Lee Bolman and Terrence Deal’s four frames model of organizations and leadership is a versatile tool for managers. This article delves into the symbolic frame of their 4-frame model — its assumptions, dimensions, examples, tensions, and what makes leaders effective in the symbolic aspect.
These insights are from my notes on "Reframing Organizations" and "How Great Leaders Think." I use this framework in my coaching and created this series to benefit others. Their body of work is essential reading for leaders and managers. Links to sources and other posts in this series are at the bottom.
In a world obsessed with measurable outcomes, the most effective leaders deal in the immeasurable: symbols, myths, and meaning. That’s the thrust of the Bolman-Deal symbolic frame of leadership.
For many readers, this may read a little woo-woo and too “soft” for their taste. But that’s exactly the point. The symbolic and political frames suffer from unnecessary stereotypes. Most leaders are typically strong in the structural and human resource frames, while the symbolic and political frames are neglected and underutilized.
What is the symbolic frame
The symbolic frame explores how myths and symbols help people find meaning in a chaotic and ambiguous world. It focuses on the ceremonial and mythological aspects of organizations. Symbols help interpret work’s meaning, offering clarity and direction in uncertain situations.
Leader’s role:
- Symbolic leaders inspire by creating a unique organizational identity.
- They harness traditions and values to build a cohesive culture.
- Strategies include using dramatic symbols, articulating visions, and being energetically visible.
- They involve rituals, slogans, stories, and awards to foster a sense of mission and excitement.
Symbols, values, rituals, and myths shape organizational identity and provide a sense of purpose. Leaders who recognize this create a strong culture.
Changes in religious or corporate settings elicit strong emotional responses. Successful leaders use symbols effectively to inspire and unify their teams, ensuring the organization’s goals resonate with its members.
Assumptions of the symbolic frame
The symbolic frame integrates ideas from organization theory, sociology, political science, and even magic and NLP. Notable influences include anthropological work on symbols and business literature applying cultural concepts to organizations.
The primary assumptions of this frame are:
- Meaning over events. The significance of situations is derived from their meaning, not just from what happens.
- Multiple interpretations. Events and actions can be interpreted in various ways as people experience them differently.
- Role of symbols. In uncertain and ambiguous contexts, they help resolve confusion, provide direction, and instill hope.
- Expressive importance. Events are significant more for their symbolism than for their actual outcomes, creating a tapestry of myths, heroes, rituals, and stories.
- Cultural cohesion. An organization's culture acts as a binding force that unites people to achieve collective goals.
The symbolic frame sees life as allegorical, mystical, and more serendipitous than linear. Organizations are like constantly changing, organic pinball machines. Issues, actors, decisions, and policies carom through an elastic labyrinth of cushions, barriers, and traps. Managers turning to Peter Drucker’s Managing for the Future (1993) might do better to seek advice from Lewis Carroll’s (1871) Through the Looking Glass.
— Lee Bolman, Terrence Deal
Dimensions of the symbolic frame
The symbolic perspective challenges the belief that team building is solely about structuring the right people. True high performance stems from the team's spirit. Excluding play, ritual, ceremony, and myth would damage teamwork instead of fostering it.
Contemporary organizations face a crisis of meaning, making it essential to address deeper issues of purpose. While managers must manage budgets and respond to practical constraints, leaders achieve lasting success by viewing team building as a spiritual endeavor. This involves seeking inner spirit and fostering a community of shared faith and culture.
High performance arises when a team discovers its essence, moving beyond rationality to a heartfelt effort.
Important tenets of the symbolic frame that are broadly applicable to creating and maintaining cohesive groups and teams:
- How someone becomes a group member is important.
- Diversity supports a team’s competitive advantage.
- Example, not command, holds a team together.
- A specialized language fosters cohesion and commitment.
- Stories carry history and values and reinforce group identity.
- Humor and play reduce tension and encourage creativity.
- Ritual and ceremony lift spirits and reinforce values.
- Informal cultural players contribute disproportionately to their formal roles.
- Soul is the secret of success.
— Lee Bolman, Terrence Deal
Examples of the symbolic frame
Below are what can be called the usual “office fare.” But when done effectively and coupled with the other frames, these can significantly alter outcomes.
- Organizational rituals and ceremonies: These include annual company retreats, award ceremonies, or even regular team meetings with a specific format.
- Corporate slogans: Nike's "Just Do It" and Apple's "Think Different" are powerful symbols that encapsulate company values and inspire employees and customers.
- Company branding: These visual symbols represent the organization's identity and values.
- Office layout: The physical environment can be symbolic. For example, open-plan offices symbolize transparency and collaboration.
- Leadership actions: In 2008, Howard Schultz's return to Starbucks symbolized commitment and renewal. When the company faced declining sales and a diluted brand identity, he stepped back into the CEO role he had left years earlier. His return wasn't just about management; it was a symbolic gesture signaling a recommitment to the company's core values and culture.
