Leadership models and diagrams

Practical leadership models and diagrams

This collection brings together some of the frameworks we use in our leadership and talent development work – from mindset models and behaviour change tools to team effectiveness frameworks.

They’re all rooted in the belief that great leadership starts with being human – building self-awareness, shifting behaviour, and creating deeper connections. Whether you’re designing a programme, coaching leaders or just looking for practical inspiration, these are the tools we’ve seen make the biggest difference.

The human leadership model 

Leadership development only creates lasting impact when it works from the inside out. Our human leadership approach connects personal leadership identity to measurable organisational performance – through mindset, behaviour and environment.

We give more detail about each step here.

The three foundations of authentic leadership 

To become an authentic, effective leader, you need three things: self-knowledge, self-empowerment, and self-leadership. Know who you are, believe in your ability to change, and take ownership of how you show up. 

These aren’t just human leadership skills—they’re life skills. And they’re the foundation of real, sustainable change. 

You are not your thoughts: A mindset shift for conscious leadership

Just because you think something doesn’t mean it’s true—or that you have to act on it. That is not what it means to be an authentic leader. 

You are not your thoughts. When you create space between who you are and what you think, you get to choose your response instead of reacting on autopilot. That’s where conscious, authentic leadership begins. 

Stretch zone model: How leaders grow beyond their comfort zone 

Growth doesn’t happen in your comfort zone—it happens just outside it. 

Too often, fear, anger, pride or apathy can hold us back—but if we push through the resistance, we enter the stretch zone where learning, change and real leadership development happen. 

It’s a powerful mindset reminder for anyone ready to step up and grow. 

Human leadership: The foundation of high performance

You can train someone to code, negotiate or perform surgery—but without strong human foundations, their leadership won’t stand. 

Confidence, resilience, emotional intelligence, self-leadership—these are the skills that hold everything else up. Human leadership isn’t a ‘nice to have’, it’s the base layer for success in any role, at any level. 

Want better leaders? Start here. 

The ABC model for effective leadership relationships

The ABC model is a go-to tool for building better leadership relationships. It breaks things down into three simple parts: 

• Aspiration & Agreements – Are we aligned on where we’re going and what we expect from each other? 

• Beliefs & Behaviours – What do we believe, and how does that shape how we show up? 

• Communication & Conversations – Are we having the honest, open chats that build trust? 

It’s a powerful framework used in leadership and talent development to improve communication, build trust, and create stronger, high-performing teams. 

Behaviour drives relationships: The leadership choice you always have

Relationships aren’t built on intention—they’re built on behaviour. And the good news? You always get to choose yours. 

In any interaction, it’s your behaviour that creates trust, connection, or conflict. This idea is key to leadership development: if you want stronger relationships, start by taking ownership of how you show up. 

Motivated by learning vs motivated by being right

Every conversation is shaped by what’s driving us underneath. When leaders are motivated by learning, they stay open—sharing honestly, listening fully, and being willing to change our minds. But when they’re motivated by being right, they protect, perform, and push back.  

This difference in mindset shapes how we lead, how we build relationships, and ultimately, the culture we create. The best leaders know which one they’re choosing—and what it costs when they don’t. So, using the model shown opposite, do you spend more time above the line, or below it?

Project management: Why planning beats speed in leadership 

There are two ways to run a project. 

One is to dive in, make decisions fast, and hope it all works out. You move quickly—but often end up off course. The other? Slow down at the start, take time to plan, and execute with clarity. It feels slower, but it gets you where you actually want to go. 

Great leadership means choosing intention over chaos—especially under pressure. 

Personal change 

When you want to make a change, the first step is to know it. Understand the situation as it currently is, and what the triggers are for your behaviour. The second step is to see it – visualise what you want and what the change will look like. Next, you need to voice it out loud – to yourself and others. And finally, you need to commit to doing it. You need to practise; whatever change you want to create, you need to do it over and over again, until it becomes habit. 

The Change Curve

You’re probably familiar with this one. The Change Curve is a simple, powerful way to make sense of how people respond to change on a human level. It helps us understand how people typically move through change, from initial shock and resistance to eventual acceptance and growth. It reminds us that emotional responses aren’t a problem to fix, but part of the process. When we combine this insight with the right support, we give people the tools to move through uncertainty, adapt with confidence and come out stronger on the other side.