THE LEADER’S IDENTITY GUIDE — FOR ORGANISATIONS

DEVELOP LEADERS WHO GROW WITH THEIR ROLES.

Your organisation needs different things from leaders at different levels.

The Leader’s Identity Guide helps leaders understand what their role requires, make the transitions that come with greater responsibility, and develop leadership capability in the people around them.

BUILD LEADERSHIP THAT GROWS THROUGH YOUR ORGANISATION — NOT DEPENDENCY ON A FEW CAPABLE PEOPLE.

TALK TO US ABOUT YOUR ORGANISATION EXPLORE HOW IT WORKS
Building leadership in others

AS LEADERS PROGRESS

THE ROLE CHANGES. THE EXPECTATIONS CHANGE. THE WAY THEY LEAD NEEDS TO CHANGE TOO.

Organisations often promote people because they’ve demonstrated outstanding capability in their previous role. However, what made them successful as individual experts isn't what will make them successful as strategic leaders. Each level of advancement demands a completely redefined mindset, a shift in focus, and a new set of capabilities.

EXPERT → LEADER

Moving from personal expertise and delivery towards achieving results through others.

Moving from personal expertise and delivery towards achieving results through others.

LEADER → LEADER OF LEADERS

Moving beyond managing individuals to developing the capability of other leaders.

OPERATIONAL → STRATEGIC

Creating the space to look beyond immediate delivery and contribute at a broader organisational level.

LEADING WELL → DEVELOPING LEADERSHIP

Moving beyond their own leadership effectiveness to building leadership capability in the people below them.

EACH TRANSITION ASKS SOMETHING DIFFERENT OF THE LEADER.
LEADERSHIP DEVELOPMENT NEEDS TO RECOGNISE THAT CONTEXT.

YOU MAY ALREADY SEE IT

CAPABLE LEADERS WORKING BELOW THE LEVEL THEIR ROLE REQUIRES.

SENIOR LEADERS CAUGHT IN OPERATIONAL DETAIL


Time and attention remain focused on work that could be owned elsewhere.

DECISIONS CONTINUALLY MOVING UPWARDS


People wait for the leader rather than developing the confidence and capability to decide.

MANAGERS SOLVING RATHER THAN DEVELOPING


Problems get resolved, but the capability to solve them doesn't necessarily grow.

EMERGING LEADERS WAITING TO STEP UP


More senior leaders continue holding responsibilities that could become development opportunities below them.

LEADERSHIP DEVELOPMENT THAT DOESN’T ALWAYS TRANSFER


People understand the skills, but familiar behaviours return when the pressure is on

LEADERSHIP CAPABILITY CONCENTRATED IN TOO FEW PEOPLE


The organisation becomes dependent on a small number of highly capable leaders

THE OPPORTUNITY IS TO BUILD LEADERSHIP CAPABILITY AT EVERY LEVEL
AND MULTIPLY IT THROUGH THE ORGANISATION.

How to expand leadership in your organisation

Exceptional leaders don’t just lead well. They develop leadership in others.

MULTIPLY YOUR LEADERSHIP

As leaders become more senior, their impact increasingly comes through the capability they build around them.

A leader who solves every problem may create results.

A leader who develops people who can solve problems creates capability.

And a leader who develops other leaders creates something even more valuable: Leadership that multiplies.

THE GOAL ISN’T SIMPLY TO HAVE BETTER LEADERS.
IT’S TO BUILD MORE LEADERSHIP.

Explore The Leader's Identity Guide

Leadership is Contextual

The same leadership development shouldn’t produce the same answer for everyone.

A frontline leader, middle manager, senior leader and executive operate in very different contexts.
Their accountabilities are different. Their time horizons are different. The people they lead are different.
And where they create the greatest value is different.
The Leader’s Identity Guide gives leaders common language and practical frameworks while asking each person to apply the thinking to their own role and context.

01

Frontline Leadership

Leading people while remaining close to day-to-day delivery.

02

Mid-Level Leadership

Leading through others, building capability and balancing operational and strategic demands.

03

Senior Leadership

Leading leaders, creating strategic space and developing capability across broader parts of the organisation.

04

Executive Leadership

Creating organisational direction, building leadership capacity and enabling leadership through multiple levels.

WHAT YOUR LEADERS WILL EXAMINE

DEVELOPMENT CONNECTED TO THE ROLE THEY ARE ACTUALLY DOING.

01

ROLE

What am I actually accountable for at this level?

02

ATTENTION

Where should my time, energy and focus be going?

03

LEADERSHIP IDENTITY

How do I see my role as a leader and where I believe I add value?

04

BELIEFS

What assumptions and beliefs are influencing the way I lead?

05

CAPABILITY

Am I solving problems for people or developing their ability to solve them?

06

LEADERSHIP BELOW ME

Am I simply leading my people — or developing leadership in them?

IMPLEMENTATION & SCALE

USE THE LEADER’S IDENTITY GUIDE IN A WAY THAT FITS YOUR ORGANISATION.

INDIVIDUAL ENROLMENTS

Give selected leaders access to the Leader’s Identity Guide as part of their individual leadership development.

LEADERSHIP COHORTS

Put groups of leaders through the journey together, creating shared language and opportunities for discussion and application

ORGANISATION-WIDE ACCESS

Make the Guide available more broadly as part of your leadership development approach.

COMPLEMENT EXISTING PROGRAMS

Use the Leader’s Identity Guide alongside existing leadership development, focusing specifically on role transition, context and leadership identity.

