DIRECT LEADERSHIP™ - an innovation in leadership development...
Instead of teaching or measuring leadership competency the DIRECT LEADERSHIP™ model outlines a set of LEADERSHIP DELIVERABLES that together with the notion of leadership opportunities provide overview and empowerment.
The model includes 7 areas of responsibility, which the leader must all pay attention to when interacting with staff. Likewise there are a set of 4 contemporary leadership styles, which must all be mastered. When leaders have a firm grip on the array of leadership responsibilities they may seize the leadership opportunities when they occur - and take relevant action in the style which reflects their intention in given moment.
The book provides understanding - the training leads to the desired result!
DIRECT LEADERSHIP™ makes leadership concrete and measurable by mapping the demands and tools of the leader's job.
The model lends itself equally well to training and coaching.
A central tool in the application of the concept is the DIRECT LEADERSHIP™ board game which trains the leader's overview and ability to manoeuver in relation to his/her employees.
Application of the model has a direct impact on employee productivity and motivation.
Organisations who do not provide this overview and ability to manoeuver to their leaders fail both their leaders and their staff.
Buy the book (DANISH VERSION) ...
Buy the English book...
During my many years as a leader, I have learned that the job requires that we constantly seek to increase our leadership competencies. Consequently, loads fof management books and leadership theories have found their way to my book shelf and has contributed to my development as a leader. Nonetheless, it is in the day-to-day interaction with my organisation that I learn and grow. During this interaction with employees and colleagues I often need concrete practical tools. I have found this in Direct Leadership. This book cannot be found on my book shelf – I carry it iwith me. In this way it is always at hand whenever I need to get some grounding in my leadership work.
(Helle Gitz-Johansen, E-MBA, EHS Senior Manager, Danish toy producer)
The strength of Direct Leadership is that the starting point is the direct leader’s day-to-day challenges. This means that is is a very practical approach to leadership. The seven roles give an overview of the many facets of the job, and the four styles show that there are different ways to approach the leader’s job depending on the situation and the leader’s intention. To me Direct Leadership has been a very useful tool in creating clarity about the demands and expectations from leaders at different organisational levels. The model provides food for dialogue and reflection and contributes to creating awareness about the complexity of the leadership deliverables for individuals as well as for an organisation.
(Bente Balling, Manager, BUPL Unemployment Insurance Team)
DIRECT LEADERSHIP™ -clarity and consistency in everyday leadership