I've worked in hierarchical organizations for most of my career, where decisions are top-down and based on what's already known; where individuals provide input based solely on their role and responsibility (no stepping outside); where process and outcomes are based on historical expectations and where patterns are the strict definers of success.
Then I joined an organization in 2005 where the collaborative leadership "Circle Process" was the heart and soul of its culture. The prevailing culture emphasized heart-centeredness, authenticity, trust, honesty, shared leadership, and speaking and listening from the heart. It was quite an adjustment for someone coming from the typical corporate structure.
A few years later, I had the opportunity to join an amazing healthcare leadership development program, where the facilitators share the Prosci PCT (Project Change Triangle) Model.
As the discussion continued, we began to imagine a large heart at the center of the Prosci PCT Model. The facilitators went on to share that as the study of leadership advances, there has been more emphasis on leading with an "open heart."
Ronald A. Heifetz and Marty Linsky, co-authors of Leadership on the Line: Staying Alive Through the Dangers of Leading, share the following in an article in Leader to Leader journal...
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