http://www.theleadershipcircle.com/flexibility-agility-innovation-part-2... For the full leadership white paper on leadership culture. This is an Executive Video Summary of the article by Bob Anderson entitled "Flexibility, Agility, Innovation (Part 2)."" The original leadership white paper discusses leadership culture by way of a case study. culture survey, leadership circle

1. Executive Video Summary:
Flexibility, Agility, Innovation (Part 2)
An Article By Bob Anderson
Founder and CEO of The Leadership Circle

2. The Leadership Culture Survey describes
precisely what is needed for a specific
organization to be more agile, flexible, and
innovative.

3. The Leadership Culture survey measures 31
dimensions of an organization’s leadership
culture. These 31 dimensions are grouped
into eight Summary Dimensions and
measure both the current culture and the
desired culture on each of these
dimensions.

4. I was recently asked to consult with the
senior team of a large global company
who had just conducted our Leadership
Culture Survey with the top three levels of
this organization.
According to their profile, in order for their
business to thrive, the senior management
team need to make a significant shift in the
way they are leading the business—from
Reactive to Creative.

5. The strongest influences in the current
leadership culture of this organization
suggested an overly conservative,
cautious, bureaucratic, and even passive
culture. This cautious culture may have
been driven by a top-down, aggressive, if
not arrogant, influence on this leadership
team.

6. However, the survey indicated what they
needed to do to take the weakest elements in
their leadership culture and turn them into
strengths.
• They needed to become a bold purpose and
vision-driven organization.
• They needed to get good at working as a
team to develop strategy.
• They needed to reduce the arrogant and
critical way that they engage one another in
order to have the kinds of conversation that
will allow them to work together effectively.

7. The simple, yet powerful views provided
windows into the secret conversation that this
leadership team was having with itself—the
conversation that had not yet made it to the
meeting rooms.
After the meeting they commented that it was
one of the best meetings they had ever had
as a senior management team and the CEO
took me aside and thanked me saying, “I
have been trying to tee this conversation up
for some time. Now we are in it.”

8. This example shows how the rich
assortment of well-researched Creative
Leadership Competencies and Reactive
Leadership Styles combine in the
Leadership Circle assessments to
establish a very clear picture of how this
(or any) leadership team can create a
culture that, by any measure, would be
characterized as flexible, agile and
innovative.

9. Read more and comment by visiting
www.TheLeadershipCircle.com
And click on “Leadership Quarterly”
- OR -
Get there directly at
http://www.theleadershipcircle.com/flexibility-
agility-innovation-part-2