And a menu of ways we can work together
What an amazing framework! I believe this tool will be incredibly helpful in clarifying expectations and defining the scope of work. Moreover, I see its potential not only in consultant-client relations but also in leadership dynamics. It could help us understand whether our team prefers their leader to be a coach, mentor, cheerleader, or a combination of these roles. Then the leader can setup different approach for different people. What do you think?
I like it! I keep thinking on the placement of the cheerleader, especially with the collaborator arrow in the background of the grid and with the two axes you've got. It feels a bit out of place, but perhaps it is supposed to look like it's more "outside" the model as a result. Perhaps I'm also struggling with it because maybe the default is that you are always the "cheerleader" but you might take on additional roles if they need you for more help.
Some nice independent convergence here Julian: I've been using the phrase "critical friend," in my own work. ECB is a huge gap in the arts due to complexity (mix of perceived and actual) and the sector being under-resourced, so only occasionally do I get to do proper ECB work.
What you've built here is a nice meta-model. It sort of situates ECB within a broader relational context. The positioning of cheerleader as outside and beyond the model is a nice touch: Ideally ownership and growth become recursive such that the only interventions needed are, as you say, from the bleachers.
Thanks all for your feedback, here and on LinkedIn. I have revised the model and added it to my services page: https://www.julianking.co.nz/services/. It remains open to ongoing revision.