by James P. Sartain, Ph.D. and Kathryn W. Davanzo, M.ED.
The Connected Leadership Program is built on the latest research regarding how leaders become leaders and how experienced leaders become better leaders. The multi-session program is organized around the Connected Leadership Framework®, an evidence-based leader development approach that recognizes a clear leader self-identity is one of the strongest predictors of leadership effectiveness.
The Connected Leadership Framework®
An evidence-based approach to leadership development. Through CODA’s research projects and in our 30 years of working collaboratively as leaders both within and outside of organizations, we focused on what made some leaders effective and others ineffective. Through several years of interviews and observations, we noticed a common characteristic among the leaders identified as effective by their peers, supervisors, and staff. These leaders demonstrated a clarity and confidence in their roles as leaders. Their self-descriptions confirmed, time and again, that they did not hesitate or struggle when asked to describe their leadership approach and philosophy, their values, and their intentions. They knew who they were and what they wanted to achieve.
CODA rigorously tested those observations. We analyzed years of leader interviews and observations through a grounded theory investigation. Through this analysis, we found specific elements related to self-identity, intention, and competencies that were common across effective leaders. These findings informed a theory of Connected Leadership and the resulting Connected Leadership Framework®. Our theory and model have been reinforced by the growing body of research by scholars interested in examining the link between a leader’s self-identity and performance. Similarly, the specific meta-competencies identified in our framework have also been supported by a strong research base.
Select from the interactive model immediately below to explore each element of the Connected Leadership Framework®
Effective leaders have an understanding of what they want to accomplish and are driven to achieve their leadership purpose. Intention is the leadership accelerant that starts the journey of leadership and sustains leadership over time. Intention is the motivating spark that compels leaders to continually learn, grow, and take risks. It’s the part of the leader’s inner voice that says I must lead, I want to lead, and I can make a difference if I have the opportunity to lead.
Highly effective leaders are acutely aware of theirs, and others’ values, strengths, needs, and weaknesses; understand the social, political, and cultural contexts of the workplace; and are able to leverage this awareness to maximize effective communication, relationships, business processes, and outcomes.
Effective leaders see themselves, first and foremost as leaders (self-construct); they hold positive self-appraisals about their leadership abilities (self-esteem), they are consistent in their beliefs, behaviors, and temperament around leadership (self-consistency), and they believe they can be successful in their leadership roles (self-efficacy). These self-views are among the most important predictors of leadership effectiveness. In addition, a leader’s effectiveness is also predicated on a clarity of the values and beliefs that he or she employs in the leadership domain.
Highly effective leaders have a heightened sense of inquiry and actively explore industry and leadership best practices, challenge the status quo, and synthesize information into actionable strategies. They ask more questions than declare the answers, they try to identify next-and-best, they are early adopters and lifelong learners.
Highly effective leaders define and cast a direction that resonates with their constituents, develop plans that align human resources, strategic objectives and organizational processes, and maintain an appropriate sense of urgency throughout the course of a project or initiative. They speak in ways that galvanize emotions, challenge thinking, and fosters commitment.
Highly effective leaders are highly skilled in execution strategies and systems to help others prioritize, select, and follow through with the highest leverage actions. They relentlessly pursue results and foster accountability and follow through. They distribute the burden of execution and use fair rewards and incentives. They use tracking mechanisms to ensure they make continuous progress and stay on course.