Leadership Theories – Three Levels of Leadership model

Leadership Theories – The Three Levels of Leadership Model

Advice from Wendy Smith. Wendy is a Career and Life Coach helping you find fresh perspectives on life and your career.  You can book a FREE coaching session or find out more at this link

Three Levels of Leadership

Leadership theories abound. The Three Levels of Leadership model was introduced in a 2011 book; The Three Levels of Leadership: How to Develop Your Leadership Presence, Know-how and Skill, by James Scouller.

This leadership model is designed as a practical tool for developing a person’s Leadership theoriesleadership presence. Plus, as well as, their know-how and skill. It summarises what leaders need to do. This is not only to bring leadership to their group or organisation. But also to develop themselves as leaders.

The Three Levels of Leadership model combines the strengths of older leadership theories. These include the traits, behavioural/styles, situational and functional models.  It addresses their limitations. And, it offers a foundation for leaders who want to apply the philosophies of servant-leadership. Hence, it is for those who are committed to “authentic leadership”.

This approach is often classified as an “Integrated Psychological” theory of leadership. And it is sometimes known as the 3P model. The three Ps stand for Public, Private and Personal leadership.

The first two levels – public and private leadership

The first two levels, public and private leadership, are “outer” or “behavioural” levels. Scouller distinguishes between influencing two or more people at the same time. This is what he calls “public leadership.” It is distinguished from selecting and influence individuals one to one. Therefore, influencing people one to one he calls private leadership.

So, he lists 34 distinct “public leadership” behaviours.

The third level – personal leadership

The third level is personal leadership. This is an “inner” level. And it concerns a person’s leadership presence, know-how, skills, beliefs. It includes their emotions and unconscious habits.

At its heart is the leader’s self-awareness, his progress toward self-mastery and technical competence, and his sense of connection with those around him. It’s the inner core, the source, of a leader’s outer leadership effectiveness.” (Scouller, 2011).

Therefore, he lists 14 “private leadership” behaviours.

Finally, the idea is that if leaders want to be effective they must work on all three levels in parallel.

Wendy Smith is a career consultant, life coach and business coach with depth of experience in helping people lead happier lives and feel more fulfilled. She has worked in management as well as coaching and personal development, as well as starting up her own businesses. That means she is equally at home helping clients find a new career direction, starting-up a new business or dealing with life’s more challenging personal issues. 

Need help finding work, with problems at work, at home or with relationships? Book a FREE coaching session with Wendy or find out more at this link

 

Leadership Theories – The Three Levels of Leadership model

Scouller, J. The Three Levels of Leadership: How to Develop Your Leadership Presence, Knowhow and Skill (2011)

Leadership Theories – The Three Levels of Leadership model

Three Levels of Leadership

The Three Levels of Leadership is a modern leadership model. It was introduced in a 2011 book, The Three Levels of Leadership: How to Develop Your Leadership Presence, Know-how and Skill, by James Scouller. You can find a link to it below.

The model is designed as a practical tool for developing a person’s leadership presence, know-how and skill. It summarizes what leaders need to do, not only to bring leadership to their group or organization, but also to develop themselves as leaders.

The Three Levels of Leadership model combines the strengths of older leadership theories; for example, traits, behavioral/styles, situational, functional models; while addressing their limitations. It offers a foundation for leaders who want to apply the philosophies of servant leadership and are committed to “authentic leadership”.

It is often classified as an “Integrated Psychological” theory of leadership. And it is sometimes known as the 3P model of leadership (the three Ps standing for Public, Private and Personal leadership).

The first two levels – public and private leadership

The first two levels, public and private leadership, are “outer” or “behavioral” levels. Scouller distinguishes between the behaviors that are related to influencing two or more people at the same time, simultaneously. This is what he calls “public leadership” to distinguish it from the behavior needed to select and influence individuals one to one. Influencing people one to one he calls private leadership.

He lists 34 distinct “public leadership” behaviors.

The third level – personal leadership

The third level, personal leadership, is an “inner” level and concerns a person’s leadership presence, know-how, skills, beliefs, emotions and unconscious habits. “At its heart is the leader’s self-awareness, his progress toward self-mastery and technical competence, and his sense of connection with those around him. It’s the inner core, the source, of a leader’s outer leadership effectiveness.” (Scouller, 2011).

He lists 14 “private leadership” behaviors.

The idea is that if leaders want to be effective they must work on all three levels in parallel.

Wendy Mason is a career coach.  She helps people reach their goals and aspirations, without sacrificing their home and personal life.  Before working as a coach, Wendy had a long career in both the public and private sectors in general management and consultancy as well as spells in HR.  She now divides her time between coaching and writing. You can contact Wendy at wendymason@wisewolfcoaching.com and find out more at http://wisewolfcoaching.com

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Leadership Styles – the joys of participative leadership?

English: Dark forest track

Everyone loves participative leadership.  Or do they? Usually, most of us would prefer to follow a leader who took our views into account.  Most of us find it easier to commit to something if we have had an opportunity to have our say and to be involved in making important decisions that affect us.

Generally, when a number of people contribute to a decision, that decision gains in quality and there is a better result.

Let us imagine we are walking in a forest with a group of friends.  Suddenly our little path comes out into clearing and there is a fork.  The path on the left disappears off into the trees and so does the one on the right. Sadly, the map we’ve been following is out of date and we can’t even see a clearing.  Which way do we go?

It is getting dark.  A chilly wind is getting up and all we want is to be at home again sitting in front of the fire with a warm drink.  So we argue a bit and realise we are lost – we don’t know north from south.  Then John, who hasn’t said much, reminds us that in the northern hemisphere moss grows more often on the north side of trees. We have lots of trees to check and there we are – we take the left fork.  We’re on our way – home again in half an hour – just as the rain starts!

Well, decisions in organizations can be like that! Sometimes, you, the leader, aren’t really sure you know the best way forward.  You haven’t lost your way exactly but you’d like more information before you make that key decision. Your team would love the opportunity to contribute.  If quiet John in the back office has enough confidence in you he might speak up!  He might just know something you don’t about a new technology or the needs of a particular customer. That information could be invaluable.

Without participative leadership, John would not have opened his mouth. And he certainly wouldn’t have committed to all those late nights working on that new technology to make it work for you and the team.

But, at the end of the day, of course, you are the leader!  What happens when a very urgent or very unpalatable decision has to be made?  Does participative leadership work then?  Or does it have its limits?  I’d love to hear your views

Wendy Mason is a Life and Career Coach. She works with all kinds of people going through many different kinds of personal and career change. She offers coaching by phone and Skype as well as face to face, particularly for those wanting to increase their confidence. If you would like to know more you can contact Wendy at wendymason@confidencecoach.me  or ring ++44 (0)2084610114.  Her Skype ID is wendymason14.
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