When was the last time your leader took the time to praise you for something great you achieved? Gave you constructive feedback, based on objective data, to assist you to improve? Provided you with the gift of an independent person to walk alongside you to enhance your effectiveness? Hopefully recently. However, research in this space would indicate the opposite and this is a tragedy!
An imperative part of any leader’s development, especially those who feel "battle weary", are the gifts of objective, constructive feedback, encouragement and a focus on longitudinal professional growth.
At The Liminal Space, we can deliver these gifts to both individuals and teams using our Kadadjiny Method ©
An imperative part of any leader’s development, especially those who feel "battle weary", are the gifts of objective, constructive feedback, encouragement and a focus on longitudinal professional growth.
At The Liminal Space, we can deliver these gifts to both individuals and teams using our Kadadjiny Method ©
What Does Kadadjiny Mean?
Kadadjiny, a word used by the Noongar people - the traditional Aboriginal owners of the lands of the south west of Western Australia, means thinking, listening and learning. This amazing, 45,000 year old culture knew (and knows) the value of meeting quietly over long periods of time to acquire understanding and internalise it.
Kadadjiny, a word used by the Noongar people - the traditional Aboriginal owners of the lands of the south west of Western Australia, means thinking, listening and learning. This amazing, 45,000 year old culture knew (and knows) the value of meeting quietly over long periods of time to acquire understanding and internalise it.
As soon as we came across Kadadjiny, we knew it was the perfect frame for our method for revitalising leaders and teams. We're pleased to say that Noongar elders are supportive of our use of their special word and its associated wisdom.
The Kadadjiny Method Explained
Unlike traditional coaching approaches that use lock-step methodologies such as the G.R.O.W model and use of S.M.A.R.T goals, The Kadadjiny Method is unique - comprised of four, fluid phases:
Phase 1: The Conversation
The method begins with a deep thinking, listening and learning conversation between a Liminal Space guide (an expert in the field of leadership and management theory and practice) and the individual or team (the client). The purpose of the conversation is the building of mutual trust through the exploration of one another's unique personal and professional stories - life histories and dispositions that have coalesced to create their rich tapestries.
Phase 2: Data Sourcing and Development Plan Formulation
The initial meeting is followed by the sourcing of objective performance data using a statistically-validated feedback tool. Resultant data is analysed to identify client leadership strengths and "learning edges" (areas for improvement) that are then used to create a longitudinal development plan enacted over time (usually a 12-month period). As with phase one, this phase involves a two-way process of thinking, listening and learning.
Phase 3: Longitudinal Conversations
Once per month, the guide and the client come together (face-to-face or virtually) to think about strengths and learning edges, listen to the wisdom of one another and discuss actions that could be put into place to learn and grow. Each conversation is based on contemporary leadership and management literature, the extensive experiences of the guide and the client's reality.
Between conversations, the client has access to the guide (by telephone or virtually) to seek real-time advice and/or debrief experiences.
The Kadadjiny Method Explained
Unlike traditional coaching approaches that use lock-step methodologies such as the G.R.O.W model and use of S.M.A.R.T goals, The Kadadjiny Method is unique - comprised of four, fluid phases:
Phase 1: The Conversation
The method begins with a deep thinking, listening and learning conversation between a Liminal Space guide (an expert in the field of leadership and management theory and practice) and the individual or team (the client). The purpose of the conversation is the building of mutual trust through the exploration of one another's unique personal and professional stories - life histories and dispositions that have coalesced to create their rich tapestries.
Phase 2: Data Sourcing and Development Plan Formulation
The initial meeting is followed by the sourcing of objective performance data using a statistically-validated feedback tool. Resultant data is analysed to identify client leadership strengths and "learning edges" (areas for improvement) that are then used to create a longitudinal development plan enacted over time (usually a 12-month period). As with phase one, this phase involves a two-way process of thinking, listening and learning.
Phase 3: Longitudinal Conversations
Once per month, the guide and the client come together (face-to-face or virtually) to think about strengths and learning edges, listen to the wisdom of one another and discuss actions that could be put into place to learn and grow. Each conversation is based on contemporary leadership and management literature, the extensive experiences of the guide and the client's reality.
Between conversations, the client has access to the guide (by telephone or virtually) to seek real-time advice and/or debrief experiences.
Meeting Place
Ancient Aboriginal Symbol
Phase 4: The Re-Test
The method concludes with a feedback tool "retest", undertaken after the defined period (e.g. one year). Data generated assists both the guide and the client to gauge the success of the revitalisation process. At this stage, the relationship may dissolve or continue.
How does The Kadadjiny Method differ from Traditional Executive Coaching?
The Kadadjiny Method is not about building client volume or creating dependency to "keep them on the hook." Rather, The Liminal Space carefully selects and limits its clients, be they individuals or teams, and the process continues as long as the client deems it valuable.
Please note that we do not provide our services for the potential termination of an individual's employment (summative appraisal) or to "fix" people. We only work with high-performing leaders and teams who are keen to re-energise their practices and get better at what they do.
Specifically, people and teams seeking to engage with the The Kadadjiny Method must:
Ancient Aboriginal Symbol
Phase 4: The Re-Test
The method concludes with a feedback tool "retest", undertaken after the defined period (e.g. one year). Data generated assists both the guide and the client to gauge the success of the revitalisation process. At this stage, the relationship may dissolve or continue.
How does The Kadadjiny Method differ from Traditional Executive Coaching?
The Kadadjiny Method is not about building client volume or creating dependency to "keep them on the hook." Rather, The Liminal Space carefully selects and limits its clients, be they individuals or teams, and the process continues as long as the client deems it valuable.
Please note that we do not provide our services for the potential termination of an individual's employment (summative appraisal) or to "fix" people. We only work with high-performing leaders and teams who are keen to re-energise their practices and get better at what they do.
Specifically, people and teams seeking to engage with the The Kadadjiny Method must:
- Have a genuine desire to think, listen and learn
- Be open to receiving, reflecting upon and actioning feedback
- Have the disposition and energy to improve
"Few leaders arrive at your doorstep fully formed. Pairing them with a wisdom figure or guide is one of the best things you can do to help them improve. These special relationships are a gift that make the recipient feel cared for and valued. As a result, they'll go above and beyond to give you their discretionary effort”
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