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Individual Development

At individual level, leadership development is to increase person’s capabilities to execute particular leadership role. Once
the role and crucial capabilities
for its execution are defined, it is development that take place.

There are several main ingredients that interplay in terms leadership capabilities to occur: Values, Personality, Cognitive abilities, Knowledges, Skills and Experiences. For each of these ingredients there is different space for development, starting with values (there is no such thing as values development) and ending with experience (it might be developed endlessly). Just because people are unique creatures (ingredients and interplay are never the same), it is Personalization that brings success in Leadership development at Individual Level.


Based on thousands individual leadership development cases we have been directly involved in and combining perspectives from world top researchers and practitioners, we built
Leadership Development at Individual Level® Model.

Individual Leadership Development entalent

This model takes into consideration several ideas:

personalityiconPersonality plays significant role when it comes to leadership capabilities development. People’s flexibility is limited and that is why leadership potential (personality imposed advantages and constrains) is so important.

communityIndividual development is contextual. The most important element of the context are people, not busuness priorities. Expectations and perceptions of the people around you set directions for your development.

convertAt the end of the day, leadership development means change, at least at behavioral level. People do not change anything without really good reason to do so.  Such reason or reasons are absolutely unique and might not existed at all.

leadingMost of leadership development happens during acting in a leadership role. Such experience could be provided by everyday organizational leadership work and projects only. In fact, consultants do not develop leaders, organizations do.

appreciateLong term effect of developed individual leadership capabilities depends on organizational capacity to utilize, appreciate and reward these capabilities. If these capabilities are not at the top of organizational agenda, very soon they will fade away.



Methodologies are proven in the practice sequence of activities for effective passage through one or more stages of Leadership Development at Individual Level® Model. Here we list just few:

Personality awareness-based leadership effectiveness development®

Validation of perceptions and legitimization of expectations®

Alignment with organization conversations®

Competency based leadership effectiveness development®

Six steps to leadership practice mastery®

Assessment, Challenge, Support methodology®

Challenging leadership assignments®

Peer group mutual accountability®

Path to performance®


Tools are off the shelf or customized ready to use instruments. In most cases tools help to derive and organize information, make analyses, gain knowledge, plan and trace progress, summarize and report results and many more. Here we list just few:

Personality assessments: MVPI (Values), HPI (Characteristics), HDS (derailers), Leadership potential, Business reasoning, Judgment style, EQ profile, Leader focus (Leadership style), Potential to engage, Learning tactics (Learning style), Leadership Versatility and others.

Competency assessments: 360 feedbacks, Internal and external benchmark, 360 progress reassessments, Competency mapping with personality, Competency potential assessment, Competency validation studies and others.

Specific task instruments: Models, Frameworks, Questionnaires, Surveys, Results processing forms, Benchmark data, Interpretation guides, Recommendations, Action plans and others.

Knowledge builders: Books, