Leadership Development Frameworks

I’ve never shared this publicly before, but when I work with organisations on leadership, this is the framework I quietly return to. Five lenses. One centre. Leading Self sits at the heart—because how we think, feel and show up drives everything else. From there, it expands to: Leading Others – how we connect, build relationships, and bring out the best in others Leading Performance – how we create the conditions for people to perform at their best and coach them to deliver results Leading Operational Excellence – how we get things done through strong systems, structure and defined ways of working Leading the Organisation – how we think strategically, work across boundaries and influence at scale This is the leadership compass I use when I am coaching executives and doing leadership development work in organisations. It’s grounded in what I see time and time again - how leaders grow, how teams shift, and how culture gets built from the inside out. If you’re a leader, or developing others to be…I'd love to know: Which lens do you think is most overlooked in organisations today? #leadershipdevelopment #teamperformance #executivecoaching #highperformance

The Henley Development Framework is a contemporary view of Personal Development in business and management education. Forged on the Henley Executive MBA, its nine aspects are arranged in three sub-groups in a circular relationship with each other: 🏛 ‘Foundations’ are the pre-conditions for sustainable personal development, often hidden or taken for granted. 1. Self-awareness Understand your biases and limitations to unlock personal growth. Reflect on experiences, learn from mistakes, and adapt to a changing world. 2. Self-accountability Own your actions and outcomes. Embrace self-honesty to set meaningful goals and foster personal growth, leading to greater empowerment and responsibility. 3. Sustainable Health and Well-being Prioritise your physical and mental health. Balance self-care with professional development to boost productivity, job satisfaction, and overall quality of life. 👩🎓 ‘Readiness’ covers key mental and material resources needed to understand and operate in a changing and complex world of work. 4. Emotional Resilience Adapt to stress and challenges with a positive attitude. Develop a growth mindset and practise self-care to enhance mental health, confidence, and relationships. 5. Being Resourced Equip yourself with updates to tools, knowledge, and support to tackle challenges effectively. Through continuous learning and networking, stay prepared and confident in your role. 6. Lifelong Learning and Creativity Foster a mindset of curiosity and innovation. Engage in lifelong learning to stay adaptable, improve performance, and find fulfilment in your career and organisation. ☯ ‘Integration’ develops skills and attitudes for advancing personal development, more effective and mindful problem-solving, and building stronger businesses or communities. 7. Critical and Strategic Thinking Evaluate information objectively and make informed decisions. Anticipate changes, identify opportunities, and align your actions and organisational goals with reality for more effective and long-term problem-solving. 8. Open Communication Proactively share information freely to promote transparency and trust. Foster collaboration and innovation through active listening and open dialogue within your organisation. 9. Purpose Find meaning in what you do, in the present. Align your actions with positive societal impact and integrate self-awareness and development to stay true to your principles and goals.

Leadership development approaches are very different, depending on who you talk to. If you are investing in leadership development for yourself or others, make sure the approach is clear....and right for you. I'll share mine. See what you think. My leadership development framework is centered around three essential pillars: 🔴 Pillar 1: Mechanics Mechanics are the structural, strategic, and operational aspects of leadership and the technical aspects of existing roles. This pillar focuses on the practical side of leading a team or organization. 🔴 Key Areas: 🔺 Strategy: Developing a clear and compelling vision, setting goals, and creating actionable plans. 🔺 Execution: Ensuring efficient implementation of strategies, overseeing processes, and making necessary adjustments. 🔺 Coordination: Fostering collaboration, managing dependencies, and aligning efforts across teams and departments. 🔺 Role-Based Responsibilities: Understanding and fulfilling the specific duties and expectations associated with your leadership role and measuring perceived competency levels. 🔵 Pillar 2: Psychology Psychology involves understanding human behavior and group dynamics to create a positive and productive team environment. 🔵 Key Areas: 🔹 Understanding Human Behavior: Recognizing individual motivations, strengths, and challenges, and tailoring leadership approaches accordingly. 🔹 Group Dynamics: Managing team interactions, fostering a positive culture, and resolving conflicts effectively. 🔹 Cultural Awareness: Understanding and managing the diverse backgrounds, behaviours, perspectives, and cultural nuances within your team. ⚫ Pillar 3: Emotional Intelligence (EI) Emotional Intelligence supports and enhances both Mechanics and Psychology. It helps leaders understand and manage their own emotions and those of others. ⚫ Key Areas: Identifying EI strengths and development areas using the the EQi 2.0. ◾ Building Self-Awareness: Understanding your emotions and their impact on your leadership. ◾ Self-Regulation: Managing your emotions and maintaining composure under pressure. ◾ Social Skills: Building strong relationships, communicating effectively, and fostering a collaborative environment. Leadership development only happens when people implement what they learn. So, the majority of the work focuses on applying the framework over many months, seeking feedback, reflecting on progress during ongoing coaching sessions and continuously improving. My programmes are measured and evaluated to the best of my ability and yet I'm always looking for ways to improve so I'd love to hear your thoughts... What makes a great leadership development programme in your eyes? If you have any tips, leave them below 🙏 #Leadership #LeadershipDevelopment #EmotionalIntelligence #Teamwork #Strategy #HumanBehavior #EffectiveLeadership #BusinessGrowth #Inspiration

