The Lazy Leader’s Rough Guide to Leadership Models continues with a concise and practical introduction to Michael Fullan’s framework for leadership
Michael Fullan describes organizational change as rocket science. He says this because we are inundated with complex, unclear, and often contradictory advice.
Change is messy.
So, Michael Fullan created the pentagon leadership model, or framework for leadership, to deal with the often confused and difficult reality of leading change.
Charismatic leaders inadvertently often do more harm than good because, at best, they provide episodic improvement followed by frustrated or despondent dependency. – Michael Fullan
Fullan’s leadership model has five themes:
- moral purpose,
- understanding change,
- relationship building,
- knowledge creation and sharing, and
- coherence making.
Leading In a Culture of Change
So, let’s take a closer look at this model, which first appeared in Michael Fullan’s book, Leading In a Culture of Change.
Michael Fullan’s framework for leadership model describes the core values and practices of leaders responsible for change. Now, in my opinion, that means managers and team leaders at all levels of the organization.
Moral purpose
What is moral purpose? And, of greater importance, why is it important when leading change?