- Storytelling: Stories of the company's history or founder's journey to inspire employees and reinforce organizational values.
- Vision statements: Bill Gates and Microsoft's original mission was to put "a computer on every desk and in every home," defining a clear, transformative objective.
- Dress codes: Formal or casual, how people dress in an organization symbolizes its culture and values.
- Company traditions: Annual events, team-building activities, and new employee onboarding serve as symbols.
- Use of language: Specialized jargon or terminology unique to the organization creates a sense of belonging and shared identity.
These examples illustrate how the symbolic frame operates in all aspects of organizational life, from visual elements to behaviors and traditions.
Tensions in the symbolic frame
Leaders often overdo this frame and fail to followup with actions. That’s why many “analytical” ones avoid it. But it’s a missed opportunity.
- Authenticity vs. symbolism: There’s a fine line between using symbols effectively and being perceived as inauthentic. Leaders need to ensure their use of symbolism doesn’t seem manipulative or insincere.
- Tradition vs. innovation: While rituals and traditions provide stability and identity, they can stifle innovation and adaptability. Balancing reverence for the past with openness to change is crucial.
- Uniformity vs. diversity: Cultivating a strong organizational culture can create pressure towards conformity. Leaders must find ways to celebrate diversity of thought and background while maintaining a cohesive culture.
- Inspiration vs. reality: Symbolic leaders use grand narratives and visions to inspire their teams. However, there's a risk of disconnect from employees' daily experiences, leading to disillusionment.
- Emotion vs. rationality: The symbolic frame emphasizes emotional connections and myth-making. However, leaders must also make rational decisions. Balancing emotional leadership with practical, evidence-based management is challenging.
- Visibility vs. substance: High-profile actions and dramatic gestures are powerful symbols, but they need to be supported by substantive actions. Empty ones erode trust and credibility.
Effective leaders in the symbolic frame
The symbolic frame of leadership portrays organizations as theater and temple, where leaders use symbols, actions, and words to create meaning and purpose.
- Theater: Organizations provide a stage for actors (employees) to perform their roles and communicate the right impression.
- Temple: Organizations are communities bonded by shared beliefs, traditions, myths, rituals, ceremonies, and leaders who embody the group’s aspirations.
The essence of symbolic leadership consists of:
- Shared values: Effective leadership aligns with the deepest values and concerns of the followers.
- Personal blend: Leaders use personal history, poetry, passion, and courage to articulate and shape direction.
- Story selection: Choosing the right stories to express a collective quest enhances connection and engagement.
Key practices of symbolic leaders
Symbolic leaders lead by example.
They create action by diving into challenges, demonstrating commitment and courage. This visible engagement inspires and reassures others. Ann Mulcahy saved Xerox by being a tireless, visible cheerleader during a crisis.
They use symbols to capture attention.
Leaders use dramatic actions to increase visibility and signal change. Personal touches and dramatic acts can re-engage staff and signal new directions.
Symbolic leaders frame experience.
Leaders provide hopeful and meaningful interpretations of events, helping followers in uncertain situations by fostering a sense of purpose and reassurance. Prime examples are JFK’s challenge to the nation and Martin Luther King Jr.’s “I Have a Dream” speech.
Symbolic leaders communicate a vision.
Leaders use persuasive images to create and share compelling, hopeful visions for the future. Vision is crucial during times of pain, confusion, and despair. Trump's "Make America Great Again" slogan resonated despite few policy specifics.
Symbolic leaders tell stories.
Effective leaders embed their vision in mythical narratives that resonate with followers’ experiences and values. Successful stories engage people by outlining a noble past, a troubled present, and a hopeful future. Politicians excessively use this tactic.
Thus, symbolic leadership focuses on storytelling, vision communication, framing experiences, and leading by example to create a cohesive and motivated community.
The symbolic frame isn't a "soft" skill—it's the hardest of all. Unlike other frames dealing with tangible leadership aspects like structures and processes, the symbolic frame requires navigating the intangibles of meaning, culture, and identity. This frame requires leaders to develop emotional intelligence, cultural awareness, and effective communication. It's about understanding and shaping the organization's narrative and values.
By using the symbolic frame, leaders can create unity and purpose in their teams. While it presents its own challenges, mastering this frame can lead to a more cohesive and motivated organization.
Related reading
This is one in a series of posts on the Bolman-Deal 4 frames model. Here are the other ones in this series:
Sources
- Reframing Organizations: Artistry, Choice, and Leadership by Lee G Bolman and Terrence E Deal
- How Great Leaders Think: The Art of Reframing by Lee G Bolman and Terrence E Deal
- Wizard and the Warrior: Leading with Passion and Soul by Lee G Bolman and Terrence E Deal