Leadership isn’t one-size-fits-all. We draw from a range of proven leadership development frameworks to support individuals, teams, and organizations in building strong, authentic, and sustainable leadership practices. These models provide structure, insight, and actionable strategies for growth. 

 

Leadership Development models are used individually or integrated based on your goals, industry, and leadership context. Some examples include the following:

 

The 5 Languages of Appreciation in the Workplace

Developed by Dr. Gary Chapman and Dr. Paul White, this model helps leaders and teams foster a culture of recognition and respect. By understanding how individuals feel valued—whether through words of affirmation, acts of service, quality time, tangible gifts, or appropriate physical touch—leaders can improve morale, engagement, and retention.

 

Lawyers as Leaders

Tailored for legal professionals, this model emphasizes leadership as a core legal competency. It integrates critical skills such as ethical decision-making, communication, influence, emotional intelligence, and navigating complexity. This approach helps attorneys step beyond technical expertise and into strategic leadership roles within firms, government, or public service.

 

OPM’s Five Executive Core Qualifications (ECQs)

Used across federal government leadership development, the ECQs define what it takes to lead at the Senior Executive Service (SES) level. They include: Leading Change, Leading People, Results Driven, Business Acumen, and Building Coalitions.

 

The Leadership Challenge – The Five Practices of Exemplary Leadership®

Based on the work of Kouzes and Posner, this model is practical, research-backed, and highly effective in building authentic, value-driven leadership at all levels. This widely respected model outlines five key leadership behaviors: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart.

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Lead From Where You Are

You don’t need a title to lead. Every person, regardless of their role, can take responsibility for improving their team or organization by choosing to lead through intention, relationships, and action.  We help clients see themselves as leaders, regardless of their formal position, and we offer strategies to strengthen connections and morale with their teammates and colleagues.