Sources I Draw From

I am a synthesizer or consolidator of the thinking and techniques from a wide variety of sources. I choose from these sources to apply what is most applicable to your situation and your objectives. I apply this knowledge and skill to support your growth objectives.

“One year’s experience repeated 24 times,

does not give someone 25 years of experience”.

I promised myself that I would not be a “consultant” that did that fell prey to the learn once and repeat 24 times.  I allocate 20% of my time to direct learning experiences so that I can bring decades of new and evolving expertise to you.

Here are a few of the sources that most inform my work:

Adult Development Theory and Immunity to Change
Bob Kegan and Lisa Lehey.  Both Harvard professors (Psychology) built upon Bob’s original work in Adult Development Theory and created a process that reveals what are our most powerful barriers to change. They call this Immunity to Change (copyright) . I have studied with them extensively over the last three years. Their methods form the core of my coaching approach.

In the simplest terms Adult Development theory explains why, although we have had well thought out models of leadership for a long time, we don’t get the traction from them that we expect.  Immunity to Change give us a process to do something about it.

Leadership Circle Model / Full Circle Group
The Full Circle Group – Bob Anderson and Bill Adams. These two have created the most comprehensive and integrated model of leadership that I have seen. They have pulled from all the significant thinking and models on leadership. Kegan’s adult development model is central to the successful integration of such a wide variety of sources.

In addition they have a suite of assessment instruments that measure both the individual leadership competencies and the group leadership culture.

Complexity in Leadership
Jennifer Garvey Burger and Keith Johnson. These two have a leadership consulting practice (based in New Zealand) that builds on the work of Keagan (and many others) and provides practical advice on how to develop the people in organizations.

Temperament and Interaction Styles
Linda Berens work builds on the work of David Keirsey on modernizing Temperament ( a 2500 year old model of human behavior) that looks at the “Why” of our behavior and uses her own research and model of Interaction Styles to look at the skills and processes that are effective when we are trying to get work done with others. I studied with Linda and think her work is the best in this field. 

Patrick Lencionni
Pretty much any thing he produces. Great simple models told through fun narrative. His work is very consistent with everything outlined above.

Bruce Tuckman
Forming, Storming, Norming, Performing; a model of the stages of group development that has stood the test of time.  Simple, accessible and useful. What’s not to like.