The middle tier of the pyramid addresses a leader’s skills. Conventional thinking considers skills merely a person’s abilities. In the MSK Framework, the skills level seeks to answer the question: Who are you as a leader? Emotional intelligence reigns supreme here.

Leader developm...

To begin exploring and cultivating a leader’s mindset, organizations should shift from “telling” to “inquiring.” Directive dialogue teaches your direct reports about how you think.

Inquiry creates the opportunity for your direct reports to slow down and gain insight into how they think. W...

Organizations should invite leaders to identify no more than two areas in the emotional intelligence domain on which they would like to focus. The areas selected will offer greater insight into the question: Who are you as a leader?

• During periodic assessments, organizations can ask ...

This approach builds on the Day, Harrison, and Halpin’s view of leader development, which argues that improving leaders’ knowledge, skill, and attitudes will increase their capacity.

The pyramid shaped MSK Framework takes these principles a step further, offering organizat...

The foundational level of the MSK Leader Development Framework pyramid targets a leader’s mindset, in particular, the beliefs that orient the way we handle situations and sort out what is going on.

In order to assess what a leader can do and build additional capacity, the organiza...

The top tier of the Framework considers a leader’s knowledge. Knowledge includes the leader’s technical training, socialization, and executing abilities. Some organizations focus on this tier at the expense of the previous ones, but a shift in perspective can produce significant results, part...