These 3 CONcepts feel very CONtrary to what corporations (and CONtrary to my command & control instincts) typically emphasize/reward/practice when it comes to leadership today, but these ARE essential to innovation leadership…these practices are free & they doesn’t require additional meetings & they can be incorporated to existing rhythms…it mainly just emphasizes treating each other like human beings first before we jump to unintentionally treating each other like corporate machines for the sake of accomplishment & efficiency….which in the case of transformation & innovation can be counter productive to overlook the social/EQ impact of old paradigms like the fear of failure/inertia that affect their engagement, motivation, and relationship to the innovation.

The 3 “Cons” of Innovation Leadership:

1) CONtext – leaders set context – its a leader’s #1 job to set context = setting context for how we want others to interpret what is happening – if we dont set the context, someone or something else is doing it
2) CONvene– leaders orchestrate how we convene – how we meet – structuring how we gather – every meeting and every experience to help set example of the culture we want – the kind of convening that helps to build more openness, relatedness/sense of community – leaders choose this..
3) CONversation – leaders help shape a shared language & practice generative conversations -communication is leadership – transformation is first & foremost a linguistic endeavor driven by changing the conversation

…I refer myself to Peter Block’s work for more context…
http://peterblock.com