eFIRE

An energy model

for Leadership

through

Coaching and

Mentoring

Dr Kate Joyner

What is Complexity?

• Complexity is experienced in organizations in the form of pressures:

- A need for a novel solution, i.e., an adaptive challenge: Can’t do things the same way.

- New partnerships, i.e., new interdependencies: People work together who haven’t worked together before.

- Conflicting worldviews, i.e. heterogeneity: People bring different needs and perspectives

- Interdependence: Have no choice but to work together—adapt or die.Uhl-Bien (2016)

Organization as a Complex Adaptive System

Entrepreneurial System

OperationalSystem

AdaptiveSpace

New Order

INNOVATING:

ADAPTING:

EXECUTING:

Emergence

Uhl-Bien & Arena, 2017

Uhl-Bien, Marion & McKelvey, 2007

Entrepreneurial Leadership

• Using influence to drive change

- Leading Up (and Out)

- Voicing (Amplification)

- Nurturing Proactive Followership

- Building relationships – Networking/Navigating politics

- Empowering for Creativity

There are many coaching

models/frameworks. QUT has

developed a model for leaders that

incorporates recent thinking about

leadership in complex organisational

contexts.

eFIRE

eFire supports ‘Leadership through Coaching

and Mentoring’ (LCAM)

from

command and control

to

curiosity and exploration

The eFIRE model (Abbott, 2016) is a

simple but not simplistic framework to

leaders have conversations to ignite

individual, group and organisational

performance and growth in volatile,

uncertain, complex and ambiguous

organisational contexts.

The challenge

Conversations

Connection points in human systems

Better conversations

= more adaptive

organisations

A coaching approach

promotes better

conversations

Components of eFIRE

energy from values, purpose and relationships

Frame for intention, creative tension and boundaries - with curiosity

Inquire through systemic exploration of multiple perspectives

Reflect on exciting possibilities using strengths and resources

Experiment and Execute for maximum impact through

intentional action.

eFIRELeadership coaching to ignite

organizational performance

eFIRE: a coaching methodology.

Characteristics of eFire

o Assumes change is the norm in organizational lifeo Encourages a systems viewo Takes conversations to deeper levels o Works for single and multiple conversationso Non-linear – moves back and forth through elementso Embraces the unexpectedo Energy sits in the middle – from values and relationso Requires a mindset of curiosity

energy from values purpose and

relationships

Frame for intention, creative tension and

boundaries – with curiosity

Inquire through systemic exploration of

multiple perspectives

Reflect on Possibilities: To generate exciting options based on strengths and resources

Experiment and Execute for maximum

impact through intentional action

Principles for using eFire

o Embrace the mindset of curiosityo Engage employees with the mindset and the modelo Encourage people to ‘notice new things’ o Have the conversationso Trust the processo Expect relapse to old leadership habits

Making knowledge work

Leadership coaching encourages in-context curiosity, inquiry, challenge in a process of continual sense-making

Truth lives, in fact, for the most part on a credit system. Our thoughts and beliefs pass, so long as nothing challenges them, just as bank-notes pass so long as nobody refuses them.

William James

Online Micro Learning – Coaching

• Choose the approach of an

Everyday Coach

• Think like an Everyday Coach

• Listen like an Everyday Coach

• Ask questions like an

Everyday Coach

• Challenge and support like an

Everyday Coach

http://bit.ly/30k62iC

National Public Sector Management

Program (PSMP)

eFIRE

Questions

Dr Kate Joyner

Teaching Fellow

QUT Graduate School of Business

k.joyner@qut.edu.au

eFIRE: a coaching methodology. (Abbott 2016)