Or when we deal with cross-functional teams in which 'leaders' are not there to develop others but rather to coordinate and integrate the work of persons with different skills and knowledge sets. Even in hierarchies we are discovering that the role of the official leaders is less and less to bring followers through stages of development, instead, they are often creating the conditions in which everyone can exercise leadership in their field of expertise. To respond to this new reality we developed a new model that we call 'flexstsyle'. The pattern is selected on the basis of who has the capacity to contribute on the task at hand. We offer short half day introductory workshops, full day sessions that dig a little deeper and two or three day workshops that include many opportunities to practise the basic skills.
Most workshops require that participants complete self-assessment questionnaires in advance.
It is possible to test your own preferences from the four alternatives through the completion of a simple questionnaire. This questionnaire asks you to indicate what you would do in each of 20 situations. A simple scoring and interpretation guide allows you to score the results and develop plans to change your behaviour if you feel that your profile doesn't fit the demands of your job or mesh with your work situation. A second questionnaire allows you to do this by circulating copies to at least three team members, co-workers, committee colleagues, or anyone else with whom you have a working relationship. We can also process the results for individuals and groups and send a full personal and group analysis to make your workshops or other interventions more grounded in hard data and more meaningful for clients and participants.