Transforming Your Leadership Culture

86 TRANSFORMING YOUR LEADERSHIP CULTURE

Do you seek a formal, professional environment with strict

protocols?

Or do you prefer a more open environment where people let

their guard down and go into depth about issues?

These differences correspond to different styles of engagement.
Each of the three leadership logics or cultures we have intro-
duced also implies its own kind of engagement and its own kind
of distribution of power. Table 4.1 (which builds on Table 3.1 )
should be a useful reference for you as we discuss the engage-
ment style of each.

Dependent - Conformer Engagement

In the fi rst Technology Inc. retreat we described, the individuals
were following Conformer norms. They were embedded in hon-
oring a code of dependent and predictable conduct. Members of
a union shop or military or law enforcement personnel generally
engage in this way. Belonging, maintaining order, and respect-
ing the command - and - control hierarchy are earmarks of such
leadership cultures, and this kind of engagement can create
close cohesion (giving you protection in a fi refi ght, for example).

Table 4.1 Leadership Logics (Cultures), Leader Logics,

and Organization Roles

Leadership Logics Leader Logics Organization Roles

Interdependent -

Collaborator

Transformer

Collaborator

Future Generator

Big-Medium

Transitional Freethinker Rising

Independent -

Achiever

Freethinker

Performer

Innovative Facilitator

Practical Adapter

Transitional Specialist Rising

Dependent -

Conformer

Specialist

Moderator

Dominator

Supervisor

Paternalist

Authoritarian