Leadership plays an important role in systems change. The use of the Leadership Driver in the context of active implementation focuses on leadership approaches related to transforming systems and creating change.


Leadership Driver – focus on providing the right leadership strategies for different types of leadership challenges. These leadership challenges often emerge as part of the change management process needed to make decisions, provide guidance, and support organization functioning.

Harvard’s Kennedy School of Government

Ron Heifetz and his colleagues at Harvard’s Kennedy School of Government identify the importance of
 technical and adaptive leadership strategies. He says that one of the biggest mistakes leaders make is incorrectly identifying the type of challenge they are facing. 


The National Child Welfare Workforce Institute

The Leadership Academy for Supervisors (LAS) is a free web-based training program for experienced supervisors who want to be effective leaders in their current role or who are interested in preparing for advancement.



The National Institute of Corrections (NIC): Management Development for the Future Series

NIC's Management Development for the Future series is an agency-exclusive, individual and organizational development experience that primarily targets the middle management tier of a correctional organization. It simultaneously engages all levels of agency leadership through internal action-based learning strategies at the individual, team and agency levels.


MIT Sloan School of Management  Generative Leadership- Joseph Jaworski  http://mitsloan.mit.edu/faculty/detail.php?in_spseqno=41415 

Society for Organizational Learning (sol)

The purpose of sol is to discover, integrate and implement theories and practices for the interdependent development of people and their institutions.

The work of Peter Senge translates the abstract ideas of systems theory into tools for better understanding of economic and organizational change. He studies decentralizing the role of leadership in organizations so as to enhance the ability of employees to work productively toward common goals, and the managerial and institutional changes needed to build more sustainable enterprises—those businesses that foster social and natural as well as economic well-being. Senge’s work articulates a cornerstone position of human values in the workplace: namely, that vision, purpose, reflectiveness, and systems thinking are essential if organizations are to realize their potential. He has worked with leaders in business, education, civil society, healthcare, and government. 


Structural Dynamics in Leadership

Most of the “work” of human systems and the decisions made there take place in face-to-face discourse. Communicative competency – the understanding of the structure of face-to-face communications in human systems – is the key to sound decision-making and to creating the most effective and efficient process. Communicative competency leads to a system’s preferred outcomes and desired results.