ADAPTIVE LEADERSHIP:

MOBILIZING FOR CHANGE

Module 1 Purpose and Possibility

In partnership with

4 HOURS

WELCOME TO
+ACUMEN COURSES!
We created +Acumen to give people a meaningful way to add Acumen to
their lives and our online courses are a new way to do just that.
We want to share what Acumen is learning in the fieldour knowledge and
insights, and perhaps more importantly, the values and principles underpinning
our approach with more people around the world. Were focused on changing
the way the world tackles poverty and building a world based on dignity but we
understand we cant do this alone. It will take all of us.
With 8+ years of experience running our flagship Acumen Global Fellows
Program (http://acumen.org/leaders/global-fellows/), we see an opportunity to
use online tools to scale the impact of our traditional leadership development
programs so that even more emerging leaders can gain the skills and networks
they need to improve the lives of people around the world. And even if youre
not focused on poverty alleviation, we think the skills and tools covered in our
courses are valuable to emerging leaders in any sector looking to drive change.
Youre joining a community with tens of thousands of individuals from 170+
countries who have already participated in a +Acumen course. We want you to
take what you learn at +Acumen and apply it in your own way. Innovation could
come from anyone, and we believe that the world truly needs you to lead.
This is your invitation.

ABOUT ADAPTIVE LEADERSHIP

Adaptive Leadership is a practical leadership framework developed by Ron
Heifetz and Marty Linsky at the Harvard Kennedy School. Adaptive Leadership
is designed to help individuals and organizations through consequential
change in times of uncertainty when there are no clear answers. It is based on
a view that leadership is an activity, not a person, and that leadership can be
exercised by anyone, whatever their role inside or outside of the organization.
At Acumen we believe that Adaptive Leadership is a critical skill. Changing the
way the world tackles poverty is an adaptive challenge.
We are thrilled to be working with Cambridge Leadership
Associates (CLA) to offer this free introductory course.
The world needs you to lead. This is your invitation.

WELCOME TO +ACUMEN COURSES

Course Learning Objectives

As part of the course, you will bring a current challenge you are up against. Presumably, you will describe something from
your work life, but it could also be from your personal, civic or community life. You will work to make progress by:
Discovering a sense of your own leadership capacity and building more effective skills for impacting change
Understanding the differences between the technical and adaptive elements of your challenge
Defining your key stakeholders and how to mobilize them to address the challenge
Learning a structured approach to gain constructive feedback from a peer group
Practicing a Courageous Conversations in preparation for addressing your challenge

Course Overview Journey

Kind of Work
Purpose & Possibility
(Module 1)

Problem &
Solution Definition
Identify the Challenge
(Module 2)

This Course is for You

You will get as much out of this course as you put in. We have
asked you to bring a challenge to this course so you can learn the
tools of Adaptive Leadership by actively applying them to your
everyday reality. Because this is an introductory level course we
will not be able to cover all the concepts of Adaptive Leadership.
But we hope that the tools we share will help you to make some
progress on your challenge.
Discussion Groups
This course is designed as a peer-learning experience. In order to
make this work, we recommend a group of at least 2 and no more
than 6 people. You can read through this curriculum by yourself
but the real learning happens through discussions with your group.
We recommend forming in-person groups coworkers, friends or
others taking the course in your city. If you have a good internet
connection, a virtual group could also work.

Locus of Work
Map your Stakeholders
(Module 3)

Type of Work
Practice a Courageous
Conversation
(Module 4)

The discussion leader will also organize your group to bring

required supplies for each module. You should coordinate with
your group to schedule who will be the discussion leader for each
module at the start of the course.
We understand that some people are stronger facilitators
than others but we believe facilitation skills are an important
component of any effective leaders tool box; therefore, we like to
give everyone practice facilitating at least one group discussion.
If youre new to facilitating check out the tips for good facilitation
weve put together on pages 6 and 7. If youre one of those people
with great facilitation skills then let them shine and support your
group members who may be newer to this by providing tips and
constructive feedback when its their turn.
Time
Youll need about one to two hours of prep work for each module to
prepare for your group discussion. Each group activity (including
discussions) is scheduled to take about two hours.