After transforming 100+ leadership teams Here's the framework that works… Over the years, I’ve helped 100+ leadership teams transform. I’ve seen the same patterns. The same struggles. But I’ve also found a proven way forward. Here’s the framework that consistently delivers results: 1. Leadership Starts with Self-Awareness. ↳ You can’t lead others until you lead yourself. ↳ Understand your strengths and weaknesses. ↳ This is the foundation for lasting change. 2. Empower, Don’t Control. ↳ Micromanagement kills creativity and growth. ↳ The best leaders trust their teams to act. ↳ It’s about letting go and giving space. 3. Clear and Direct Communication. ↳ Honesty, even when uncomfortable, builds trust. ↳ Be specific, vague feedback causes confusion. ↳ Tough conversations are necessary, not optional. 4. Speed over Perfection. ↳ Waiting for the “perfect” plan holds you back. ↳ Decisions need to be made fast and confidently. ↳ Move quickly, adapt, and learn from mistakes. 5. Constant Learning and Adaptation. ↳ The best leaders never stop growing. ↳ If you think you know it all, you're wrong. ↳ Being adaptable and open to change is key. When you apply this framework, you’ll see: ✅ Teams become more empowered, engaged, and productive. ✅ Decision-making speeds up, creating agility. ✅ Employees feel valued, heard, and supported. ✅ Leadership becomes more effective, adaptive, and trusted. Transforming leadership isn’t about following trends. It’s about being real, making bold moves, and staying consistent. I’ve seen this work across industries and countries. Now, I want to ask you What’s one leadership habit you need to change today?

The biggest shock when you become a leader? You're no longer using systems. You're building them. Most new leaders get promoted because they're exceptional individual contributors. But leadership requires a completely different skill set. The transition feels huge because you're learning to delegate your old tasks while mastering totally new ones. You're building the plane while flying it. ✈️ Use the SCOPE framework to gain control and confidence. S - SYSTEMS (Build the Foundation) → Build processes before you need them → Tell your team when to come to you → Don't let one person hold all the answers C - COMMUNICATION (Become the Bridge) → Turn big ideas into daily tasks for your team → Send weekly wins and roadblocks to your boss → Share impact, not just activities O - OVERSIGHT (See Around Corners) → Check progress weekly, not just at deadlines → Make it safe for your team to tell the truth → Spot problems before they blow up P - PARTNERSHIPS (Manage Your Relationships) → Ask other departments: "How can we help?" → Warn your boss before bad news hits them → Share wins and upcoming changes with other teams E - EVOLUTION (Think Beyond Today) → Train someone to do your current job → Document what only you know right now → Create stretch assignments for high performers SCOPE gives you a roadmap. 🗺️ It's not about perfecting all 5 areas immediately - it's about being intentional in each one so you're not just reacting to whatever crisis hits your desk today. ♻ Repost to share this framework with leaders navigating the transition from doing to leading. 👉Follow Stephanie Eidelman (Meisel) for more ideas about stepping into bigger leadership roles with confidence.

