SMALL BUSINESS ADVISING AND THEADAPTIVE LEADERSHIP PROCESS

Presented by: Jennifer Dye

“Adaptive Leadership is the practice of mobilizing people to tackle tough challenges and thrive.”

- The Practice of Adaptive Leadership ; Heifetz, Grashow & Linsky

What Is Adaptive Leadership?

Small business owners are often “putting out fires” and may be prone to a more reactive or authoritative leadership style

89% of US businesses have 20 or fewer employees; of those 80-90% are family-owned* – familiarity can lead to role confusion and assumptions regarding responsibilities

Many challenges are technical, and owners may be unfamiliar with how to deal with the “fuzzier, squishier problems” – especially with regards to employees/suppliers

How does it apply to Small Business Advising?

* 2012 US Census Report

Can you think of examples?

Leadership of Self Adaptive Campaigns Thrival Community Perspective

System of Self System of

Team/Organization Community System

Overview: 3 Systems – 4 Competencies

Much of this, we already do, but here are the applications:

Scope – understand what it is that they are needing from you and map the systems

Diagnose – Find out the Presenting Issue(s) Mobilize – take Action via coaching, providing resources, etc. Evaluate – follow-up and determine Next Steps

Advisors as Adaptive Leaders

Form Gracious Space Establish Team Norms Invite the Stranger Bring the Heat Utilize the Balcony View

Key Elements of Adaptive Organizations

“Gracious Space” is an atmosphere of approachability and mutual respect which invites collaboration

Establishing Group Norms creates buy-in and a framework for when things get tough (more than just Policies and Procedures)

“Inviting the Stranger” encourages diverse opinions Bringing the Heat needs to happen in a constructive way and

must be based in openness and trust Help them to view their company “From the balcony” i.e. working on the business vs. in the business

Teaching our Clients to be Adaptive Leaders

Small Business Owners are around longer – 25 years vs. 6 years for a corporate CEO – things can get stale

Managing Human resources is critical – leadership is a key element in employee retention and satisfaction

Engaged employees are more productive 47% of small businesses have no succession plan – if your

employees are not engaged, who will take over/purchase your business when you are ready to retire?

1.2 million US businesses are husband/wife teams

Why does this matter?

Questions?

~ Thank You