Mapping the Leadership Landscape.  The frame of reference needed to operate successfully at a certain Work Level is referred to as the Leadership Landscape. This framework is derived from the requisite organization model and is based on the premise that transitions in Work Levels and developmental levels (or phases) are discontinuous. This means that proceeding from one Work Level to a higher Work Level requires a Step Up leap in capability and vision; therefore, predictions about what is required or found at the next higher step of leadership are not cogent. This also means that each Work Level and developmental level is associated with a specific frame of reference (world view). The transition from one frame of reference to another is neither easy nor risk-free. The D.E.S.T.I.N.Y method, a guided self-assessment, provides an integrated view of a leader’s size of person (cognitively, social-emotionally ànd behaviorally) and the corresponding adding value frame of reference. A mapping indicates the developmental curve of the leader and specifies which developmental assignments will help him or her successfully make the challenging transition to the next Work Level or reveal the most appropriate deployment Work Level. D.E.S.T.I.N.Y. also reveals if the person doesn’t have the capacity to reach a work level – especially within a reasonable time frame that makes further investment  result in a fair return on investment.

Managerial leadership audit.  This process allows you to map the leadership landscapes of your business at different hierarchical levels, to identify where the fit between size of person and size of role can be improvedand, end to identify how self-management can be naturally developed at each level.

Executive coaching. To ensure leadership development investments create lasting impact, executive coaching uses performance-improvement opportunities for coachees within their organizations as the real-life contexts for learning.  This approach reaps the greatest return on investment through developing the deeper leadership capabilities needed to handle the level of complexity which corresponds with their accountabilities, not just functional skills.   Leaders will learn to optimally channel the resilience needed to navigate major changes, and build a “leadership engine” integrated with the organization’s broader norms and management processes.  

Developmental cognitive coaching. While executive coaching mainly helps the coachee become more effective in their current role, developmental cognitive coaching supports leaders in making the transition to a next higher frame of reference. This mainly happens through expanding the coachee’s thinking structures and helping him/her to reframe their perspective on business opportunities. The executive coachee learns to use (dialectical) thinking tools that enable them to identify emerging changes, develop models to create new solutions, and successfully engage in transformational projects. During the process, the executive coachee’s accountabilities are broadened into those of the next higher level, thus ensuring that the leader becomes significantly more effective at a next higher level of work complexity.