Structure
Course content will be delivered over the internet. Once the course
starts, you will have access to pre-readings/videos to watch/
activities for all modules. Please download the materials and go
through the preparation activities before meeting (either in person
or virtually) with your discussion group. Each group is expected
to meet (in person or virtually) once per module to discuss/debate
the pre-work/watch a video/ participate in an activity together
depending on the module.
Discussion Leader
For each module, a different member of your group will serve
as the discussion leader. This person will be responsible for
reviewing the readings/videos and the discussion guide thoroughly
before the group meeting so that they can lead the discussion and
activities.

Calendar
You should plot your group meeting on a calendar with your group.
Can everyone commit to attend all of the sessions? If not, mark
dates that members might miss and plan accordingly or reschedule
Ahas
At Acumen, we have a practice of sharing Ahas on a regular
basis. It is a way to reflect on an experience and to gain more
insight into the world and yourself. An aha moment is a moment
of clarity, a moment that touched you, challenged you, or possibly
even changed you. They can be big or small moments, funny or
sad, surprising and inspiring. Each one is unique, personal, and we
think, worth saying out loud. Youll be asked to participate in this
practice of sharing ahas at the end of each group discussion and we
encourage you to share these with the greater global group on the
course Google+ community.

WELCOME TO +ACUMEN COURSES

Participate in the Google+ Community

We created a Google+ community to help you see what other groups are doing with
the course and share what youve been up to too. Use this community to continue your
discussions online and explore the perspectives of your course mates from around the
world. Depending on your familiarity with Google+ we've outlined how you can sign
up to participate.

If you do not have a Google+ or Gmail account

1. Go to https://www.google.com/
2. Find the red box that says sign up at the top right
corner.
3. Fill in the required information and register for a
Google account.
4. Once you are logged into your Google account, click on
+(your name) that appears at the top left corner of
your screen. For example if your first name is Jessica, it
will appear as +Jessica.
5. Once you have reached your Google+ profile page,
you can either upload your picture by clicking Snap
a photo/upload an image or simply move on by
clicking on the blue box that says Finish.
Now that you have an account/already had a
Google+ account
1a. Click here and Ask to join the Adaptive Leadership
community. The full URL for the community is
http://bit.ly/AdaptiveLdrshipCommunity.
1b. Or Look for a button that says Home at the top left of
your Google+ profile page. Scroll down the menu until
you reach Communities in green. Click on it. Within
the box that says Search for communities, type in
Adaptive Leadership. Click on the button that says
Ask to join this community.
2. Wait for an email confirming you've been accepted
into the Google+ Community.

Take a few minutes to orientate yourself to the

Google+ community
1. When joining the Adaptive Leadership Community,
you must read the About this community section on
the community home page. Please be sure to also read
A word from our legal team. We know the legal stuff
isn't exciting, but it's important.
2. IMPORTANT: Since this is a private community, the
default notification setting is ON. If you don't want
to receive an e-mail every time someone posts to this
community. Click the Notifications bell OFF.
3. Browse the various sections of the Google+ community
under All posts. You can view comments posted by
previous course participants as well.
Some categories that you might find useful include
Tips for Google+ Community
Questions: for the community
Questions: for +Acumen
Find a group
Optional
We have established a Google map to visualize who is
taking this course around the world. The link to the
Google Map of course participants (http://bit.ly/AdaptiveMap) and guidelines for how to participate in this dynamic
map is posted under the category Map Who is taking this
course? from the Google+ community page.

