1 Competing Values Model Content based on the work of Robert E. Quinn (1988), in Beyond Rational Management: Mastering the Paradoxes and Competing Demands of High Performance. Presentation materials drawn from work by Pamela Johnson, PhD. & Shelly Drogin, PhD, Leadership Institute of Seattle.

2 Paradoxes of Organizing & Leading Need for predictability, order, reliability But also for adaptability and change. Need for focus on task, productivity, goal achievement But also for social system maintenance. Need for stability/continuity But also adaptability and discretion. Need internal focus and integration But also external focus and differentiation.

3 Janusian Thinking and Mastery Early on, contradictions lead to confusion and uncertainty. Further on, contradictions lead to rational tradeoffs. Eventually, one develops multiple frames to apply to complex situations. One increases one’s tolerance for ambiguity and engagement of contradiction. That is the essence of “Janusian” thinking – the world of “Both/And” rather than “Either/Or” Janus: The god of gates and doors, beginnings and endings.

4 Paradoxes of Organizing & Leading Need internal focus and integration And also external focus and differentiation. Need for stability/continuity And also adaptability and discretion. Need for focus on task, productivity, goal achievement And also for social system maintenance. Need for predictability, order, reliability And also for adaptability and change.

5 Competing Values Towards Flexibility and Discretion Towards Stability and Control Towards External Focus and Differentiation Towards Internal Focus and Integration

6 Valuing Adhocracy Towards Flexibility and Discretion Towards Stability and Control Towards External Focus and Differentiation Towards Internal Focus and Integration Managing Innovation Managing the Future Managing Continuous Improvement

7 Valuing Hierarchy Towards Flexibility and Discretion Towards Stability and Control Towards External Focus and Differentiation Towards Internal Focus and Integration Managing Acculturation Managing the Control System Managing Coordination

8 Hierarchy and Adhocracy Values Towards Flexibility and Discretion Towards Stability and Control Towards External Focus and Differentiation Towards Internal Focus and Integration Values adaptability, innovation, creativity, responsiveness to external threats & opportunities Values growth, resource acquisition, external support Values information management, communication, policies & procedures Values stability, continuity, consistency, efficiency, standardization, smooth flowing production

9 Market Values Towards Flexibility and Discretion Towards Stability and Control Towards External Focus and Differentiation Towards Internal Focus and Integration Managing Competitiveness Energizing Employees Managing Customer Focus

10 Clan Values Towards Flexibility and Discretion Towards Stability and Control Towards External Focus and Differentiation Towards Internal Focus and Integration Managing Teams Managing Interpersonal Relationships Managing Development of Others

11 Clan and Market Values Towards Flexibility and Discretion Towards Stability and Control Towards External Focus and Differentiation Towards Internal Focus and Integration Value Productivity, Efficiency, Profit/Impact, Accomplishment Value Planning, Goal-Setting, Decisiveness, Control through measurable results Value Human Relations Development Value Teamwork, Cohesion, Morale, Participation

12 Organizational Effectiveness Adhocracy MarketHierarchy Clan Innovation & New Ideas → New Markets & Customers → Effectiveness Effectiveness = new products, creative solutions, cutting-edge ideas, growth in new markets Competition → Productivity → Effectiveness Effectiveness = achieving goals, beating competition, increasing market share, financial return Participation → Empowerment & Commitment → Effectiveness Effectiveness = employee morale & satisfaction, HR development Control → Efficiency → Effectiveness Effectiveness = efficiency, smooth- functioning, predictability

13 Management Skills Adhocracy Market Hierarchy Clan Managing Innovation Managing the Future Managing Continuous Improvement Managing Competitiveness Energizing Employees Managing Customer Focus Managing Acculturation Managing the Control System Managing Coordination Managing Teams Managing Interpersonal Relationships Managing Development of Others

14 Self-Organize Go to the corner where you see yourself drawn most often Where do you find yourself relative to your peers? How does looking at your management values help frame how you look at your own strengths and weaknesses? How do your own management values frame how you look at your manager?

15 Leadership Styles And Values More Open/Responsive More Structured/Formal More Inventive, Risk-taking More Conservative, Cautious More Cooperative, Team-oriented More Dynamic, Competitive More Concerned, Supportive More Directive, Goal-oriented Innovator Visionary Coordinator Monitor Producer Director Mentor Facilitator

16 Style of Leadership: Adhocracy Innovator: Very clever and creative. This person envisions change. Influence is based on anticipation of a better future and generating hope in others. Innovation and adaptation are actively pursued. Visionary: Future oriented in thinking. Focuses on where the organization is going and emphasizes possibilities and probabilities. Strategic direction and continuous improvement of current activities is the hallmark of this style.

17 Style of Leadership: Hierarchy Monitor: Technically expert and well informed. Keeps track of all details and contributes expertise. Influence is based on information control. Tracks compliance with rules, policies, procedures; oriented to documentation, technical analysis and logical problem solving. Coordinator: Maintains structure and control of the work. Influence is based on managing schedules, giving assignments, physical layout, liaising between groups or functions. Stability and control are actively pursued.

18 Style of Leadership: Market Producer: Very task-oriented and work-focused. This person gets things done through hard-work. Encourages employees to accept responsibility and complete assignments. Influence is based on intensity and rational arguments around accomplishing things. Productivity is pursued. Director: Highly decisive. Actively pursues goals, targets, measurable results. Influence through planning, goal setting, results- orientation. Energized by competitive situations with focus on external competitors and marketplace position.

19 Market Style: Clan Facilitator: Oriented to people and process. Manages conflict and seeks consensus. Builds cohesion and teamwork. Influence based on involving people in decision making and problem solving. Participation and openness are actively pursued. Mentor: Caring and empathetic – listens, supports legitimate requests, conveys appreciation. Provides feedback, helps with personal and professional development of human resources. Influence is based on mutual respect and trust. Morale and commitment are actively pursued.

20 Self-Assessment Fill out the Competing Values questionnaire. Enter your answers on the charts. Does the diagram match your personal belief about how you see yourself? (e.g.: do you find it credible, accurate, or valuable?) Solicit feedback from your peers. What does it mean if their views of your leadership style diverge? What does it mean if their views of your leadership style converge? ?

21 The Positive and Negative Zones Direction, Goal Clarity, Planning Productivity, Accomplish- ment, Impact Negative Zone Unclear Values Counteractive Values Stability, Control, Continuity Information Management, Documentation External Sup- port, Resource Acquisition, Growth Innovation, Adaptation, Change Participation, Openness, Discussion Commitment, Morale, Human Development Habitual Perpetuation, Ironbound Tradition Procedural Sterility, Trivial Rigor Inappropriate Participation, Unproductive Discussion Extreme Permissiveness, Uncontrolled Individualism The Frozen Bureaucracy Apathy Indifference Belligerence Hostility The Irresponsible Country Club Premature Responsiveness, Disastrous Experimentation Political Expediency, Unprincipled Opportunism Perpetual Exertion, Human Exhaustion Undiscerning Regulation, Blind Dogma The Oppressive Sweat Shop The Tumultuous Anarchy Rigidity Chaos