All language subtitles for 30 - Lateral Leadership Components English

The components of LATERA leadership are purpose, process, think and do challenge and engage and feedback.

Lateral leadership can be broken down into a five step process to follow based on these five components.

Let's take a look at this five step process.

Step one is defining the purpose for the team by clarifying the results to be achieved.

Step two is to think about the process and the outcomes.

Step three is to integrate thinking and doing, to learn.

Step forward is to offer everyone a challenging role so as to engage hearts, minds and bodies, and

step five is to give clear feedback in a constructive way.

Now, let's go a little deeper into these steps.

Step one, setting the purpose defined the results.

Why are we in this together?

What's this project about?

See the vision for the team and yourself, then build the strategy with the team.

Key attributes here are clarity, realism and involvement.

Step to think about the process and the outcomes that are needed.

This is called systemized thinking.

Rather than react to symptoms, the lateral leader will use the process to act on root causes.

The key attributes in this step of lateral leadership are thinking, creativity and logic.

Step three learning from the integration of thinking and doing use the resident knowledge that's within

the team and the organization.

The key attributes here are mentoring and coaching, communication and having a safe environment.

This is where anyone can give feedback freely without feeling they'll be penalized or argued with.

Instead, for the lateral leader is engaging team members by offering challenging roles that involve

hearts, minds and bodies.

This means you need to define the roles and assign them according to the skill base at hand.

The key attributes here are monitoring each individual's progress and the team's progress overall.

Knowing the team and understanding their needs and abilities and confirming the involvement of each

team member by being involved yourself in the processes, and finally, step five, being consistent

in offering feedback in a constructive way when giving praise or giving advice, because remember,

you may not be the person's boss.

So be sure to separate appreciation from evaluation.

Keep in mind that these key attributes are give often and accurate feedback, reinforce values and goals,

and most importantly, be constructive at all times.