Schematic leadership identity model (SLIM) : utilizing history and memory to help re-define leadership identity

1. Introduction. 2. My Identity Journey 3. Phase I: The Revolution - The Foundation 4. Phase II: The Framing - Theoretical Framework 5. Phase III: The Evolution - The Process 6. Phase IV, Part 1: The Work - Taking Self Off the Shelf 7. Phase IV, Part 2: The Work - Habits and Behaviors 8. Phase IV, Part 3: The Work - Self-Trust 9. Phase IV, Part 4: The Work - Removing the Shade 10. Phase V: The Build - Schematic Leadership Identity Model 11. Phase VI: The Anchor - Sustaining Schematic Leadership Changes. 12. Phase VII: The Remodel - Begin Again

This book introduces a unique two-step process to understand and define your leadership identity. While some leadership frameworks operate under static concepts of what makes a good leader, the Schematic Leadership Identity Model (SLIM) offers new and seasoned leaders an opportunity to explore the anchoring of who they are and the ebbs and flows of their attitudes and behaviors through life's changes and experiences. The SLIM framework has two main footings of its seven phases: revolution, which is the recognition of one's identity journey, and the theoretical constructs that help frame the process and evolution, a series of assignments and journal entries that helps each leader acknowledge their current leadership identity, unravel habits and behaviors that may not align with their idealized self, and redefine their leadership identity based on their findings and whom they aspire to be. The evolutionary design is a system necessary to be revisited as a leader goes deeper into their memories and experiences. This framework helps unearth unconscious and implicit biases that can hinder a leader's social and cultural capital. No matter the industry or discipline, SLIM offers leaders a self-guided process of discovery that can profoundly examine the root causes of behaviors and attitudes to create meaningful change within themselves that can produce significant positive changes in their teams and organizations.