• The LEADERSHIP DELIVERABLES described by the Direct Leadership® concept are inherent in any leadership position.
• The Direct Leadership® roles, styles and the notion of leadership opportunities are tailored towards motivating, engaging and supporting  employees in successfully reaching agreed goals. 
• If your direct reports are also leaders, Direct Leadership® provides a language to discuss the leadership deliverables needed vs their employees.

When you have direct reports, you need Direct Leadership®.

• Situational Leadership (SL) was one of the earliest models that taught leaders to vary their approach to employees. 
• Direct Leadership® was developed after the turn of the millennium and is particularly suited to the knowledge society and the current changes in how work is organized. 
• The idea in SL is that the defining criteria in selecting an approach to an employee is each person's degree of competency and willingness om relation to a task. And if you have precisely identified these two factors then there is one best approach to interacting with him/her. 
• Direct Leadership® tells the leader to catch and assess every leadership opportunity, select a style that reflects the leader's intention while keeping in mind everything the leader knows about the individuals involved. 

Situational Leadership may be a nice complement to a Direct Leadership® training but can never replace it. 

• In recent years, partially as a result of the IT development, new approaches to organizing work have emerged (Agile/Scrum, Self-leading employees, Disruptive Organisations, etc.). Approaches that change the perception of where the responsibility for leading people resides. Sometimes leadership is carried out exclusively by the Scrum master during a ”sprint” period. At other times, employees are asked to be self-leading.
• Direct Leadership® is a reflection of employee needs and the focus is on deliverables.
• This means the responsibility for carrying out leadership can shift to where it is called for. 

Direct Leadership® is particularly well-suited for these new work formats.

• Ram Charan’s book "Leadership Pipeline" focuses on a leader's career ladder which he describes as relating to 7 organizational levels. For each level, Dr. Charan describes a specific set of competencies. 
• In organizations that are structured in accordance with these 7 levels, Direct Leadership®'s LEADERSHIP DELIVERABLES is an effective tool to operationalize each set of competencies and translate those into clear and consistent day-to-day leadership behavior

Direct Leadership® turns competencies - as well as personal skills - into clear and consistent day-to-day guidance of employees.

• Direct Leadership® is unique in it's focus on LEADERSHIP DELIVERABLES.
• This makes it operational as well as easy to learn and implement.
• This is particularly useful in the modern agile work environments where many new "actors" are requested to carry out a share of the organisation's leadership efforts.
• The leadership deliverables consist of 7 roles, 4 styles and a fundamental understanding of the nature of leadership work. These are tailored to emphasize what leader's need to emphasize and support among employees.
• Other factors in how leadership comes across, such as the leader's personal skills and authenticity are outside Direct Leadership®'s immediate focus.

A Direct Leadership® training or test will typically reveal the specific development needs of the participant.

Direct Leadership® comes in many formats: 

• Traditional classroom training
• Online training
• Online training with 1:1 coaching

And many languages: 

• English
• Danish
• Chinese
• Dutch
• Spanish
• Swedish
• Japanese
• Indonesian

And there new tools in the pipeline!