, 360, Birkman, Spiritual Gifts, Myers-Briggs, Strength Finders and Life Mapping.
3. Potential: Where is God leading me? The vision for your future should include personal and/or organisational goals that align to your overall life-purpose.
4. Problem Formulation: What are the barriers to development? What is the gap between your present state and ideal goal? What is keeping you from reaching your goal?
5. Principles for Change: What are the powerful principles to help you transform your frame of reference or mindset? What principles are being violated at the core of your problem (negative)? What principles need to be followed that are powerful enough to positively shift your paradigm, value or mindset?
6. Plan of Action: What are the major steps to help you reach your goal? What steps must you take to avoid obstacles which would keep you from accomplishing your goal?
7. Partnership: Who are the people with whom you can collaborate to help you reach your goal?
8. Progress Tracking & Monitoring: Performance Evaluation: Each component of the 8-P ‘Coaching’ model has ongoing Progress Tracking, Monitoring and Performance Evaluation interwoven throughout each of the phases of “coaching”.
How are you coaching and developing change leaders in your organisation? Are you helping emerging leaders to clarify their present personal assessment and focus on their future potential? What are some barriers to coaching leaders in your organisation? In what ways are you tracking and measuring the progress for reaching goals in your coaching experience?
Real Life Example
Seminars and lectures on transformational leadership abound, however the best way to learn is through watching a real life example of a person who has been transformed and is leading transformation.
The late Deputy Commissioner-General of Police, Barbara Mandizha, testified of her life’s transformation through ALMA. Her family gave a trophy in her memory to ALMA. The trophy is given to the most transformed and transformational graduate at ALMA.
This year, the inaugural award of the Barbara Mandizha Leadership Award is being given to Mr Edmore Masendeke, a disabled young man who has overcome his limitations and is an economist who works at the Reserve Bank of Zimbabwe.
In 2006, Edmore Masendeke began to explore the possibilities of driving and living on his own as a disabled person. He faced many setbacks, including lacking professional support, but persevered to achieve his ambitions and after that founded “Endless Possibilities” to help people with disabilities:
Become who they are as individuals and to self-determine.
Live without being a burden to anyone and achieve maximum possible independence, preserving as much dignity and respect as possible; and participate fully in their communities.
In 2010, Edmore established the first “Endless Possibilities” Forum at the University of Zimbabwe where he held training workshops and an apprentice programme for students with disabilities. At least 50 students were trained in creating a curriculum vitae, interviewing, strategic planning and drafting a business plan through “Endless Possibilities” apprenticeship programme.
In April 2011, Endless Possibilities successfully hosted a career seminar for 53 students with disabilities from the University of Zimbabwe, Midlands State University and Mutare Polytechnic College. As an ancillary to the apprenticeship programme, “Endless Possibilities” recently hosted a competition that the organisers have dubbed “The Endless Possibilities Challenge” for students from the three institutions in September and October 2011.
The purpose of The Endless Possibilities Challenge was to encourage students with disabilities to overcome the limitations in their lives and achieve their full potential. Contestants were tasked to study the lives of individuals that have achieved their full potential, after facing and overcoming various limitations in their lives, and present the lessons that they would have learnt from the individuals? life before a panel of judges.
The Endless Possibilities Challenge was organised for students with disabilities from the University of Zimbabwe, Midlands State University and Mutare Polytechnic College. There are at least 70 students enrolled at the University of Zimbabwe and an average of 15 students at Midlands State University and Mutare Polytechnic College.
The day after the Transforming Leadership Seminar, (November 17) ALMA will hold a commissioning ceremony for the students who graduated this year. At this ceremony the Barbara Mandhiza Leadership Award will be given to Edmore Masendeke. ILF and ALMA rejoice to see transformation taking place in Zimbabwe and would like to see a movement that will spearhead the spiritual, social, moral and economic transformation of Africa and the world.
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