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Employees call for visible and engaging leaders – especially when work “turns agile”

Employees everywhere complain about invisible and un-engaging leaders. This problem will increase with the changes we are currently undergoing when it comes to how work is organized.

The solution lies in shifting focus from competencies and personalities to leadership deliverables.

In Earlier Times a Look at the Organization Chart would Tell People’s Responsibilities and Their Le…

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With Leadership Deliverables gender equality becomes a non-issue

Plenty of research tells us that gender equal leadership teams make better decisions, which in turn leads to better financial performance. As a consequence, organisations all over the world have adopted gender equality policies.

Nonetheless women’s representation still diminishes as power increases. In fact recent research shows: 

1. That women only occupy 20-25%[1] of the C-suite positions of this world…

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Succession Planning is often easier to agree upon than to implement

Nothing is easier than recognizing the need for a well designed, smooth leadership succession program. Identifying and grooming specific people to take over when a manager moves on in the organisation or leaves is a way to ensure consistency and organisational resilience. But just filling gaps isn’t everything to strive for.

Leadership succession is leadership development

A succession planning progr…

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Leadership Deliverables is the Essense of the Model

In essence The Direct Leadership® Model explains the leadership deliverables that need to be mastered for a leader to effectively lead his/her staff. The leadership deliverables are designed to engage and motivate employees and create visible and present everyday leadership.
 

Everyday Operational Leadership 

The Direct Leadership® Model defines a leadership narrative (which equals a job description) by means of a set…