Leadership Development Frameworks
Models specifically for growing leaders
25 tools in this category
- Change Management/Leadership — Runs Kotter's eight-step structural spine alongside the human side of change - who's losing what, and what needs grieving.
- Coaching (CCL) — Balance assessment, challenge and support - CCL's model for coaching that stretches without breaking trust.
- Competencies — Rates a person against role-specific behaviours to target development, instead of promoting on gut feel.
- Covey — Sorts activity by urgent versus important - the aim is protecting Q2 time before it gets crowded out.
- Culture — Schein's three layers of culture - artefacts, espoused values, underlying assumptions - target the deepest one.
- DAC (Direction-Alignment-Commitment) — Checks leadership by outcome, not style - do people agree the direction, are they aligned, are they committed.
- Delegation — Hand over outcomes, not just tasks - a sequence for delegating in a way that develops people.
- Elliott Jaques - Levels of Work — Map roles and people against Jaques's time-span strata to spot mismatches before a promotion fails.
- Emotional Intelligence — Assess and develop the five EQ competencies - self-awareness, regulation, motivation, empathy, social skill.
- Executive Coaching — A structured coaching engagement - fit, stakeholder input, goals, sessions, review - not just talk.
- Executive Feedback — Gather and synthesise stakeholder interviews into a structured feedback review for a senior leader.
- Executive Presence — Map communication styles, Driver, Expressive, Amiable, Analytical, using the Social Style model, to adapt delivery to the audience; it covers only
- Influencing — Nine tactics for moving people without positional authority, so you can pick deliberately instead of defaulting to one.
- Leadership Analogies — Pick a leadership analogy that fits your challenge, then use it to think more sharply than the abstract version ever let you.
- Leadership Metaphor — Pick an image for your leadership now, and one for who you're becoming, to surface what words alone won't.
- Leadership Network Diagnostic — Map who you actually rely on, score the network's breadth and connectivity, then close the gaps.
- Leading Managers 360 — A 360 built for middle managers - gather the ratings, debrief the gap, build the plan.
- Manager & Leader — Map your week against managing versus leading to see exactly where the imbalance actually sits.
- Mastering Leadership — A 360 profile plotting creative competencies against reactive tendencies to find the pattern capping a leader's impact.
- Political Savvy — Map the informal power system in your organisation so influence works for you, not around you.
- Psychological Safety (Leader Slides) — A leader-facing deck: plot your team on safety versus standards and name the zone you're creating.
- Psychological Safety Leadership Template — A leader's template: name three of your own behaviours that kill safety, and run a 30-day experiment.
- SCARF Model — Five domains the brain reads as threat or reward - Status, Certainty, Autonomy, Relatedness, Fairness.
- Servant Leadership — Serve the people doing the work first - the authority to lead follows from that, not the reverse.
- altMBA - Org Chart Transitions — Draw the current and future org chart together, name every role change, and time the transition explicitly.