Change Selection
01
Please choose a question
How do we help senior leaders focus on their real work as opposed to responding to high pressure
How do you get anything done when it is not in the interest of some people to be engaged?
How do you manage the disconnect between intentions at the top and what is actually delivered on the ground?
How do you move people’s focus from process to outcomes?
How do you use Sustainability & Transformation Plans and/or Devolution to really change the way we do things?
What moves a senior group from analysis to action on a tricky issue?
PUSH AND PULL INFLUENCING STYLE
Roger Harrison
The push/pull model explores the ways in which leaders exert influence to reach
organisational goals. Influence is exerted through a mixture of two different
styles. It is either forced (pushed), or encouraged (pulled).
Push Method of Leadership
This method is useful in times of urgency. It is a good technique for safe ideas.
The characteristics are are leading through persuasion and assertion. Push
leaders say ‘I want..’
Pull Method of Leadership
This method is best used for ‘dangerous’ ideas. It is time demanding. The
characteristics are leading through encouragement, and through the styles of
bridging and common vision. Pull leaders say ‘we are…’
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