Leaders and professionals
Work on behaviour that is directly relevant to a current challenge or role.
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Leadership training
Leadership training that makes behaviour measurable.
Combine workshops, coaching and peer learning with self-reflection and anonymous feedback. This makes leadership development concrete, personal and measurable again.
- 75 specific behaviours
- Self-image and experience
- Practise and measure again
For whom
For organisations that want to make leadership development concrete.
The method supports individual growth as well as shared leadership programmes.
Teams and management groups
Develop a shared language for desired behaviour, feedback and collaboration.
HR and L&D
Add personal measurement and demonstrable learning cycles to leadership development.
Five themes
Broad enough for leadership. Concrete enough to practise.
Each theme contains fifteen observable behaviours, from development direction to concrete action.
Inclusive leadership
Psychological safety, different perspectives and awareness of power.
Communication and feedback
Speaking clearly, listening and giving and receiving feedback.
Decision-making and delegation
Involving people, making decisions and transferring responsibility.
Team development and coaching
Recognising talent, asking questions and creating room to learn.
Leadership without formal authority
Taking initiative, connecting people and exercising influence without formal authority.
Three perspectives
Feedback around the leader.
Depending on the development need, different people can share how they experience the chosen behaviour.
Peers
Other leaders share what they observe in collaboration, peer learning and shared challenges.
Team members
People from the leader’s own team reflect what makes their leadership noticeable in everyday work.
External perspectives
Colleagues from other teams, clients or other stakeholders add a complementary perspective.
Close the feedback loop.
The leader tells feedback providers what the feedback revealed, which behaviour they will practise and what will be measured again. This shows that their input is being used and helps new behaviour take hold.
The method
Training that continues in everyday practice.
Insight becomes valuable when participants can practise behaviour and people around them notice a difference.
Choose your focus
Choose a theme, situation or specific behaviour.
Measure two perspectives
Assess yourself and invite colleagues to assess the same behaviour anonymously.
Understand the difference
Compare self-image and experience and explore patterns and blind spots.
Practise and measure again
Try different behaviour and measure what people around you notice.
Together or individually
Choose the guidance that fits your practice.
Leaders in the same group can work on different themes and behaviours. The shared development cycle connects their individual learning goals.
Peer learning with leaders
Use the app as a group and discuss individual feedback, experiments and progress. Each leader chooses a theme that fits their practice.
Facilitated peer learning
DoDiversity guides the group in interpreting patterns, deepening reflection and translating insight into behaviour.
Individual coaching
A coach via DoDiversity supports one leader with the feedback, behavioural choice and embedding it in daily work.
Frequently asked questions
About leadership training with LeadershipFacts.
What makes this leadership training different?
The training connects learning to specific behaviour, feedback from the work environment and repeat measurement. Participants translate insight directly into a visible experiment at work.
Is LeadershipFacts a 360-degree assessment?
LeadershipFacts is a development tool that connects self-image with anonymous feedback. Participants choose their own focus and use the results as a starting point for development.
How long does a programme take?
That depends on the objective and audience. The method works in a compact workshop and in programmes lasting several months with practice and repeat measurements.
Can this fit within our existing leadership programme?
Yes. The app and measurement cycle can be used independently or connected to existing workshops, coaching and peer learning.
Does a group of leaders need to work on the same theme?
No. Each leader can choose their own theme and behaviour. The shared development cycle still allows the group to reflect together and learn from each other’s practice.
Let’s talk
Design a leadership programme that moves participants into action.
In a short introduction, we discuss your development needs and the right combination of method, app and guidance.
LeadershipFacts app