In coaching terms it’s called the Edge Model. Very simple to visualise, it looks like this.

It’s helpful in showing people that change involves crossing edges, and sometimes they feel huge - replacing a team member, redirecting resources or voicing a different opinion in a meeting for example. Other times small like deciding what to eat for lunch!

As long as we are growing, there is always an Edge. In the words of Marita Fridjhon ‘Edges are challenges of awareness not necessarily of ability’.

On our edge and leading up to it all sorts of behaviours and emotions can show up. It’s natural. Do you know what yours are? Do you know what your teams are?

They can be avoidance, changing the subject, resistance, blaming others, overthinking. They can also show up physically, a sore throat convinces you that now is not the right time. I notice edge behaviours when individuals start talking about something that’s important to them but then try to change the subject or they laugh when ‘that’ topic comes up.

Sometimes the signs are small, and sometimes very obvious.

So how do we cross our edge?

First recognise that you have them. Some edges are bigger than others and we are all constantly crossing them.

Where are you trying to get to? Is it something very fixed like a new job by Q3 or a feeling, ‘I want to feel more confident’.

For teams, any changes in operational processes will ask team members to cross an Edge from ‘how we have always done it’ to ‘ new ways of doing’.

What do you see on the other side of the edge for you? What’s the vision you are trying to realise?

What patterns of behaviour show up for you? How helpful are they in getting you to the other side?

How could you approach your edge in a different way?

And importantly- What will help you cross your edge? A push, a gentle nudge, positive self talk, support from a business partner to help you over the edge, a third party, something else?

This image will already start to percolate your thinking in a new way, it may be enough of a nudge for you to do some reflective work, hopefully it will open you up to be curious about what you need to cross your edge.

Worth also considering that if you are in a team, trying to make change, not only does the team have an edge but all it’s members have their own individual edges too! Working at Edges can feel frustrating, so keep remembering where is it you are trying to get to and what you want to leave behind.

Thank you ORSC for introducing me to this model. ‘Creating Intelligent Teams’ by Anne Rod and Marita Fridjhon is a great book if you’re curious to understand more.

I’m Sally, and I’m a leadership coach. I work with leaders and their teams who are ready to make meaningful change.

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