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Artykuły i karty referencyjne


Leadership & Soft-skills models

  • 3E Model (Encourage, Enforce, Enhance)
  • Behavioral Leadership Theory
  • BELBIN® Team Roles Model
  • Blake and Mouton’s Managerial Grid
  • CEDAR model (for feedback conversations)
  • Contingency Leadership Theory – states that effective leadership is contingent upon the situation at hand. Essentially, it depends on whether an individual’s leadership style befits the situation. According to this theory, someone can be an effective leader in one circumstance and an ineffective leader in another
  • Daniel Goleman’s 6 Leadership Styles
  • DISC D3
  • Extended DISC
  • Fiedler’s Contingency Model – using this model, you’ll identify your own leadership style, assess the situation that requires leadership, and determine whether you’re the right leader
  • FRIS
  • Full Range Leadership Model (FRLM) – general leadership theory focusing on the behaviour of leaders towards the workforce in different work situations. The FRLM relates transactional and transformational leadership styles with laissez-faire leadership styles.
  • Gallup StrengthsFinder 2.0
  • Insights
  • Kotter’s 8-Step Change Model
  • Kurt Lewin’s Leadership Styles Framework – three distinct leadership styles: autocratic (authoritarian), democratic (participative), and laissez-faire
  • Max Weber’s Leadership Model – tripartite theory of authority that remains a handy framework to probe leadership questions today. In his essay “The Three Types of legitimate rule” he identified how leaders are legitimized by three types of authority: traditional, charismatic, and legal-rational.
  • MindSonar® – an interactive tool that examines people’s value systems, their hierarchy of values and thinking patterns. It is the first psychometric tool to measure the way people think in specific situations (contexts).
  • Myers–Briggs Type Indicator (MBTI)
  • Master Person Analysis (MPA) – a psychometric diagnostic and analytical tool based on a recognized scientific model. The MPA is suitable for potential analyses in the context of coaching and for assessing and evaluating personality profiles during personnel selection processes.
  • Nonviolent Communication (NVC)
  • Roman Pichler’s Feedback Framework
  • Satir Change Model – The Satir model is a 5-stage change model that describes each stage’s effects on feelings, thinking, performance, and physiology when an individual goes through change.
  • Servant Leadership Approach – focuses on improving people, society, and organizations. Servant leaders serve others, which leads to strong ethics, and engaged, motivated employees. If gone too far, organizational goals and purpose might become secondary.
  • Strength Deployment Inventory® (SDI)
  • Structogram® – a tool to visualize the result of bi-structural analysis, it shows the genetically determined basic personality structure.
  • Situation-Behavior-Impact (SBI)™
  • Situational Leadership® – builds on group maturity, four situation types, and two leadership behaviours, resulting in a very concrete leadership model with telling, selling, participating, and delegating leadership styles
  • Thomas Kilmann Conflict Model
  • Thomas-Kilmann Conflict Mode Instrument (TKI®) assessment – provides insight into an individual’s typical response to conflict situations using one or more of five conflict-handling modes, or styles: competing, accommodating, avoiding, collaborating, and compromising. These modes reflect varying levels of assertiveness and cooperation.
  • Transactional analysis – a psychoanalytic theory and method of therapy wherein social interactions (or „transactions”) are analyzed to determine the ego state of the communicator (whether parent-like, childlike, or adult-like) as a basis for understanding behaviour.
  • Versatile Leadership
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