WELCOME TO +ACUMEN COURSES

Tips for effective facilitation

Provide a safe space for the group to share At times
the group discussions may become difficult. People
may share experiences that are particularly painful or
scary. Acknowledge at the beginning of each meeting
that this is meant to be as open a conversation as
possible. It is also wise to ask everyone to verbally
affirm what is said in the space stays in the space.
Open with a Check In The Check In is the initial
phase of a meeting and is really independent of
the module content. The purpose of this is to bring
everyones focus into the room and establish the
discussion boundaries, so that right from the start you
can be clear on how everyone is feeling that day and
what to expect from each other.
One technique is to go around the group and ask
everyone to rate on a scale of 0-100% how present they
feel. Are they only 75% present because they had a bad
day at work and are still mulling over what their boss
said? Or are they 100% present because theyve been
looking forward to this discussion all day.
Encourage storytelling people love stories and they
are far more likely to remember information they hear
in a story than as a recitation of facts. Encourage your
group mates to share their stories, and share your
own. Opening up and a willingness to be vulnerable
will often create a greater willingness in your group
mates to reciprocate and share their own stories. It
builds an atmosphere of mutual trust.

Allow each participant to come up with the answer

themselves These discussions are not intended to
feature a lecture. Instead, your goal as the facilitator
is to help participants and yourself to find your own
voice within the discussion. You dont need to provide
the solutions. Everyone in your group has access to
wisdom and can help teach each other as well as teach
you. A good facilitator helps find those with the seeds
of wisdom in the room and allows them to grow. The
key is not to judge, not to impose your own opinions
and not to dominate the conversation.
Improvise Facilitation is not about following the
script. While we provide a series of topics, questions,
and activities, let the conversation guide the group.
Feel free to add your own questions or explore
ancillary topics and lines of discussion. You all have
your own experiences, knowledge, and wisdom that
will enhance these discussions. Use these topics as a
starting point, and make the conversation your own.
Dealing with difficult group dynamics There will
be times when you will be faced with challenging
situations, either from individuals or from the group.
If you can learn to embrace these situations, and
work with them, they can be powerful experiences for
learning and growth. The following, taken from The
Facilitators Guide to Participatory Decision Making
by Same Kaner, gives some typical challenges, with
suggestions for how to deal with these.

WELCOME TO +ACUMEN COURSES

Problem

Common Mistake

Effective Response

Highly vocal member

dominates discussion

Trying to control this person excuse me XXX do

you mind if I let someone else take a turn?

If one person is overparticipating everyone else

is under-participating, so focus your efforts on
the under-participators and encourage them to
participate more. Ask: How do the rest of you feel
about this? or break into smaller groups.

Fooling around in the

midst of a discussion

Trying to organize by saying ok, everyone,

lets get refocused.

Aim for a break as soon as possible. People become

undisciplined when they are overloaded or worn
out. After a break it will be easier to re-focus.

Low participation by
entire group

Low participation can create the impression

that a lot is getting done quickly, so the facilitator
assumes that things are going well and does
nothing.

Change from large group open-discussion to

something else, like idea listing, or working in
smaller groups.

Two people constantly

having a personal battle

Focusing on two individuals and trying to

resolve conflict. A lot of time can be wasted
trying to resolve conflict between two people
who have no intention of agreeing.

Reach out to other members and ask who else has

an opinion on this? or lets step back a bit are
there any other issues that need to be addressed.
Remember dont focus on the dominant
minority, but on the passive majority.

One or two silent members

in a group whose other
members participate actively

XXX, you havent said anything yet. Whats your

view? Can make the person feel put on the spot
and so retreat further into silence.

Break into small groups, to allow the quieter

members a greater chance of speaking up.

Minimal participation by
members who dont feel
involved/interested in the
particular topic

Ignore it, and act as though silence means consent.

Be thankful that they are not making trouble.

Look for an opportunity to have a discussion

on Whats important to me about this topic?
Have people break into small groups to discuss.
This gives everyone a chance to consider their
own stake in the outcome of the discussion.

