Behavioral MetaDYNAMICS – Capability





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        BEHAVIORAL MetaDYNAMICS @F-L-O-W

                               BEHAVIORAL MetaDYNAMICS: CAPABILITY

Self-Knowledge >> Self-Awareness

A capability is the ability to perform
or achieve certain actions or outcomes through a
set of controllable and measurable faculties,
features, functions, processes, or services. –
From Wikipedia, the free encyclopedia.

Capability seems like an easy word to define, but in all
actuality, it’s multifaceted and complex. Especially when we
talk about capability in the context of leader development.

Over a period of time, I built a leadership model called
GENERATI which contains five meta-competencies, which means
these competencies guide and scaffold other competencies
within leadership. Those five meta-competencies are:
Attention, Intention, Capability, Alignment and Coaching.

As I’ve attempted to define capability over time, I have used
a lot of different ways to examine it and as a result, not
only included it in Behavioral MetaDYNAMICS, but have spent
the greatest part of ten years fleshing out what i think
leaders have to understand about capability.

When people talk about capability in leadership, there are as
many definitions as there are models and people making them.
So I began to filter everything into buckets and later as the
buckets got easier to define, I kept looking for ways to
assess these buckets.

In my opinion, reinventing the wheel is not only NOT AN
OPTION, it’s foolhardy, so I thought how could I build upon
what other people had already done and proven valid. Yet, as I
measured more and more, I realized that each model’s metrics
did not measure the same things–close but no cigar, as they
say.

Gradually, the buckets seemed to be integrated enough that I
either collapsed them because they measured too much of the
same thing, or differentiated as they were clearly measuring
something that I felt in practice was important.

What I finally decided upon was eight different models or
aspects of leader development that kept coming up over and
over in the work with leaders globally. In other words, these
things don’t just concern us here in the west, they concern
leader development anywhere, and all lead down a path of
allowing the emergence of self-awareness to inform the
leader’s decision-making, as well as the leader’s ability to
work collaboratively.

Again: Self-Awareness
and Collaboration >> Self and Other

This theme is consistent across all leader development.

In the next email, I’ll talk about each of the individual
components of CAPABILITY.

Here they are, as a primer:

– Perspective
– Subjectivity
– Ego Complexity
– Languaging
– Task Performance
– Talent
– Affect
– Sense-Making

Just a parting note, and then on to the next part of the
discussion.

Some people will say that I have made it all too complex. And
they have a point, however it is no more complex than it has
to be, and thus not all of the parts can be integrated or
differentiated by everyone. My real sense is that people will
take the pieces they like–>understanding that they are pieces
because of the many parts and realize they have a piece, thus
preserving the idea that the work can be used by many in some
way.

EACH of us will have our own favorite components, ideas and
solutions that work for us, and hopefully through us for
others, to help people have lives! (A Phillip Crosby saying I
really like;)

I hope you pick up valuable insights, ideas and tools during
this process, which you can use for your own
development and your work and leadership with others.

If you have comments, please feel free to leave them here on
the blog.

You, Me, and We @F-L-O-W

Mike R. Jay is a developmentalist utilizing consulting,
coaching, mentoring and advising as methods to offer
developmental scaffolding for aspiring leaders who are
interested in being, doing, having, becoming, and
contributing… to helping people have lives.

PS: To learn more about our 2015 Program,
Behavioral MetaDYNAMICS and to enroll in the experience,
visit

HERE
.


© Generati


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