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Leadership development for:

Leadership Teams Individual Leaders

Leadership Development Companion

A remarkable Leadership Development Tool that helps your leadership cohort. Recognise the strengths and opportunities they have as a team. Understand how their balance or skew as a team is likely to affect key stewardship and governance of the organisation.

  • Make decisions about delegating for better balance
  • Make strategically targeted professional development decisions
  • Learn how to adapt their style for better impact
LDP Leadership Development Companion

Leadership Development Companion

Because when leadership teams develop... their teams grow

Visually identify and discuss the leadership style markers of the leadership cohort.

LDP styles

Explore the natural tendencies of each individual leader across the core leadership functions:

Leadership tendencies line graph
  • Managing
  • Forming Teams
  • Connecting and cultivating teams
  • Navigating and providing vision
  • Growing and developing individuals

Decide as a team to:

Do Develop Delegate
  • Do What are my strengths?

    (those things we do consistently, do well and enjoy)

  • Develop What are the leadership activities and interactions we should develop our skill and comfort levels in??

    (those things we believe are important we improve and own as we become more well rounded and adaptable leaders)

  • Delegate What are the Leadership Activities and interactions we should delegate?

    (those things we do inconsistently, or perform to a standard that is counter-productive)


At the time the Leadership Development Companion is created, the LDP engine also creates a Leading Profile for each of the leaders. This is a deep dive into the strengths and leadership style of each of the leaders. This tool is designed for ongoing development with a leadership coach.

Leading profile personal leadership development tool

Leading Profile

Personal Leadership Development Tool

Because when leaders develop... their teams grow


Part 1 - High Level - your style, others styles, and how to influence them

  • About you - your Primary Leading Profile Matrix and Leadership Style
  • Recognising all Personality Profiles
  • Influencing other Personality Profiles

Practical tips on how to more effectively engage, lead and influence the primary personality types in your team.

Leading profile

Part 2 - Deep Dive your leadership profile in detail

This section provides detailed information regarding the specific dimensions that make up your primary Leading Profile.

Leveraging your style - Make the Most of Your Style

  • Intensity
  • Assertiveness
  • Risk Tolerance
  • Adaptability
  • Decision-making
  • Affiliation
  • Consideration
  • Openness
  • Status Motivation
  • Self-protection

Part 3 - Leading Interaction Scores

A fresh and different way to look at your strengths and development opportunities - as a leader, the Leading Interactions table provides a simple and clean way to target coaching, and self awareness - once again, aiding in the Do, Delegate, Develop perspective.

Leading interaction score

Managing Interactions

Approaching Complex Issues:

  • Breaking down problems into simplified elements
  • Identifying steps toward a workable solution

Controlling Processes:

  • Maintaining work flow to meet operational needs
  • Recognising and addressing potential disruptions

Enforcing Operational Norms:

  • Keeping compliance within the team’s operations
  • Aligning individual behaviour with applicable guidelines

Evaluating Individual Performance:

  • Assessing contributions against expectations
  • Providing objective evaluation of individual efforts

Maintaining Focus on Objectives:

  • Keeping the team member's attention focused
  • Reducing distractions that impact performance

Rallying Others around a Cause:

  • Engaging team members toward a compelling goal
  • Gaining the involvement of disinterested individuals

Maintaining Group Cohesion:

  • Keeping individuals on the same page
  • Encouraging camaraderie and engagement

Approaching Complex Issues:

  • Breaking down problems into simplified elements
  • Identifying steps toward a workable solution

Forming Interactions

Finding Opportunities for Synergy:

  • Seeking out ways to capitalise on available talent
  • Leveraging contributions to surpass expectations

Gaining Consensus:

  • Finding common ground amidst varying perspectives
  • Motivating individuals to support the team’s cause

Drawing out Others' Viewpoints:

  • Encouraging participation from reluctant contributors
  • They describe the levels of comfort and leadership styles of the leaders
  • Leadership styles of the leaders in 20 core leadership competency clusters

Easing Tension among Members:

  • Identifying sources of conflict among team members
  • Reducing friction, while maintaining momentum

Navigating Interactions

Adapting to Changing Circumstances:

  • Displaying confidence during times of transition
  • Encouraging stability in the face of unplanned change

Adapting to Changing Circumstances:

  • Providing calming influence during uncertainty
  • Giving clarity and direction to team members

Maintaining Optimism:

  • Providing encouragement when outlook is bleak
  • Showing a positive attitude during difficult times

Growing Interactions

Setting Clear Expectations:

  • Providing clear expectations for individuals
  • Articulating clear objectives for the team

Mentoring Followers:

  • Investing in the growth of others
  • Coaching individuals to reach personal milestones

Recognising Others' Efforts:

  • Providing effective feedback to team members
  • Encouraging desired individual performance

Connecting Interactions

Assimilating Team Members:

  • Providing a smooth transition for new members
  • Integrating the efforts of unproven contributors

Building Rapport:

  • Making a personal connection with others
  • Communicating with new acquaintances

Cultivating Team Spirit:

  • Promoting cooperation among diverse individuals
  • Encouraging a sense of team identity and unity

Part 4 - A summary of your leadership profile.

This section includes Potential Derailers, and tips on easing tension among team members and other great points to help the leadership development coaching process.

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