The AIIR Leadership Framework

Capacity to be true to one’s own personality, own one’s limitations and mistakes, ask for advice, and receive constructive feedback.

Conducting oneself in a way that demonstrates to others reliability and intention to do the right thing.

Capacity to understand and relate to another’s emotional state and see things from their perspective.

Taking time to see another’s perspective in a way that makes the other person feel understood and without interjecting one’s own beliefs or opinions.

Working to build relationships with people who may be helpful in achieving work-related goals and establishing advantages.

Proactive investment in developing and maintaining relationships over time.

Constructively addressing disagreement to achieve an optimal resolution that minimizes negative impact and leverages positive conflict.

Clearly conveying thoughts, feelings, ideas, and expectations verbally and nonverbally across methods.

The ability to have a motivating effect on others without exerting power and control.

The willingness of an individual to account for their actions, accept responsibility for them, and share results in a transparent manner.

Helping others improve performance by posing probing questions that guide them toward learning, development, and finding their own solutions.

Efforts that foster learning, employee engagement, and employee development to drive productivity and organizational performance.

Inspiring others’ commitment to their work and organizational excellence.

Providing others with a sense of ownership and the means to achieve something.

Focusing on the efficiency and productivity of a team.

Investing in the team dynamics and interpersonal functioning of the team.

Effectively working with others to actualize a common purpose or achieve a shared goal.

Team Leader skills that enable others to work together in a way that produces results and value beyond what could be achieved individually.

Establishing and communicating a clear and compelling future state, usually connected to organizational advances, and reinforcing it over time.

Introducing a new idea or concept, or advancing an existing idea or concept, in order to derive a novel solution to an existing problem.

Communicating and living the organization’s values and aspirations.

To understand the bigger picture of the organization’s current state, where it needs to go, and devising a plan for how it will get there.

The ongoing process of setting goals, making plans, and adapting to realities in order to execute on a strategy.

Managing relationships, expectations, and information sharing with the key people who are crucial to the success of a project or initiative.

Effectively introduces and manages organizational change with clear communication and an ability to lead others through ambiguity and resistance.

Capacity to bend and flex one’s leadership style to match the situation.

Successful actualization of a strategy or set of objectives through collaboration, planning, coordinated action steps, and measuring results.

Introducing intentional practices to grow an organization’s current culture to an ideal state.

Fostering an environment of connection, respect, involvement for all members of an organization to foster engagement and value creation.