LILA ~ Learning Innovations Laboratory at the Harvard Graduate School of Education

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  1. Daniel Wilson

    Insights from Interactions: How do teams manage complexity? with Mary Waller

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    Mary has studied what makes teams effective in a variety of dynamic contexts, such as flight crews, nuclear power plant engineers, hospital trauma teams, fire-fighting teams and emergency crisis teams. In her studies of interaction patterns she has identified some key lessons for leaders to keep in mind:   Setting the tone: interaction patterns emerge quickly and solidify.  Initial patterns of interactions influence the subsequent effectiveness during dynamism.  Teams that had reciprocal, balanced and consistent interaction patterns performed better in highly adaptive situations. In the thick of it: when teams face ambiguity, uncertainty, and incomplete data effective teams accept ambiguity...
  2. Daniel Wilson

    “Three keys to leading emergent organizing” by Jim Hazy

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    Too often we feel that we are in control at a fine grain and local level, but too often in emergent contexts emergence it unfolding at a coarse grain and macro level in which we cannot control.  Traditional leadership still may still apply but the context matters more. An important first move is fine-grained to empathize with followers: what are their needs? A theory is that, as humans develop we move from dependence, independence, to inter-dependence.  Different leadership frameworks speak to these developmental needs.  For example, charismatic leadership speaks to dependence needs.  Transformational leadership speaks to independence needs, to support...
  3. Marga Biller

    Authority or Community ? Two models of leadership emergence.

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    Ned Wellman, Assistant Professor at Arizona State University will share his research on the role of cognitive relational models in leadership emergence. Although emergent leadership is an essential tool for organizations seeking to meet the demands of challenging, dynamic environments, facilitating such leadership poses real challenges. He will explain why and how organizations might leverage relational models to encourage desired patterns of leadership. I

Harvard Graduate School of Education