5 frameworks from Brené Brown that transformed my leadership: She transformed how we think about leadership with her first TedTalk on vulnerability and she didn’t stop there. 1. The BRAVING Framework ↳ Sets the foundation for building trust ↳ Each letter is a pillar: Boundaries, Reliability, Accountability, Vault, Integrity, Non-judgment, Generosity 2. The Pillars of Wholehearted Leadership ↳ Courage to show up as you are ↳ Compassion for yourself and others ↳ Connection through authenticity 3. The Elements of Empathy ↳ Perspective-taking without judgment ↳ Recognizing others' emotions ↳ Communicating understanding 4. Vulnerability as Leadership Power ↳ Creates psychological safety ↳ Builds genuine team connections ↳ Encourages better problem-solving 5. Clear & Kind Communication ↳ Setting expectations upfront ↳ Specific, actionable feedback ↳ Early issue resolution Here's the truth about Brené's work: It's not just research. It's a revolution in how we lead. The old way? Command and control. The future? Courage and connection. P.S. Which framework resonates most with your leadership style? ♻️ Share this to spread the power of wholehearted leadership

6 ways to grow future leaders on your team (starting this week) Most leaders coach for the role their people are in. Great leaders coach for who their people can become. Here’s how to develop future-ready talent—today: → Start with the Future Self activity Grab a sheet of paper. Draw 3 sections: • Where I am now • Where I want to be in 3 years • Where I want to be in 5 years Then ask: “How will your current role help you get there?” You’ll be shocked at how coaching-ready they become. → Coach the person, not the position Stop only asking about current tasks. Start asking: “What strengths do you want to grow?” Leaders don’t just drive outcomes. They develop people. → Connect daily work to long-term impact Ask: “How does today’s project build your future skills?” This makes even mundane work feel meaningful. → Share your own growth journey Leadership is caught, not taught. When you model self-reflection and growth, others follow. → Turn IDPs into real conversations Don’t make development plans a formality. Ask: “What would excite you to own next?” Then co-create stretch assignments that actually matter. → Celebrate progress, not just promotions If growth only shows up on org charts, people check out. Shout out mindset shifts, new skills, and bold efforts. That’s the fuel of a leadership culture. ⸻ Great leaders don’t just manage tasks. They shape trajectories. One conversation, one reflection, one moment at a time. 🔥 Leadership isn’t a title. It’s a fire. Ignite it — in yourself and your team. 🔔 Follow Dwight Braswell, MBA for practical frameworks to develop leaders, drive engagement, and run powerful 1:1s and team meetings. 👇 Grab the exact Future Self activity + 51 more in our best-selling: 📦 [52 Team Meeting Activity Cards – Physical Box] https://lnkd.in/gxRzewTx 💻 Want the digital version? Get it inside the ⚡️Complete Leader Package (70% off): https://lnkd.in/gpxbuDCe 🧭 New to leadership? Start strong with our New Leader Bundle: https://lnkd.in/gKRPMftS #leadership #futureleaders #development #growthmindset #leadershipskills #teambuilding #1on1s #coaching #futureofwork #training #managerdevelopment #leadershipdevelopment #employeeengagement #culture #careerplanning #work #boss #career #job #corporate

The SEE Framework: Rethinking How We Lead Leadership today isn’t about having all the answers. It’s about being able to pause, reflect, and respond with intent – especially when the pace is unrelenting and the stakes are high. One framework I keep coming back to is simple but powerful: SEE –  Self. Environment. Enterprise. It’s not a model for better performance. It’s a mindset for conscious leadership. 1. Self Lead inward before you lead outward. The foundation of leadership is self-awareness. How you manage your energy, your triggers, your mindset –  it all shows up in how others experience you. Ask yourself: • What’s driving my decisions right now – fear, ego, or purpose? • Am I reacting or responding? • Where do I need to grow to lead better? Clarity inside creates clarity outside. 2. Environment Your presence sets the tone, whether you realize it or not. Leaders shape culture by how they listen, respond, and show up. Trust, inclusion, safety – these aren’t “soft” things. They’re the soil where real performance grows. People don’t remember what you said in the meeting. They remember how you made them feel. 3. Enterprise Think beyond your team. Lead for the system. The best leaders don’t just drive outcomes –  they connect dots. They think in terms of long-term value, ecosystem impact, and alignment with something bigger than quarterly goals. Ask: • Is what I’m building sustainable? • Are we solving symptoms or root causes? • Am I building something that can outlast me? Why It Matters In uncertain times, clarity is a competitive advantage. The SEE framework helps anchor leadership in awareness, intention, and system thinking –  not noise. Because real leadership isn’t loud. It’s clear. #SEEFramework #ModernLeadership #SelfAwareness #LeadershipMindset #ConsciousLeadership #LeadingWithIntention #FutureOfWork

