Transformations™ is a flexible, user-friendly tool for self-understanding, coaching, leadership development, and culture development. It can be used formally or informally by individuals and groups and of all ages and backgrounds. Among its benefits are the creation of self-insight and dialogue about the stages and processes of human development, in a way that is engaging as well as reflective, playful as well as serious, and impactful as well as fun.
See the Quick Start Guide following the Introduction to get started now.
More wisdom below in this post from our partners Elaine and Bill. This is a companion piece to their prior post on action inquiry. Note that the terms “life logics” and “action logics” are basically interchangable. (more…)
The real point of the Transformations tool is to promote development in a way that supports increasingly wise and effective action. In the post below, Elaine Herdman-Barker and Bill Torbert introduce the powerful idea of action inquiry. (Also see their related post describing the seven action logics in more detail.) (more…)
Below is a tutorial on vertical leadership development, the basis of Transformations. This is a keynote delivered to the 2017 Leadership Forum in Shanghai, Center for Creative Leadership Greater China CCL 创新领导力中心（大中华区）Both the video and the slides are provided. (more…)
What is the point of using images in the Transformations™ tool and in leadership development more generally? In this article our partner Elaine Herdman Barker, President of Global Leadership Associates, describes the tremendous power of imagery in this kind of work.
At Global Leadership Associates we combine visuals of leadership with other prompts to inquiry. Transformations™ is one part of a suite that includes the Global Leadership Profile assessment and the GLP Self-Estimate. They are designed to work together, generating feedback and inquiry, leading the participant to make fresh their leadership style. The creative skill, for practitioners, lies in blending the approaches in ways that support participants to release their imagination and then integrate their new and precious insights.
Thanks to Valerie Livesay Ph.D., faculty member at National University, for this dynamic technique for self-development called Ensemble of Characters. This method is a creation of Valerie and her colleagues Fredrick Jones, Ed.D. and Michael Berger, M.A. Contact Valerie at vlivesay(at)sandiego.edu for more information.
This is an approach to vertical development that leverages theater as a way to look at the self, performing.(more…)
Greetings from Zambia! Led a session today on Vertical Development with MSI and will conclude our week looking at Transformations (the new tool with life logic cards and catalyst cards). 10 countries represented here and all thoroughly appreciating the development.
Our CCL faculty colleague David Hudnut just used Transformations for the first time and sends this report. Check out his article in Strategy+Business on vertical development here. Thanks David!
David Hudnut, Senior Faculty at Center for Creative Leadership
I did a team coaching day with an executive team that has completed the Leadership Agility 360. I’ve already spent 2 days with them during which I covered the LA-360 and the basics of vertical development in “agility” terms which is critically important to them due to their highly competitive and swiftly changing market.
As a follow-up, I wanted to do something that helped the team further understand and engage the idea of vertical development. I chose the Transformations cards, which I had heard about but not used before.
Friday January 20th (1800) – Sunday January 22nd (1530), 2017
The Third Act Retreat: Transitioning to the Third Act
Facilitators: Dr Edward Kelly, Nick Owen & Annette Hennessy The Abbey, Sutton Courtenay, Oxfordshire
A weekend working with our own stories of transition, our stages of development, and the ancient insights of The Elder Tales in our journey to What’s Next for us? A residential weekend of craic and inquiry in a delightful rural setting.
We are pleased to announce a new version of Transformations™, available 15 September 2016. See below for ordering information. Transformations is a CCL Labs beta product and available to those who wish to test it and share feedback.
Here is a report from our colleague Dr. Nancy Wallis who is teaching an Organizational Behavior course. Thanks Nancy!
What are ways in which you can use your power to effect what you want to see happen next?
One sign of the impact of the recent U.S. presidential election was the agitation, fear, sadness, and worry felt by many of the undergraduate students in my Organizational Behavior course two days after the results were known. (more…)
In their new paper on vertical leadership development, Imperfect Beauty, Elaine Herdman-Barker and Nancy C. Wallis explore the complexities of development, in which the predictability and order we crave as practitioners is embedded in “an imperfect and fluid process, in which change is contextualized, dissonant and enigmatic.” This paper explores the polarity of development is which hierarchical order is in tension with fluidity. (more…)
The SAGE Handbook of Action Research, 3rd Ed., Hilary Bradbury, Editor
Palus, C. J., & McGuire, J.B. (2015). Mediated dialogue in action research. In H. Bradbury (Ed.) The SAGE handbook of action research, 3rd Edition. Thousand Oaks, California: SAGE Publications. 691-699. Click here for the complete Handbook.
