Human-Centered Transformational Leadership Model
The Human-Centered Transformational Leadership Model empowers leaders through shared vision, sustainable patterns, and transformative learning practices.
When I am asked to describe the leadership model I believe in the most, I turn to what I believe to be the most complete model: The Human-Centered Transformational Leadership Model. It is an approach that values people first and foremost. It also accepts that we all get better when we are continuously learning. It is a model that organizations don’t easily follow because it forces leaders to share leadership, which is the opposite of traditional top-down leadership approaches. In fact, in conversations I’ve had with leaders in other fields, I am convinced it would be a powerful model for business leaders, non-profit executives, hospital administrators, and at every level of local, state, and national government.
- Strong Moral Focus
- Compelling Purpose
- Shared Images of Success
- Ethic of Excellence
- Positive Connectedness
- Serving as a Lead Learner
- Supporting Resilience
- Using the Power of Language
- Harvesting Collective Wisdom
- Applying Systems & Design Thinking
- High Level Collaboration
- Shared Leadership
- Creativity and Courage
- Empathy and Compassion
- A Growth Mindset
The Human-Centered Transformational Leadership Model includes three key entry points:
The Human-Centered Transformational Leadership Model has three entry points and all lead to a place where everyone is honored and valued, where everyone plays an important part – a Culture of Deep Learning. A culture of deep learning is a different way to think about leadership. It asks you to think about the WHY, the WHAT, and the HOW of leading in a different way. Those three entry points are known as
Collective Aspiration
Collective aspiration makes sure everyone in the organization is on the same page and that everyone is working toward the same goal. If we all aspire for the same thing and share the same understanding of what success looks like, then it is more likely we will succeed. Collective Aspiration is the heart of everything that is done. When someone is unclear as to why a decision has been made or an approach is being considered, Collective Aspiration serves as the WHY.
Nested Patterns
Nested Patterns reflect the valued behaviors of an organization, emphasizing collaboration, shared leadership, and traits like creativity, courage, empathy, and compassion. They challenge individuals to adopt a growth mindset and rethink long-held perspectives. In The Human-Centered Transformational Leadership Model, Nested Patterns serve as the “muscle” of leadership—practiced until they become second nature. Just as a musician or an athlete practices and practices so their motions become automatic, leaders who learn these Nested Patterns understand WHAT it means to lead. They are important in good times and essential in challenging ones.
Leaders’ Learning Work
Leaders’ Learning Work is where core processes and practices can be found. It is where we are reminded of the fundamentals of leadership. For one, that leadership is about showing others you’re willing to admit you’ve made a mistake and then showing how you’ve learned from those mistakes. It is also about using everyone’s ideas to design a better way of doing things, and adjusting those systems, when necessary. And it is being able to communicate ideas in a way that everyone can understand. Leaders’ Learning Work is the HOW – it is the brains of the work.
Collective Aspiration, Nested Patterns, and Leaders’ Learning Work each lead us to a Culture of Deep Learning.
Six Phases of Cultivating a Human-Centered Transformational Leadership Model
By documenting progress across the six phases of Cultivating a Human-Centered Transformational Leadership Model, a leader can showcase the transformational journey towards creating a culture of deeper learning and deeper leading, while sustaining positive change within the organization.
Phase 1: Building Awareness and Understanding
- Introduce the concept of human-centered transformational leadership and the difference between reform and transformation.
- Present the model with its dimensions of collective aspiration, nested patterns, and leaders’ learning work.
- Highlight the benefits of creating a culture of deeper leading and deeper learning.
Phase 2: Establishing Collective Aspiration
- Foster a moral focus by emphasizing values and principles.
- Define a compelling purpose that aligns with the organization’s vision and mission.
- Cultivate shared images of success and positive connectedness among team members.
- Demonstrate an ethic of excellence that values the journey and the lessons learned along the way.
Phase 3: Developing Nested Patterns
- Promote high levels of collaboration to encourage diverse perspectives and inclusive decision-making.
- Cultivate shared leadership by empowering team members to contribute their unique skills and knowledge.
- Foster empathy and compassion to enhance understanding and support within the team.
- Encourage courage and creativity to foster innovation and risk-taking
- Cultivate a growth mindset that values continuous learning and development.
Phase 5: Monitoring Progress and Implementation
- Regularly assess and evaluate the organization’s progress toward the desired culture of deep leading and deep learning.
- Address any barriers or challenges that arise and adjust strategies as needed.
- Celebrate milestones and achievements, while also acknowledging the efforts put into the process of reaching those outcomes.
Phase 2: Establishing Collective Aspiration
- Foster a moral focus by emphasizing values and principles.
- Define a compelling purpose that aligns with the organization’s vision and mission.
- Cultivate shared images of success and positive connectedness among team members.
- Demonstrate an ethic of excellence that values the journey and the lessons learned along the way.
Phase 4: Emphasizing Leaders’ Learning Work
- Encourage leaders to serve as lead learners, demonstrating a commitment to personal growth and development.
- Highlight the power of language, including the use of storytelling, metaphor, and scenario framing.
- Facilitate the harvesting of collective wisdom and knowledge within the organization.
- Promote system and design thinking to address complex challenges and drive meaningful change.
Phase 5: Monitoring Progress and Implementation
- Regularly assess and evaluate the organization’s progress toward the desired culture of deep leading and deep learning.
- Address any barriers or challenges that arise and adjust strategies as needed.
- Celebrate milestones and achievements, while also acknowledging the efforts put into the process of reaching those outcomes.
Phase 6: Sustaining a Culture of Deep Leading and Deep Learning
- Provide ongoing support and resources for individuals and teams and embed the principles of the human-centered transformational leadership model into the organization’s policies, practices, and systems.
- Celebrate successes and share stories that illustrate the positive impact of the human- centered transformational leadership model.
Watch the Model in Action
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