A Co-Active Model for Leading Innovation
We’ve all seen it: organisations that champion innovation but somehow manages to stifle it at every turn. Leaders are siloed, teams are micromanaged, and creativity becomes a checkbox instead of a mindset.
It’s not that these leaders don’t care about innovation. It’s that they’re often leaning on just one style of leadership—usually a visionary “leader in front” approach. The most dominant style of leadership in the Western world.
It’s a bit like listening to a jazz band where everyone’s fighting for the spotlight. Each musician so focused on their own solo that they lose track of the overall harmony and flow of the performance. Instead of the band telling a captivating story together, you just get a noisy, disjointed performance.
In a similar way, in a leadership context, if everyone is focused on leading at the same time—without considering the team’s needs or when it’s appropriate to step back—it can disrupt the flow. Leadership is about knowing when to step forward and when to support from behind, just as in a band. The best performances happen when every musician knows when to step up and fall back, can trust others to take the lead when needed, and is always listening and adapting.
That’s where the Co-Active Leadership Model is so relevant. Originally designed by Karen and Henry Kimsey-House to rethink leadership itself. Inspired by decentralised movements like Occupy Wall Street, the Co-Active Leadership Model reflects a dynamic view of leadership—fluid, situational, and grounded in connection, creativity, and shared responsibility. It views leadership as an adaptive process where leaders step into different dimensions depending on the context. It’s all about balance: empowering people to lead from wherever they are and adapting your leadership style to the needs of the moment.
While the original model focuses on leadership in general, placing innovation primarily within one of it’s five dimensions - Leading from the Field, I believe innovation leadership is equally fluid and requires all five dimensions. I took this idea and reimagined the model specifically for innovation, mapping its five dimensions to the realities of building new ideas and driving change:
A Co-active Model for Innovation Leadership
1. Leader in Front: Visionary Innovation
This is the leader who sees the big picture and inspires others with a clear, compelling vision. They challenge the status quo and rally their teams to think big.
Key features:
Defining a bold vision that disrupts old ways of thinking.
Inspiring and aligning others around a shared purpose.
Keeping the focus on long-term goals amid daily challenges.
Example: Steve Jobs (Apple). Jobs famously challenged the world to “think different,” not just in product design but in rethinking what technology could mean for human creativity.
2. Leader from Behind: Supportive Innovation Facilitation
This leader creates the conditions for others to succeed. They build trust, ensure psychological safety, and encourage the team to take risks without fear of failure.
Key features:
Encouraging diverse perspectives and fostering inclusivity.
Building a culture where experimentation and learning from mistakes are celebrated.
Empowering others to take ownership of the innovation process.
Example: Ed Catmull (Pixar). Catmull’s emphasis on open and honest feedback given with empathy turned rough ideas into some of the most iconic animated films of our time.
3. Leader from the Side: Collaborative Innovation
Innovation doesn’t happen in a vacuum. This leader dives into the work with the team, modeling curiosity, co-creating ideas, and valuing collaboration over hierarchy.
Key features:
Leading by example and modeling the behaviours you want to see.
Bridging silos and fostering cross-functional collaboration.
Actively participating in creative processes alongside the team.
Example: David Kelley (IDEO). By working shoulder to shoulder with his teams, Kelley championed interdisciplinary collaboration and created a culture of fearless design thinking.
4. Leader from the Field: Curiosity-Driven Innovation
This leader thrives on staying ahead of the curve. They’re the scouts, constantly exploring what’s next by identifying trends, listening deeply to customer needs, and connecting seemingly unrelated ideas.
Key features:
Spotting patterns and trends that signal emerging opportunities.
Asking bold “What if?” questions to challenge assumptions.
Bringing an empathetic, customer-first mindset to innovation.
Example: Jørgen Vig Knudstorp (LEGO). By employing ethnographic research into families with kids and how they played with LEGO, Knudstorp gained insights that helped restore the company’s iconic status and shaped its future.
5. Leader Within: Personal Innovation Mastery
Authentic leadership begins with self-awareness. This leader invests in their own growth, emotional intelligence, and resilience, inspiring trust and creativity in others.
Key features:
Cultivating emotional intelligence and self-awareness.
Modeling personal growth and adaptability in the face of change.
Inspiring others through authenticity and vulnerability.
Example: Howard Schultz (Starbucks). Schultz rebuilt Starbucks’ culture by focusing on authenticity and emotional connection, empowering employees to deliver creative, customer-centred experiences.
Why All Five Dimensions Matter
Here’s the thing: no one is naturally great at all five dimensions. Most of us have a favourite role—or one we lean on when things get tough. But true leadership, especially in innovation, requires flexibility.
The question to ask yourself is: What does this moment call for? Sometimes you need to rally the troops with a bold vision. Other times, you need to step back and let someone else’s ideas take center stage.
Even more importantly, surround yourself with people who excel where you don’t. Innovation thrives when leadership comes from anyone, not just those with formal authority. When you empower others to step forward, you’re not just building a better team—you’re creating a culture where innovation becomes everyone’s job.
A Self-Assesment Tool
Innovation Leadership Self-Assessment Tool
Use this tool to assess your personal leadership behaviors across the five dimensions of innovation leadership. For each statement, rate yourself on a scale of 1 to 10, where:
• 1 = Rarely or Never
• 5 = Sometimes
• 10 = Always
After completing the assessment, reflect on your scores to identify your strengths and areas for growth.
1. Leader in Front: Visionary Innovation
I articulate and share bold visions that challenge outdated ways of thinking.
I inspire and align others around a shared purpose.
I maintain focus on long-term goals, even when facing daily challenges.
Total for Leader in Front: ____ / 30
2. Leader from Behind: Supportive Innovation Facilitation
I encourage diverse perspectives and foster inclusivity.
I build a culture where experimentation and learning from mistakes are celebrated.
I empower others to take ownership of the innovation process.
Total for Leader from Behind: ____ / 30
3. Leader from the Side: Collaborative Innovation
I lead by example and model the behaviours I want to see in others.
I bridge silos and foster cross-functional collaboration.
I actively participate in creative processes alongside my team.
Total for Leader from the Side: ____ / 30
4. Leader from the Field: Curiosity-Driven Innovation
I spot patterns and trends that signal emerging opportunities.
I ask bold “What if?” questions to challenge assumptions.
I bring an empathetic, customer-first mindset to innovation.
Total for Leader from the Field: ____ / 30
5. Leader Within: Personal Innovation Mastery
I cultivate emotional intelligence and self-awareness.
I model personal growth and adaptability in the face of change.
I inspire others through authenticity and vulnerability.
Total for Leader Within: ____ / 30
Reflection Questions
Strengths: Which dimensions scored the highest? How do these align with your leadership role?
Opportunities: Which dimensions scored the lowest? What behaviors can you work on to grow?
Balance: How balanced are your scores across the five dimensions? Are there areas where you need to delegate or develop others?
Next Steps
Use this tool as a personal development guide or in team settings to foster awareness and growth. Consider revisiting your scores over time to track progress.