100+ LEADERS OPTION

DEVELOPING LEADERS AT SCALE

If you're looking to make the Leader’s Identity Guide available to a larger group of leaders, talk to us about an organisational arrangement.

For organisations enrolling 100 or more participants, volume pricing is available.We can discuss your leadership population, how you want the Guide to fit within your existing development approach, and the most appropriate way to provide access.

  • Volume pricing plans starting at 100+ licenses
  • Co-branded, printed workbook distributions
  • Dedicated implementation manager support

Request Volume Pricing

Discover customised integration blueprints, tailored delivery frameworks, and scale economies for your team.

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MAKE IT PART OF YOUR LEADERSHIP EXPERIENCE

TALK TO US ABOUT WHITE LABELLING FOR YOUR ORGANISATION.

For organisations looking for a more integrated experience, talk to us about options to present the Leader’s Identity Guide within your own leadership development environment.
Depending on the scale and requirements of your organisation, white-label options may include your organisation’s branding and a more tailored participant experience.
This allows the Guide to sit alongside your existing leadership initiatives rather than feeling like a separate external course.

TALK TO US ABOUT WHITE LABELLING

INTEGRATED EXPERIENCE

Your Identity, Our Frameworks

Keep your brand front and center. All program collaterals, digital interfaces, and framework workbooks can be fully styled with your custom color scheme and corporate insignia.

  • Co-branded physical & digital workbooks
  • Custom theme integration (Primary & Secondary colors)
  • Aligned with internal culture guidelines

BUILD CAPABILITY, NOT DEPENDENCY

What stronger leadership can make possible.

LEADERS WORKING AT THE RIGHT LEVEL

Less time stepping into work that should be owned elsewhere.

GREATER OWNERSHIP

People are given the opportunity and support to think, decide and solve more for themselves.s.

MORE STRATEGIC CAPACITY

Leaders create space to focus on the work their level requires.

STRONGER LEADERSHIP TRANSITIONS

People become more deliberate about changing the way they lead as their responsibilities grow.

LEADERSHIP DEVELOPMENT BECOMES PART OF THE ROLE

Developing people and leaders becomes part of leadership rather than something left solely to P&C or L&D.

LEADERSHIP BEGINS TO MULTIPLY

Leaders develop capability below them, creating greater leadership capacity throughout the organisation.

BUILD LEADERS WHO DON’T JUST DELIVER RESULTS — BUT INCREASE THE CAPABILITY OF THE ORGANISATION AROUND THEM.

THE DEVELOPMENT EXPERIENCE

DESIGNED TO MOVE BEYOND WATCHING CONTENT.

True leadership growth happens through deliberate practice, reflection, and real-world application—not passive consumption. Our structural methodology is built to deliver identity change.

SHORT VIDEO LESSONS

Practical concepts presented by Ross Judd.

GUIDED WORKBOOKS

Reflection and activities connected to each leader’s role.

LEADERSHIP MODELS & TOOLS

Practical frameworks that simplify complex challenges and provide clear decision-making clarity.

WORKPLACE APPLICATION

Leaders are encouraged to notice, test and apply the thinking in their everyday leadership

Workbook and frameworks

ONGOING DEVELOPMENT

New modules continue to expand the Guide, giving leaders something they can return to as their responsibilities and context change.

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THE LEADER’S IDENTITY GUIDE CAN COMPLEMENT THE LEADERSHIP DEVELOPMENT YOU ALREADY HAVE.

Your organisation may already have leadership frameworks, capability models, workshops, coaching or development programs.

The Leader’s Identity Guide doesn’t need to replace them.It can add another layer by helping leaders consider who they believe they are as a leader, what their current role requires and whether the way they lead has kept pace with their responsibilities.

That creates a useful bridge between: Knowing what good leadership looks like and
Making the transition required to lead differently.

KNOWING WHAT GOOD LEADERSHIP LOOKS LIKE

Your existing programs, values, frameworks, and theoretical tools.

MAKING THE TRANSITION REQUIRED TO LEAD DIFFERENTLY

The identity shift and core habits that make real action automatic.

TALK TO US ABOUT YOUR CURRENT APPROACH

30+ YEARS WORKING WITH LEADERSHIP IN THE REAL WORLD.

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“For me, theories and models mean very little if they don’t work in the real world.”

— Ross Judd

For more than 30 years, Ross Judd and Team Focus Plus have worked with leaders across very different industries, organisations and leadership levels.

The Leader’s Identity Guide brings that experience into a scalable development approach while retaining something that matters to us: Leadership development has to work in the real world.

TALK TO ROSS

HOW WOULD YOU LIKE TO USE THE GUIDE?

Let’s find the right approach for your organisation.

Develop Selected Leaders

Provide individual access for leaders who would benefit from the Guide.

Develop a Leadership Cohort

Create a shared development journey for a group of leaders.

Develop at Scale

Talk to us about volume pricing for 100+ participants.

Create a Branded Experience

Talk to us about white-labelling options for your organisation.

TALK TO US ABOUT YOUR ORGANISATION →

WHAT IF EVERY LEADER DEVELOPED LEADERSHIP IN THE PEOPLE BELOW THEM?

Imagine the difference... THAT’S WHAT WE MEAN BY MULTIPLYING LEADERSHIP.

TALK TO US ABOUT DEVELOPING YOUR LEADERS EXPLORE THE LEADER’S IDENTITY GUIDE