This leadership development framework helps organizations align leadership growth with business strategy, focusing on impact, not just training.
What Is This Framework?
This Strategy-Driven Leadership Development Framework helps business and IT leaders turn leadership development into a strategic capability. It provides a structured, outcome-driven approach that embeds development into daily work, focuses on mission-critical competencies, and aligns efforts with business impact—not just training metrics.
What this is:
- Structured: A repeatable 9-principle framework that guides leadership development
- Practical: Built from models like the 70-20-10 rule, talent segmentation grids, and impact maps
- Outcome-Focused: Designed to connect development with business performance
What’s Inside
This framework includes practical models, development principles, and planning tools that you can apply immediately. It’s not just a concept—it’s a working system with the structure and guidance to help you evaluate, design, and execute leadership development programs that align with your business strategy.
Included components:
- The 9 Principles of Intentional Development: A strategic checklist to anchor leadership growth in business relevance
- “Frame It, Name It, Claim It, Aim It” Model: A repeatable process to design development paths with measurable outcomes
- Leadership Impact Map: Links competencies to business goals, creating a clear line of sight between learning and impact
- 9-Box Talent Strategy Matrix: Helps segment leaders by performance and potential to guide investment and action
- Cadence and Feedback Frameworks: Tools to structure reflection, embed feedback, and ensure learning sticks
- Neuroscience-Informed Sticky Learning Techniques: Helps leaders internalize and apply behaviors that matter
- Cohort Development Structure: Design guidance for shared learning environments, accountability, and coaching
- Development Tracking Tools: Prompts for reflection, feedback, intention-setting, and application
Why You Should Trust It
This framework is grounded in proven practices used by high-performing organizations. It’s informed by behavioral science, talent development research, and decades of real-world application in enterprise settings. Every model is practical, battle-tested, and ready for execution—no theories, just tools that work.
Why it’s credible:
- Backed by research: Incorporates McKinsey data, neuroscience, and the 70-20-10 model
- Tested in the field: Applied in strategic leadership planning and transformation efforts
- Built for leaders, not just HR: Designed for CIOs, line-of-business leaders, and HR partners
Why This Framework Matters
Most leadership programs underperform because they aren’t aligned with what the business actually needs. This framework solves that by helping you develop the right leaders, in the right way, with clear links to strategy, execution, and future capability needs.
What problem it solves:
- Misalignment: Bridges the gap between leadership programs and business imperatives
- Inefficiency: Replaces scattered training with structured, targeted development
- Underperformance: Focuses on high-impact roles, not just broad coverage
What Makes It Different
This isn’t a list of competencies or a stack of training modules. It’s a complete system for intentional leadership development—tailored to organizational goals, aligned with business outcomes, and grounded in how people actually learn and grow at work.
How it stands out:
- Strategy-first: Every development effort ties back to a business goal
- Built-in, not bolted-on: Development is embedded into real work, not extra assignments
- Feedback-rich: Designed to create learning that sticks through reflection and coaching
- Neuroscience-based: Helps leaders encode behavior, not just absorb content
How to Use This Framework
This framework is designed to be flexible and actionable. Whether you’re starting from scratch or optimizing an existing program, it gives you the models and structure to create, evaluate, and evolve leadership development in line with your business priorities.
How to apply it:
- Assess gaps: Use the 9 principles as a diagnostic to audit your current programs
- Align activities: Map development actions to business imperatives using the Impact Map
- Segment talent: Apply the 9-box matrix to target the right leaders with the right strategies
- Plan journeys: Use “Frame It, Name It, Claim It, Aim It” to structure learning paths
- Reinforce learning: Build cadences of development and embed feedback loops
What It Helps You Deliver
By using this framework, you can produce development plans and tools that go beyond theory. It enables the creation of clear, defensible strategies that help your leaders grow in ways that matter to the business—and that make a measurable difference.
Key deliverables:
- Leadership development plans: Aligned to business strategy and performance goals
- Competency maps: Focused on the critical few capabilities for future success
- Cohort designs: Structures for peer learning, feedback, and applied growth
- Talent segmentation outputs: Actionable guidance from the 9-box analysis
- Development tracking tools: Reflection, feedback, and measurement templates
What You Can Do With This Framework
The impact of this framework isn’t theoretical—it’s built to deliver value in complex, real-world environments. Whether you’re leading a transformation, managing succession, or developing digital-ready leadership, this framework helps you do it with purpose, speed, and clarity.
Business value:
- Reduce waste: Invest in high-impact roles and competencies, not blanket training
- Boost leadership ROI: Link development efforts directly to measurable results
- Support transformation: Build future-ready leaders who can execute strategic change
- Improve accountability: Embed feedback and measurement into every step
- Accelerate capability growth: Create a scalable system that builds leadership pipelines
A strategic planning framework for CIOs, HR leaders, and transformation teams who want to build leadership that drives business—not just careers.