Quibbling about trivial

issues/ procedures

Lecture them about wasting time.

Have the group step back from the content and

talk about the process ask them what is really
going on here?

Someone becomes strident

and repetitive

At lunch, talk behind the persons back.

Confront the person during the break,
and then be surprised when you see their
anxiety go through the roof when you resume.

People repeat themselves because they dont feel

heard. Summarize the persons point of view until
s/he feels understood. Encourage participants to
state the views of the group members whose views
are different from their own. People just want to
feel heard, not necessarily that everyone must
agree with them.

WELCOME TO
ADAPTIVE LEADERSHIP:
Mobilizing for change

This document contains all the materials you will need for this module:

PREP

EXERCISES

Do this on your own before

meeting with your group

Do this with your discussion

group

Estimated time: 1.52 hours

depending on your reading speed

Estimated time: 1.52 hours

depending on your group size

Pages: 912

Pages: 1317

Objectives:
Get an overview of Adaptive Leadership
Articulate your purpose and motivations for taking this course
Begin to define a challenge that you will use during the course
Become familiar with the course format and get to know your group

ADAPTIVE LEADERSHIP Module 1

PREP

1.52 HOURS

Context

Read and Reflect (1 hour)

Adaptive Leadership is the practice of mobilizing people to

tackle tough challenges and thrive. At Acumen, we believe
that Adaptive Leadership is a critical skill needed to change
the way the world tackles poverty. We are excited to be
partnering with Cambridge Leadership Associates (CLA)
to offer this introductory course. This is a practical course
where we will introduce you to some of the core tools of
Adaptive Leadership by having you apply them to make
progress on a leadership challenge you are facing.

Read: The Theory Behind the Practice Chapter 2 in The

Practice of Adaptive Leadership. (http://bit.ly/ch2ALdrship)

We will learn together by

Applying the ideas to a real challenge
Using each other as resources to collectively
problem solve

This is a long piece (37 pages) and an important introduction

to the concepts of Adaptive Leadership. We recommend that
you read the whole document and if you are short on time,
focus on the highlighted sections.
As you read, think about:
What are some of the most adaptive organizations,
communities or people you have seen or read about?
In your view, what makes them adaptive?
What types of resistance to change have you seen in
yourself or in others? Why do you think that people
want to maintain the status quo?
Think of when you experienced a change initiative
in your past. What pain, distress or conflict did you
witness or experience during the change process?
Do you have a high or low limit of tolerance? How do
you know when you have reached your limit? What
work avoidance techniques or patterns have you seen
within your organization?

ADAPTIVE LEADERSHIP Module 1

Prepare your leadership challenge (1 hour)

As part of this course, you will need to identify a leadership challenge to work on. The course content
will be most useful if the challenge you identify is adaptive in nature. If three or more of the Adaptive
Flags below apply to your challenge, you are on the right track.

10 Adaptive Flags
1. No Known SolutionThere is a gap between the current reality and aspiration that
you dont have the skills or knowledge to close.
2. People Would Rather Avoid the IssueBalancing two ideas is not possible;
therefore, working on the challenge creates tension and conflict.
3. Reason and Logic Alone Wont Get You ThereThere are competing values at play
or there is a gap between what people say and what they do. For example: Is there an
issue that you/your team/your organization continually talks about but cant solve?
4. Recurring ProblemChallenge reappears after fix is applied. For example: Have you
tried to fix a problem the same way multiple times but it keeps coming back?
5. Emotional ResponseWorking on this challenge makes people feel uncomfortable;
they experience an emotional response such as a feeling in their gut or a knot in a
muscle. For example: When does an emotional reaction shut down an issue?
6. Failure to Resolve Competing PrioritiesYou are being asked to do more with less
instead of making tough trade offs.
7. Moving Forward Feels RiskyMaking progress on this challenge means putting
your reputation, relationship, and job at risk.
8. CasualtiesIn order to move forward, some people may be left behind.
9. People Must Work Across BoundariesNo one person or group can fix the
problem alone.
10. Progress Is Not LinearNo direct path to get to a better outcome;
trial and error is necessary.

