Dusya Vera, from the University of Houston, shared her research on what leaders do to support organizational learning.  She began by offering an overview of an org learning framework that she and Mary Crossan developed to represent the various levels of “stocks” and “flows” that support learning.  For example, there are individual stocks of competence, capability, and motivations.  There are group learning stocks such as the group dynamics that support the development of shared understanding.  And there are organizational stocks such as the alignment between nonhuman storehouses of learning and systems that support learning as a competitive advantage.  In addition...

Dusya began sharing some new research that is trying to answer three questions: which barriers to learning reside in leaders? They drew on two models of leadership: transcendent leadership model (which is the intersection of self, other, and organization leadership). This is more of an umbrella label for other theories of leadership that have been established. Like other work she does, this is a multilevel approach and it highlights the leadership of the self.

Joe Raelin, from Northeastern, shared his thinking about the need for shifting our thinking away from leadership as what a single person does to leaderful practice.  The roots of the word don’t help us, he reminds us: it comes from an anglo saxon word that means to step in front of.   Years ago he was struck by how popular the notion of leaderless groups, which seemed odd.  Because there was lots of leadership in these groups.  So he became interested in the notion of leaderful groups. What he notes is an interesting shift from conventional to leaderful leadership.  A shift...