Leadership Deliverables are Essential to the Leader's Success and the Organisation's Performance

Today's typical leadership training is a mix of contextual understanding, people skills (behavioral competencies and personal development) and authentic behavior.

But none of these automatically translate into positive, engaging interaction between leaders and their staff.

It is necessary to also teach leaders when to engage with employees, what to emphasize in a given situation and how to communicate.

This is what Direct Leadership® does. 

Direct Leadership® is the only model that teaches the leadership deliverables.

While contextual understanding, people skills and personal authenticity are certainly important for leaders, they do not in themselves lead to the goal.

Because reaching the goal of a visible and engaging requires knowing and applying the leadership deliverables.

Start with the Leadership Deliverables and Follow-up with Additional Skills

As a professional, you already have a training toolbox. So how do you add something like Direct Leadership®?

Whether your client is new to leadership or somewhat experienced, we generally recommend to launch a Direct Leadership® blended learning program - i.e. the online course, followed by workshop or a 1:1 coaching program.

For the less experienced leader the groundwork will be laid. And a subsequent Direct Leadership® Mastery Test will reveal what sort of competencies training and personal development could be beneficial to add. 

For the already seasoned leader, Direct Leadership® is a model that "connect the dots" and allows pre-existing passive leadership knowledge to become active. 

For both, all subsequent refinements of their skills may be immediately applied, because they know exactly where, when and how to assimilate them into their leadership deliverables. 

Rapid Change to the Organization of Work makes a Focus on Leadership Deliverables especially Important

Mastery of the leadership deliverables is even more important in a time characterized by:  

• rapid disruption
• new generations in the workplace
• frequent changes of strategic priorities

Leadership responsibility is no longer limited to those who hold certain hierarchical positions. It shifts between different people and it does so frequently. In today's workplace people will oftentimes need to take leadership for a shorter or longer period at very short notice. 

The 3 Operational Components of Leadership Deliverables

The components of the Direct Leadership® leadership deliverables are: 

• Leadership Opportunities - the awareness that leadership must be delivered, when an opportunity appears
• 7 Leadership Roles - seven areas of responsibility, that together cover the leader's responsibilities to his/her employees. The seven roles initially bring the leader awareness of interactions that contain leadership opportunities. But subsequently they become a tool by which the leader may address matters among staff with optimal clarity and consistency. 
• 4 Leadership Styles - the Catcher style, which is used to detect Leadership Opportunities and three 21st century action styles, that must inevitably be mastered by a leader. 

Embracing these, the leader will possess a simple and operational model to identify when and how to best intervene in any given situation. 

Strategic Tool for the Organisation

A shared, non-personalized language to discuss and improve the leadership deliverables is a strategic tool for the organisation. It works as a set of handles to turn up or down and as a constant that may be used to navigate by.

This, however isn't the case for competencies and personalities.

Because leadership deliverables are not personal, but just some handles to be turned, it is possible to have a strategic discussion about what to emphasize in order to best implement the business goals without pointing fingers at anyone's competencies or personalities. 

Direct Leadership® is Radically Different from Other Programs

The focus on leadership deliverables makes Direct Leadership® radically different from personal development, competencies based training and authenticity programs. While these perspectives are important ingredients in leadership development, they don't translate to clear hands-on leadership and engaged employees unless the leader has a clear understanding of the leadership deliverables. Thus Direct Leadership® is perfect both as a stand-alone concept and in combination with any of the existing leadership development programs currently on the market.

Multi-Lingual

The Direct Leadership® training and materials are currently available in English, Chinese, Spanish, Japanese, Indonesian, Swedish, Danish and Dutch.