Mediated dialogue is an approach to reflective, insightful conversation that is useful for action research and related endeavors, including inquiry as a part of leadership development. With mediated dialogue, various media (typically visual images, such as those in Visual Explorer™) are used as sources of metaphor and as places to project thoughts and emotions related to one or more focal questions. (more…)
The Action Inquiry and the Global Leadership Profile Workshop is a 3.5-day workshop for business leaders, consultants, coaches, researchers, and sustainability practitioners who wish to further their personal development and learn about the power and practice of Collaborative Developmental Action Inquiry—the only approach statistically confirmed as reliably generating both personal and organizational transformation. All workshop participants take the Global Leadership Profile (GLP) and receive feedback on their centre-of-gravity, emergent, and fallback leadership action-logics. Those who wish can become authorized to use and debrief the GLP with their clients.
Steadman Harrison shows us a great option for using the Transformations deck with larger groups which requires fewer decks and potentially less time. He suggests laying out the cards before the session, clustered in the seven stages. Then, talk about the catalysts each person has experienced in their own development.
We laid out the cards in stages with the group ideas for what catalyst most naturally moved individuals or groups from one stage to the next. If you set it up like this rather than having individuals and small groups make sense of it on their own, it saves a LOT of time!
I am pleased to announce this workshop for women who are in a season of change, offered by the Center for Creative Leadership. See the video below for more information. This video is a good example of how the Transformations™ tool can be used in a workshop (starting at 1:25).
Who Should Attend This Workshop Women who are in a season of change.
Returning to the workforce
Transitioning from the professional space into retirement
Transitioning from college to a professional career
DATE | Wednesday, June 22, 2016
TIME | 9:00 – 4:30 pm
PLACE | Women’s Resource Center, 628 Summit Ave, Greensboro, NC 27405
COST | $225.00 includes lunch, snack breaks, & program materials
The Catalyst cards in the Transformations deck represent processes, triggers, or catalysts for human development. There are 50 such catalysts included in the current version of the deck, see the list below. Use of these cards is optional. They are designed to help people go deeper in their exploration of their life journeys and the forces that influence vertical development.
Steadman Harrison recently used the cards to help participants see “underneath” the development of their action logics (see photo).
We did an exercise at Randolph this weekend where the group placed the Catalysts (positioned slightly lower on the carpet) they believed helped them get from one stage to the next…(more…)
The two-day workshop was built around the CCL F-H-T Framework. Every module mapped to a part of their life journey:
a) Where I have come from (FROM)
b) Where I find myself now (HERE)
c) Where my team and I are going (THERE)
d) How I got here (FROM to HERE)
e) How my team and I will get there (HERE to THERE).
Participants mapped their learning on the walls in real time, resulting in 400 unique ‘selfies’ of these young peoples’ leadership journeys. The YALI program has offered rigorous, large-scale testing of the From-Here-To There framework and never fails to generate perspective and insight for users.
Transformations™ first came alive through the artwork of Bruce Flye.
Bruce Flye: The Garden of Eden
One day I asked Bruce if he could draw some avatars of action logics. “What?” … “What does that even mean??” The first character-images he drew are the same style you see now. It was an amazing moment of creativity. Bruce birthed these characters along with a world in which they continue to live, develop and evolve. They express the logics of life in self-engaging ways that invite interpretive play. This kind of graphic illustration of developmental states and stages is unique, I believe. (more…)
Dialogue is a reflective conversation engaging the multiple perspectives of a number of people to explore assumptions and create new meaning. Create dialogue by putting objects in the middle of a conversation. Meaning becomes projected onto the object. Images work very well. You can use photos, art, stories, Visual Explorer and other Explorer tools, mementos, videos, graphics, and so on.
When people get good at this, they don’t need a physical object—they can put a topic (a challenge, a problem, an idea) in the middle.
As the Star Model graphic illustrates, multiple layers of the topic are explored from many angles (multiple perspectives).
The post below is adapted from McCauley, C. D., Drath, W. H., Palus, C. J., O’Connor, P. M. G., & Baker, B. A. (2006). The use of constructive-developmental theory to advance the understanding of leadership. Leadership Quarterly, 17, 634–653.
Constructive-developmental [also referred to as vertical development] theory is a stage theory of adult development that focuses on the growth and elaboration of a person’s ways of understanding the self and the world. (more…)
CCL senior faculty member David Hudnut published Leaps in Perspective on the Strategy + Business blog on Sept. 30. His piece explores the theory that people develop in fits and starts with sudden bursts of growth, as opposed to developing in a steady, gradual fashion.
Families, companies, cities, and civilizations also make developmental leaps. Indeed, changes in the larger systems can trigger evolution in individuals, and vice versa. This is a heartening theory because it shows not just that progress is possible, but how to create conditions in which it is likely. If you’re a business leader, it can help you manage your career path and create opportunities for those who work with you.”