Learn more about Task, People and Change, as a model of simplicity for:
- Building an inclusive organizational culture;
- Leadership development and building of organizational culture;
- Transformational leadership.
The Task, People ,and Change model of Leadership coined by Gary Yukl has been a central model in both presenter’s innovative work. Bjørn Z. Ekelund has used this model to map individual differences related to cognitive style and communication differences. A psychological assessment was developed more than 25 years ago, naming the three styles Red, Blue and Green. A seminar concept where participants socially construct the meaning of the Red, Blue, and Green evolved. And, this assessment has been used by ½ mill people in more than 75 countries. This concept of Red, Blue, and Green stresses complementarity, equality, positivity, and trust. There are no power differences highlighted.
Oyvind Lund Martinsen has used this Task, People, and Change model as the basis for a 360-degree feedback tool, a concept where leadership is clarified and made distinct from management. It reflects a strategic model where all organizations’ needs to adapt, produce, and benefit from human resources to perform optimally. In his research, he focused on the scientific support for the model, and to investigate leaders’ self-insight. He found low correspondence between leaders’ self-assessment and subordinates assessment, which emphasizes the need to strengthen leaders’ reflection, development, and performance in leadership development.
Both concepts highlight communication between people in different positions, shared understanding through dialogue, and collective reflexivity.
What is the epistemological grounding for this practice? Both measures and concepts evolve inside Norway. Are there cultural qualities that make it challenging to use this communicative practice outside Norway?
