Original subtitles

‫The components of LATERA leadership are purpose, process, think and do challenge and engage and feedback.

‫Lateral leadership can be broken down into a five step process to follow based on these five components.

‫Let's take a look at this five step process.

‫Step one is defining the purpose for the team by clarifying the results to be achieved.

‫Step two is to think about the process and the outcomes.

‫Step three is to integrate thinking and doing, to learn.

‫Step forward is to offer everyone a challenging role so as to engage hearts, minds and bodies, and

‫step five is to give clear feedback in a constructive way.

‫Now, let's go a little deeper into these steps.

‫Step one, setting the purpose defined the results.

‫Why are we in this together?

‫What's this project about?

‫See the vision for the team and yourself, then build the strategy with the team.

‫Key attributes here are clarity, realism and involvement.

‫Step to think about the process and the outcomes that are needed.

‫This is called systemized thinking.

‫Rather than react to symptoms, the lateral leader will use the process to act on root causes.

‫The key attributes in this step of lateral leadership are thinking, creativity and logic.

‫Step three learning from the integration of thinking and doing use the resident knowledge that's within

‫the team and the organization.

‫The key attributes here are mentoring and coaching, communication and having a safe environment.

‫This is where anyone can give feedback freely without feeling they'll be penalized or argued with.

‫Instead, for the lateral leader is engaging team members by offering challenging roles that involve

‫hearts, minds and bodies.

‫This means you need to define the roles and assign them according to the skill base at hand.

‫The key attributes here are monitoring each individual's progress and the team's progress overall.

‫Knowing the team and understanding their needs and abilities and confirming the involvement of each

‫team member by being involved yourself in the processes, and finally, step five, being consistent

‫in offering feedback in a constructive way when giving praise or giving advice, because remember,

‫you may not be the person's boss.

‫So be sure to separate appreciation from evaluation.

‫Keep in mind that these key attributes are give often and accurate feedback, reinforce values and goals,

‫and most importantly, be constructive at all times.