ABSTRACT
Leading participatory change involves allocating resources for development and defining and making explicit some clear and fundamental principles for the leader, the participants and for the collective processes that will guide the change activity. Participatory change starts with a collective approach to creating a shared understanding of what kind of problem or challenge confronts the organization and what potential difficulties and possibilities for the change process could be seen on the horizon. A basic precondition for leadership of change processes is to create arenas for learning and change. Organizations already have some formal or informal learning arenas that are set up to support everyday work, cooperation, problem solving, or the need to formalize some decision-making. Reflection in and on actions is a cornerstone for development of leadership practice whether it is a novice working with experienced leaders or is in the process of securing continued learning and development for the leader.
