Leadership Compass: “Rocket Leadership”

Please refer to this post: Four Rooms of Leadership
I recommend starting your use of the Leadership Spiral with the set of questions provided in that post…
… and return here once you are familiar with the Leadership Spiral.

Leadership Compass: “Rocket Leadership“

Which part of the organizational purpose resonates most with me? Where am I misaligned?
In what ways are my current habits or mental models helping or hindering the system’s ability to learn and adapt?
When stress rises, which of my values stays firm—and which one gets compromised first?
What internal “structure” (routines, disciplines, reflection spaces) helps me stay intentional as a leader?
🧰 Bonus: Create a personal purpose-structure map:
- my Purpose
- my Current Roles
- my Adaptation Strategy

Focus on one person in your work environment:

What does this person really need from me: clarity, challenge, care, connection?
What unspoken agreements might exist between me and this person—and what would happen if they were surfaced?
How can I create role clarity and still invite co-creation and growth?
What do I notice in myself when this person struggles? (Do I tend toward… fixing it? … coaching them? … avoiding the topic?)
How do my 1:1 relationships reflect or resist the organization’s culture?
🧠 Bonus: Draft a learning goal for this person that connects both to their potential and the strategic needs of the organization.

How clearly are roles and accountabilities in my team defined — and who created them?
How do I model and invite learning from tension, not avoiding it?
What systemic structures are supporting—or stifling—the team’s autonomy?
In what ways is the team connected to the organizational purpose and strategy? Are they contributing or just “delivering”?
What cultural messages are being reinforced in my meetings, events, and decisions?
📌 Bonus challenge: Create or critique a team canvas including: purpose, norms, decision-making model, and feedback culture.

Where in the organization are structures misaligned with strategy? Where do roles or power dynamics slow down learning?
What would it mean to lead without authority in my situation?
What’s the cultural “immune response” to this transformation—and how can it be engaged compassionately?
How can I activate the informal system (trust networks, champions) to move the formal one?
What does evolutionary learning look like at the system level—and what part can I play in it?
🛰️ Extra Task: Identify one high-leverage experiment that could shift behavior or mindset across teams. How will I know if it’s working?