The C2E Transformational Leadership Model

As a generalisation, most people get promoted through technical ability and not because of management ability and certainly not through leadership ability (primarily because so little development is put into leaders in organisations).

The province of the transformational leader is change and the transformational leader needs to be able to envision the future, devise and implement a strategy to get there, lead by example through the transformation process and encourage and support others through the change.

We separate management from leadership as transactional and we spend time getting senior people to understand how they can transform themselves by understanding the different roles they need to adopt as a leader.

These principles apply equally to the senior team as to the individual and it is our observation that senior teams are only senior teams for the duration of the senior team meetings. After this they go back to being a functional manage or specialist

Our approach to transformational leadership is, as with all our approaches, based on extensive experience, research and involvement.

We focus on both the individual leader and on the senior leadership teams in the organisation. We subscribe to the concept of ‘followership’ – in other words, a leader cannot be a leader without followers.

We use a variety of techniques to support transformational leadership including facilitation of senior teams with a focus on team leadership. We have also developed a leading edge tool to assess the leader’s ability to generate followers (the ‘Leadership Strengths Inventory' – see the page on Profiling Tools), and we use this and other feedback information to coach leaders into and through their new role.

We bring into play relevant learning from the accepted ‘gurus’ of leadership:
Kotter
Maxwell
Blanchard
Adair
Goleman

Following over 20 years research into leadership and considerable personal and consulting experience we developed our own model of leadership. This is very different to other models in that it has its primary focus not on the leader but on the potential follower: what is required for the follower to be prepared to follow?

This relates very strongly to the personality type of the follower and what motivates them.

The result is the C2e transformational leadership model, which has 4 primary approaches, each defined by 3 key strengths. This model is the basis for our Leadership Strengths Inventory.