10

ADAPTIVE LEADERSHIP Module 1

Describe your challenge

Briefly describe a problem where there is a gap between your aspiration and the current reality.
A current challenge is ideal, but one from the past can be used as long as unresolved issues remain.
Presumably you will describe something from your work life, but it could be from your personal,
civic or community life as well. This exercise will be most useful to you if you choose the challenge
that is most pressing to you, something getting in the way of you realizing your purpose.

Tell us whats been done to address this challenge to date

What actions have you already taken to address this challenge?

What are the perspectives of other stakeholders involved in this issue?

What could they potentially gain or lose if progress is made?

Why is this challenge important to you?

What benefits would it bring to you and/or your organization or community if progress was made?

11

ADAPTIVE LEADERSHIP Module 1

12

To help you with your leadership challenge, we have shared a few examples from Acumen
Context: About Acumen
Acumen is a non-profit organization that raises charitable donations to invest in companies,
leaders, and ideas that are changing the way the world tackles poverty. Since inception in 2001,
Acumen has invested $88 million in 82 enterprises that provide access to water, health, energy,
housing, agricultural, and education services to over 125 million low-income customers in India,
Pakistan, East Africa, West Africa, and most recently, Latin America. These enterprises have created
over 60,000 jobs.
Examples of Leadership Challenges at Acumen
A Fellow in the field
I am part of the Acumen Global
Fellows Program working for the
next 9-months at a social enterprise
they have invested in. The company
is struggling with sales of their
product that could potentially
improve the health of thousands of
low income customers in the city. I
have been tasked with developing
and implementing a new marketing
strategy for the company. After
months of work, I have identified
several critical areas for improvement.
However, I am struggling to get the
staff on board with the changes that
need to be made, e.g. improving the
cleanliness of the stores, maintaining
a punctual and consistent delivery
schedule, and bringing on more
women to the sales team. The staff
are reluctant to take these ideas on
board or have done a half-hearted job
implementing them. Meanwhile the
CEO says he supports the changes, but
he has done very little to help enforce
them. I am running out of time, what
should I do?

Brand new
I am a Communications Associate at
Acumen. The organization recently
re-branded. This meant new fonts,
logos and format for all Powerpoint
presentations. We have invested in
developing an easy to use Powerpoint
template for all staff. I have also
invested in training the team on best
practices for creating presentations.
However, I keep seeing presentations
that break all the new branding rules
and often look unsightly. If I catch
them, I can help to clean them up
even if it creates more work for me. If
I dont catch them, I worry about how
the organization is being perceived
externally. What should I do?

New Tricks
I am a CEO at a social enterprise that
serves the poor in East Africa. We
have been in operation for a number of
years and won several awards for our
work. The company has been thriving.
But if I look ahead, I worry that our
growth trajectory is unsustainable.
I believe that we need to change the
way we do our sales if we are to stay
on track. This seems risky to many
people at the organization because the
old strategy worked so well. Because
of the companys growth, everyone on
the team is incredibly busy and I am
unsure if the team has the bandwidth
to try something new. I also worry that
our customers will also need to get
used to a new way of doing business,
even though it will be better for them
in the long run. Whats worse is that
the new strategy may fail! What should
I do?

ADAPTIVE LEADERSHIP Module 1

13

1.52 HOURS

EXERCISES

Discussion leader, please

welcome everyone to the
very first group discussion
and guide the group through
the following activity and
discussion questions.
Appoint one of your group
mates to be time keeper for
this session.

