Home - Leadership Development Development Method


We achieve sustainable improvement in the

leadership effectiveness 

of individuals and organizations



Leadership effectiveness is the result of applying simple and practical skills.


How We Develop Leadership Competence

The competencies we develop are organized in a hierarchy of complexity and developed in a sequence that simplifies the mastering of complex skills. Participants discover the power of the models by immediately putting them into practice; we call this “Derived Learning”. As participants develop more skills there comes a moment when they will suddenly see a new picture of leadership. In one instant it will become clear how each skill acquired is not just a piece of the puzzle, but an integral part of a more complex model of leadership that they can easily apply to increase their leadership effectiveness.

We develop sustainable improvements in leader effectiveness

How We Develop a “Sense” of Leadership

Our programs do not just teach models and skills of leadership, but focus on developing participants’ “sense” of leadership. We accomplish this through an in-depth development of specific leadership skills. We help participants see the impact they have on others through subtle changes in their leadership behavior. We guide them down a path of experimentation and discovery that heightens their sense of leadership critical for effectively coaching others, analyzing situations, and determining how to resolve difficult leadership situations.

How We Develop Leader Mindset

An individual’s mindset predetermines their behavior. People who are looking to increase their leadership effectiveness almost always need to evolve their leadership mindset. But to change a mindset, we must first be able to see it, understand how it functions, and want to change it. Changing mindset is an individual journey that requires a process of discovery. We guide participants down a path made up of 360-degree feedback, training, and coaching that allows participants to discover their leadership model and “see” the mindset behind it and identify adaptations needed to become the leader they would like to be and achieve the results they desire.

How We Transform Victims into Leaders

Our programs teach practical skills and methods that can be applied to transform victims into leaders. Most managers do not understand how relationships, working environments, and current performance levels were created, and even more importantly, they don’t know how to change them. These managers view themselves as victims of the relationships and working environment of the teams they are given and of the performance they obtain. We help managers understand their role in creating the relationships and situations they face and their responsibility as leaders to improve them. We coach them on how to use their newly developed leadership skills to produce the improvements they desire. We help managers shift their mindset from one of being a victim, accepting what they are given, to one of being a leader who can improve working relationships and environments in order to get what they want.



Basic Steps for Developing a Leadership Skill

1) Present Practical Models

Once the importance of a skill or method is established, the presentations focus on providing examples to show how to use the skills to resolve real problems or increase results obtained.

2) Increase Self-Awareness

Participant’s effectiveness in the particular area is determined using an objective 360-degree assessment tool. In the areas in which participants receive low scores, the coaches provide them with personalized coaching and customized methods to increase their effectiveness in light of the specific situations.

3) Develop the Skills

Most of the time is spent developing functional skills. In most skill-building sessions participants are asked to resolve a situation using their style and then are asked to do the same exercise by applying the coach’s advice. Participants then ask their peers which method was better and why. Skill are developed step-by-step, alternating practice, feedback, and coaching until the desired level of competence is obtained.

4) Create an Action Plan

Throughout the program participants fill out “possible action” forms that describe specific actions they can implement to make a needed improvement. At the end of the program, participants use their “possible action” sheets as the basis for creating their personal evolution plan.

5) Attend a One-to-one Coaching Session

At the end of the program, participants receive a one-on-one coaching session which they can use to: better understand their feedback report; review their evolution plan; or obtain further advice on how to resolve particular problems they face back in the organization.

6) Receive Follow-up Coaching

When the leadership program is part of a leadership development effort of the organization, participants will receive coaching back in the 

We develop functional skills that achieve
sustainable improvement

in leadership effectiveness 



These development efforts focus on the leadership effectiveness of the organization. There are three levels of organizational development;

  1. develop leadership skills throughout the organization,

  2. increase the effectiveness of leaders in a specific role, and

  3. create a high-performance leadership culture. 

​The improvements in leadership at the organizational level are easier to sustain than those focused on the individuals. The changes are anchored into the culture which limits the negative impact caused by leaders moving in and out of the organization.



These development efforts focus on the effectiveness of individual leaders. They aim at developing specific skills or a skill set the individual needs to take on a new leadership role. The improvements obtained are personal and are applied wherever the individual goes. 

Smiling business woman
Skill building

These are the easiest training programs to deliver. They can be organized in unlimited ways and delivered through digital or class-room training programs. These programs can be delivered by trainers who focus on the clarity of their message. 

5 Levels of Leadership Development

Organizational Development

Level 5
Develop a High-Performance Culture

Focus:  Develop all leaders and build leadership structure

Level 4
Increase Leader Effectiveness

Focus:  Develop all leaders in the organization (behavioral-change programs)

Level 3
Develop Leadership Competence

Focus:  Develop all leaders in the organization (skill-building programs)

Leader Development

Level 2
Behavioral-Change Programs

Focus:  Develop effectiveness of selected leaders

Level 1
Skill-Building Programs

Focus:  Develop leadership skills of selected leaders

Leaders climbing to the top
Behavioral-Change Efforts

Behavioral change requires an evolution in the mindset. These programs must be structured to facilitate a change in mindset and delivered by proven leaders who can gain the respect of participants and effectively coach them.