Test Your Feel For...

The Imaginist Approach

Works best when:

Dealing with the totally unknown. So commonly used for most of the important decisions in personal life:
► choosing a spouse
► embarking on a career
► having children (or not)

Drive for action:

Desire for personal growth and group development via personal creativity.

● The issue is inherently personal, touching on strong or deep feelings e.g. staff development, promotion.

● Any issue where the issue's objectives and even its existence are unclear, and a completely new view of it is needed, &/or where maximum creativity and commitment is required.

Involvement of others:

All relevant individuals must allow themselves to enter deeply into the issue so as to be able genuinely to commit themselves, based on their feelings.

Use of special methods: Many individuals fear their own emotions and perceive danger from loss of control. So methods such as role play, T-groups, sensitivity training, and brain-storming have been developed to handle dysfunctional intra-personal and group dynamics.

Unique strengths:

● Personal growth is intrinsic.
● Action feels authentic and attuned to what is needed.
● Decision seems both right and good.

Intrinsic dangers:

● Dogmatism.
● Messianism.
● Inability to tolerate and use the more impersonal methods.
● Too much self-awareness is required of the individuals involved.
● Blows up if the culture is antipathetic.

Less appropriate if:

● The situation is factual or polarized.
● Suitable modeling techniques are available.
● Deliberate and explicit phasing of action over a long period is required.
● Decision processes must be explained and documented in detail.

Typical Work Roles

The supportive catalyst is oriented towards people in a sympathetic, attentive and candid way. He sees his task as obtaining informal co-operation by appreciating the values and needs of others as individuals. He creates a secure atmosphere, where people can relate voluntarily, and with confidence that their vulnerability will not be exploited. He listens attentively, and encourages and counsels so as to foster their personal development. Such roles are usually to be found in a staff position (e.g. in personnel) or external to the organization as a trainer, counselor, mentor or OD consultant.

The charismatic leader orients himself towards his own creativity. He provides the inspiration and guidance on which his and his group's success depends. He uses every opportunity to articulate his ideals, vision and philosophy, exciting people and being excited by them when they respond. He expects his group to identify with his aspirations and to develop an intense personal attachment to him and to his ideas. (If they do not do so, they are excluded or moved on.)

Misuse

If group dynamics go awry and if relations of trust and voluntary participation are insufficiently developed, intuition and feelings become perverted. They may turn into dogmatic, arbitrary assertions, or express defensiveness, or release personal demons, rather than contribute to flexibility and imagination.

Charismatic leadership can make what is self-evident to one self-evident to all, but distrust of such leaders is common.

Return to the Summary Table.

Originally posted: 3-Apr-2011.