Agenda

Introductions: Purpose Posters

20 30 minutes depending on the size of your group

Course Logistics
10 minutes

Group Discussion
3045 minutes depending on the size of your group

Ahas
10 minutes

Preparing for Module 2

5 minutes

Materials
A printed or electronic copy of this Discussion Guide
Enough sheets of white paper for your group member
Black/colored markers/pens/pencils (enough for your group)
Tape (optional)
Something to keep time with

ADAPTIVE LEADERSHIP Module 1

14

INTRODUCTIONS: PURPOSE POSTERS

2030 minutes depending on the size of your group

Welcome to your first group meeting! In order for you to break the ice and get to know each other,
you are each going to make a Purpose Poster.

Q: What is a Purpose Poster?

A: A poster that captures your purpose for taking this course.

The importance of purpose

Making progress on an adaptive challenge requires moving
off of the status quo, changing behaviors, practices and
the way people live their lives. All of these are changes,
regardless of how large or small, whether perceived or
real. Change itself is not what people resist: No one gives
back a winning lottery ticket, and people get married and
have children voluntarily (and usually enthusiastically),
even though we know these actions will all generate great
change. People resist loss or the threat of loss. Loss comes
in many typeslife, wealth, status, relevance, community,
loyalty, identity, competence. Adaptive leadership involves
the distribution of loss or potential loss of moving off
the status quo, the only reason to address an adaptive
challenge is when something important is at stake. The
only reason to have a difficult conversation or to stick your
neck out is on behalf of some purpose. Doing Adaptive
work means being a greater steward of your purpose in
creating value for your organization, your community and
those around you, and, most importantly, for yourself.
Take a moment to think about your purpose for
participating in this course.
How does it connect to the challenge you are trying
to address in this course?
How does it connect more broadly to the work that
you do?
What values lie behind your life and work?
How do you remind yourself of your purpose and
your values?

Note: The last time we offered this course, some students

stated their purpose as to become a better leader. We
encourage you to push a little deeper and explore why you
want to become a better leader. What are you hoping to
change and accomplish? And why is that important to you?
If you are struggling to articulate your purpose for
taking this course, it is sometimes useful to apply the
5 Whys (http://en.wikipedia.org/wiki/5_Whys) technique.
Next grab a piece of paper and a few markers
Design a poster that articulates your PURPOSE
on one page.
Add illustrations around it that capture your values,
your motivations and things that help you to keep
on going.
Have fun and get creative!
But do take this seriously. This will be your touchstone
for the course. Something that you can keep coming
back to, to remind yourself of why its worthwhile
trying to lead through tough challenges.
You have 15 minutes to design your Purpose Poster.
Time keepers please set a timer or watch the clock.
Ready? Get set. Go!
Next take 5 minutes to share your Purpose Poster with your
group. Once again, time keepers please set a timer or
watch the clock.

ADAPTIVE LEADERSHIP Module 1

15

COURSE LOGISTICS
10 minutes

The discussion leader should guide this discussion. This

course has a group-guided learning structure and will
be most successful if you follow as closely as possible to
the guidelines below. Discuss each of these guidelines
and determine if there will be any problems and map out
potential solutions.
Time
Youll have about one to two hours of work for each module
to prepare for your group discussion. In addition, each group
discussion is scheduled to take about two hours.
Discussion Leader
For each modules group discussion, a new member of your
group will serve as the discussion leader. This person
will be responsible for reviewing the materials thoroughly
before the group meeting so that they can lead the group
discussion and activities. The discussion leader will also
organize your group to bring required supplies. You should
coordinate with your group to schedule who will be the
discussion leader for each module at the start of the course.
Set Group Norms
We recommend that your group takes a moment to set a few
rules or norms for how you would like the group meetings
to function. One way to start is with a pen, a piece of paper
and a group brainstorm. Here are some questions to get you
going:

How we ensure that an environment of mutual trust

and respect is created?
How should feedback (both positive and negative) be
communicated so that each individual and the group
get the most out of it?
Are there other rules that you can think of which will
make the group meetings run more smoothly?
Sharing
Weve created a Google+ Community where youll be asked
to post updates from your group meeting and learn what
other groups around the world are discussing and doing.
Discuss in your group how you want to use the Community.
Pick a Group Name
Your group should select a name. Have fun with the name
and choose something that is distinctive and represents
your group. You may use this group name to post updates to
the Google+ community.

