The three domains of a high performing leader

High-performing leaders in today’s world have to be able to attend to three broad domains:


    Effectively maintain and improve on what currently exists


    Successfully adapt to ever changing conditions in the environment


    Envision, achieve, and sustain new future states that are unpredictable and sometimes even unimaginable from the current state

Being able to effectively attend to all three of these domains requires both sound professional technical knowledge and a solid base of high performance and transformative leadership. Whereas the former will look different industry to industry, there are some commonalities when it comes to the latter of developing high-performing transformative leaders.

While each and every leadership development program is customized to achieve unique organizational commitments and address distinctive challenges, we will begin our work together by building such a solid foundation.

Building A Solid Foundation

In our work together, we will develop the following capacities of a high-performing transformative leader:

> Serve an authentic commitment

High-performing leaders are dedicated to the service of something greater than themselves. To serve such an authentic commitment requires a humble investigation and departure from one’s primary motive being advancing personal agendas such as notoriety, wealth, position, control, etc… This commitment is aligned with the organization’s future and gives meaning to one’s role within the organization.

> Reliably impacts performance

High-performing leaders are able to consistently impact their own performance and the performance of others such that the new performance is a sustained natural self-expression rather than a one-time compliant response.

> Engender cultures of accountability, commitment, and trust

High-performing leaders create cultures of trust. They are:

  • Genuine- their public conversation matches their private conversation
  • Competent- they can be counted on to perform and grow in their field of expertise and have an accurate assessment of their competence
  • Accountable- they reliably complete their commitments on time to specifications or otherwise responsibly arrange for an appropriate and acceptable response
  • Caring- when making decisions and taking actions, they have the interests and concerns of the relevant stakeholders in mind as well as their own
> Establish strategic alignments and effective collaborations across organizational boundaries

High-performing leaders create effective collaborations and alignment within and across organizational boundaries. They use a specific kind of language to “get things done” and can identify situations when the use of language is inhibiting progress. They are able to create a culture of language that forwards the organization’s commitment rather than tolerating language that undermines the organization’s commitment, the organization, and the individuals in that organization.

> Identify, accept, and overcome self-imposed constraints

High-performing leaders are not unique in that they do have self-imposed constraints (most often by decisions, conclusions or interpretations one has made about oneself, others, the organization, the industry, or what one is specifically dealing with). The difference is they are able to identify and effectively overcome such constraints and limitations.

Programs vary widely in length, number of participants, delivery platform, etc.
Contact Kari if you would like to inquire about a customized leader development program for your organization.


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