The Leader Sound Board Model
The Leader Sound Board is a model of leadership (and change) that I initially developed as a part of a capstone project while earning my M.S. in Leadership. It began as a leadership model, and while that is still true, my recent study of the elements of change has also been incorporated since its inception. I hope that this allows you to get a feel for how I approach my projects.
This is a dynamic framework for understanding and practicing leadership and change management. It uses the metaphor of a sound system to illustrate the interplay between leader traits, context, and the people impacted by leadership decisions. This model is designed to help emerging and established leaders recognize the relational, contextual, and critical dimensions of leadership, emphasizing the need for both self-awareness and collective engagement.
Leadership is not a solo act- it is a collaborative, context-driven process that produces outcomes for real people. The Leader Sound Board uses the imagery of a sound system to break down the components of effective leadership: the set of instruments (the leader’s internal and relational resources), the soundboard (the contextual controls and adjustments), and the speaker (the audience and impact). This approach encourages leaders to move beyond static models or the myth of the "born leader," focusing instead on intentional, relational, and critically aware leadership practice.
Set of Instruments: Internal and Individual Focus
The set of instruments represents the internal resources and capacities a leader brings to any situation. This section is about the individual-their personal toolkit for leadership and change.
Traits: Qualities such as resilience, empathy, and authenticity.
Skills: Abilities like communication, strategic thinking, and facilitation.
Behaviors: Observable actions, including active listening and seeking feedback.
Mindsets: Attitudes such as a growth orientation and openness to learning.
Resources: Access to information, networks, and tools that support leadership.
Just as a musician selects and tunes their instruments, leaders must continually develop and refine these internal assets. Importantly, the set of instruments should always include "microphones"-a reminder to create opportunities for others to speak up, share perspectives, and participate in leadership when needed. This ensures the leader is not the only voice and is prepared to amplify others when the situation calls for it.
Soundboard: Contextual Focus
The soundboard is the control center, representing the contextual nature of leadership and change. Here, the focus shifts from the individual to the environment in which leadership occurs.
Contextual Awareness: Leaders must understand the unique dynamics, challenges, and opportunities of each situation. No two leadership scenarios are identical, and effective leaders adjust their approach based on the needs of the moment.
Adaptation: Just as a sound engineer adjusts levels for a room's acoustics, leaders must assess the situation before deciding which traits, skills, or behaviors to emphasize.
Critical Lens: The soundboard is also where leaders must examine their own biases, the distribution of power, and the systemic processes at play. This critical awareness helps prevent hidden or unanticipated issues from undermining leadership efforts.
Leadership is not a one-size-fits-all endeavor. The soundboard reminds us that we cannot decide what kind of "sound" (leadership approach) is needed without first understanding the context and what it calls for.
Speaker: Audience, Team, and Stakeholder Focus
The speaker projects the sound, the impact of leadership, out to the audience. This section is all about the people who experience the effects of leadership: teams, stakeholders, and communities.
Audience-Centered Impact: Leadership is ultimately for others. The decisions and actions taken by leaders are experienced by real people, making it essential to consider the impact on all stakeholders, not just those closest or most vocal.
Relational Leadership: This is where the relational nature of leadership comes to the forefront. Leaders must foster trust, inclusion, and psychological safety, building strong relationships with and among those they serve. The leader’s effectiveness is measured by their ability to engage, empower, and respond to the needs of their audience.
Critical Accountability: The speaker section is also where a critical leadership lens is most visible. Leaders must continually examine the effects of their actions, question existing power dynamics, and be vigilant for biases or systemic processes that could create inequity or unintended harm. This ongoing reflection ensures leadership remains responsive and responsible to the people it serves.
The Leader Sound Board framework underscores that effective leadership is a dynamic interplay between the leader’s internal resources, the demands of the context, and the needs of the audience. By focusing on self-development (set of instruments), situational adaptation (soundboard), and relational accountability (speaker), leaders can create meaningful, inclusive, and adaptive change. Throughout, a critical lens is essential - challenging assumptions, surfacing hidden issues, and ensuring leadership genuinely serves and uplifts all stakeholders.