ADAPTIVE LEADERSHIP Module 1

16

GROUP DISCUSSION
3045 minutes

In your group, take turns to present the challenge you came

up with in the prep work for this module. We are using a
peer consulting format that involves 3 steps: Presentation,
Data Gathering and Diagnostic Brainstorming.
We suggest taking 15 minutes for each peer consulting
session. If your group is large, you may want to break up
into smaller groups, so that you do not run over time.
In each peer consulting group, one person should keep time
and a second person should take notes while the group is
doing the diagnostic brainstorm so that the presenter can
take them away later.
Case Presentation3 minutes
Goal for Case PresenterTo present an adaptive challenge that
you face:

Who are the major players? What are their formal

relationships? Informal alliances?
Where is the senior authority on the issue?
What has the Presenter done so far to work the
problem? What has the Presenter decided not to do?
What would success look like to the Presenter?
Diagnostic Brainstorming5 minutes
Goal for GroupTo interpret what is happening, offer
alternative interpretations, and illuminate new ways to
understand the case.
Goal for Case PresenterListen to the groups ideas with an
open mind. Try to refrain from interjecting.

What is the adaptive challenge?

What are the Case Presenters stakes? What challenges

face the Presenter related to loss, competence,
and loyalty?

Who are the major players? What are their conflicting

perspectives and interests?

What issues or values does the Presenter represent

to in the case?

What action have you taken or are thinking about

taking in reference to the challenge?

What are the underlying or hidden issues?

What are the value choices each has to make?

What are your real stakes and interests?

How does the situation look to the other players?

What is the story they are telling themselves?

Are there any hidden issues?

Goal for GroupListen. Hold any clarifying questions you
might have for the next section.
Data Gathering7 minutes
Goal for GroupTo understand the adaptive challenge and
the complexities surrounding it and to gather information
to help you conduct Diagnostic Brainstorming in the
next phase.
This is an opportunity for the Group to ask the Presenter
clarifying questions. Hold your suggestions/interpretations
for the Diagnostic Brainstorm section.

What options are off the table for the Presenter

and why?
What has the Presenter contributed to the problem?
What is her/his piece of the mess?
What possible interpretations has the Presenter
been understandably unwilling to consider?
What would success look like to the players other
than the Presenter?

ADAPTIVE LEADERSHIP Module 1

AHAS
10 minutes

At Acumen, we have a practice of sharing ahas on a regular basis. It is a way to reflect on

an experience and to gain more insight into the world and yourself. Take 12 minutes to
think and write down your aha: a key takeaway, a new perspective, a memorable comment
or question, or a parting thought from this module. Then share your aha with the group. If
you are struggling to come up with an aha, heres a question to help you: If you were to tell
your friend about this experience tomorrow, what would you tell them?

PREPARING FOR MODULE 2

10 minutes

1. Report your participation

In order to be eligible for a Statement of Accomplishment at the end of the course,
you must individually report your participation for each module. Please complete your
Module 1 report (http://bit.ly/1A9IFcV). (This will take you 510 minutes.)
2. Choose your discussion leader for the next group meeting
3. Confirm the time and location for next group meeting
4. Dont forget to

Join the Google+ Community if you havent done so already

(http://bit.ly/AdaptiveLdrshipCommunity)
Individuals
On the Google+ Community under the discussion category Module 1 upload your:
Purpose Poster
Any ahas you would like to share and/or any photos from your meeting
Feel free to share your group name, group norms, and if you are comfortable sharing,
go ahead and upload your challenge descriptions

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