Most managers don’t need more theory. They need tools they can apply on Monday. At Fig Learning, we give leaders simple models. Easy to remember. Built to drive real outcomes. Here are five frameworks we use in our programs: Each one maps to the behaviors that matter most. 1. The TRUST Framework Build a team culture that runs on reliability. - 𝗧ransparency in communication - 𝗥esponsibility for outcomes - 𝗨nderstanding team needs - 𝗦upport through challenges - 𝗧ime investment in people Trust isn’t a feeling. It’s a habit leaders build daily. 2. The BRIDGE Model Turn good managers into great connectors. - 𝗕uild psychological safety - 𝗥ecognize contributions regularly - 𝗜nvest in individual growth - 𝗗elegate with purpose - 𝗚ive feedback consistently - 𝗘mpower decision-making Leadership is about building bridges, not silos. 3. The IMPACT System Use this to align leadership with business results. - 𝗜nspire a shared vision - 𝗠entor emerging talent - 𝗣erform with integrity - 𝗔dapt to change effectively - 𝗖ommunicate with clarity - 𝗧ransform obstacles into growth Real impact happens when vision meets action. 4. The FLEX Approach Train leaders to shift with the moment - not snap. - 𝗙eedback-driven decisions - 𝗟istening as a superpower - 𝗘mpathy in action - e𝗫ecution excellence The best leaders flex their style—without losing focus. 5. The SPARK Innovation Model Help your team lead with curiosity and courage. - 𝗦upport creative thinking - 𝗣sych safety for risk-taking - 𝗔gility in problem-solving - 𝗥ecognize breakthrough moments - 𝗞eep learning culture alive Innovation doesn’t need a big budget. It needs a leader who makes space for ideas. Five frameworks. One goal: Better leaders, faster. Keep them simple. Make them stick. Build momentum. P.S. Want my free L&D strategy guide? 1. Scroll to the top 2. Click “Visit my website” 3. Download your free guide.

LEADERSHIP DEVELOPMENT - Future-proofing a business necessitates a focus on leadership development This includes implementing actionable tools & strategies to enhance #leadership skills, establish competency frameworks, and foster mentoring programs Essential competencies (e.g., strategic thinking, team building, and change #management are crucial for growth & preparing #future leaders Leadership development is key to organizational success, enabling leaders to align teams with #strategic goals, stimulate innovation, and navigate a changing #business evironment As leadership extends beyond hierarchical boundaries, it’s vital to equip individuals with the tools & insights to lead effectively Today’s organizations face challenges like technological advancements, increased competition, and the need for a future-ready workforce Leadership is about inspiring and mobilizing people to achieve shared objectives in a complex world. Leaders need strategic foresight, adaptability, and the ability to foster collaboration across diverse teams A structured approach to leadership development builds strong leadership & succession plans. Without a clear plan, potential leaders may be overlooked, leading to disengaged employees & over-reliance on external recruitment Leadership gaps can hinder performance, weaken morale, and impede #innovation, affecting #resilience. Teams lack direction when leaders can’t handle dynamic markets or complexities. High-potential employees may leave due to stagnation, leaving critical leadership roles vacant An erosion of leadership capacity increases risks, disrupts long-term #strategy, and reduces competitiveness In a rapidly changing era, the cost of inadequate leadership development is high Leadership competencies provide a foundation for developing leadership excellence at all levels. Structured assessments, tailored development plans, and actionable learning strategies equip leaders to address capability gaps & cultivate essential skills for future roles Leaders can create an environment where individuals thrive, teams excel, and the organization achieves sustained competitive advantage Consider these key points when investing in #LeadershipDevelopment to create resilient, innovative & future-ready teams: 1️⃣ Leadership development requires a structured approach, balancing technical expertise with behavioral competencies 2️⃣ Effective mentoring programs cultivate cleadership succession & ensure organizational continuity 3️⃣ Competency-based frameworks help leaders identify skill gaps & create actionable development plans 4️⃣ Strategic thinking & problem solving stengthened decision-making & equip leaders to align #technology initiatives with business goals 5️⃣ Cross-functional collaboration fosters better communication & collaboration for effective integration with operations 🌟 Where does your organization stand with leadership development & understanding the competencies essential for success?