A 21st century model for managing and supervising

You might be interested in our pyramid model of management.  Paddi Brown and I developed this model in the 1990's when we were working together to train and develop managers in a variety of industries, and we found that Adair's widely used 3 circle model didn't capture or address what businesses needed and wanted from managers today. 

This pyramid model

• Identifies five areas of focus & action required of people in positions of supervision or management
  
• Identifies the importance of aligning all activities with business sustainability - this means change is a constant in the model
• Assumes a definition of leading = developing. Our belief is that if you are NOT developing (ie changing things that contribute to and develop sustainable business), you're not leading.
  
• Makes explicit the leaders responsibility for self-management and continuing self-development
  
• Provides an underpinning framework for performance planning and review and for identifying and organising competencies training and development of supervisors and management
• Recognises changes in the demands and nature of work in the 21st century

This version of our model also incorporates 3 core ideas from the Leaderful Organisation®, namely 

1. that leaders must recognise and act on the need to share/distribute leadership 
2. that a core function of leaders is to develop leaders; 
3. that to be sustainable is the core consideration of a strategic approach to competitiveness. If you’re not competitive, you go out of business fast; but if your way of competing is unsustainable (because you use human, natural, tangible and intangible resources faster than you can (re)generate them in ways that produce toxins & waste) you will not remain competitive for long.

The model can be used diagnostically, since there are predictable problems that occur when each 'point' or edge of the pyramid is neglected... so over the next couple of days I'll post some of these symptoms.