Firstly sorry about the pause in the blog. I have been setting up a new venture which has taken up more time than I expected, and we have been a little busy helping people deal with risk, ambiguity and emotional resilience. I have a sneeking feeling that I am in a minority in enjoying the current times and finding them very exciting. Things are starting to settle down now so normal service will be resumed. I am going to start off where I left off - talking about followership and leadership using the modes of leadership from my own research around how people deal with ambiguity.
Before I commence just a quick word about modes v styles.
A mode is a system of logic, or of constructing our thinking and therefore a system of perceiving the world around us. It affects everything we do, think and feel. They are not styles or preferences in the strict sense that they do not describe behaviours as such however discernible behaviours are apparent as a result of the mode an individual is in.
Modes are usually semi-perminant in that people will operate from a mode and tend not to move between them unless a) they have learnt about the other systems and are onciously doing so, or b) are in transition between two modes in response to some change or other.
In the next few articles I will explore each of the four modes and how people in them see the world. I will then have a look at the interactions between the modes in terms of leadership and followership, and a few other things. You can get a good overview in the book The Ambiguity Advantage.
These are quite likely to be interspersed with comment on current topics as well as there is a lot to think about at the moment.
In the next blog we will look at mode one or technical leadership.
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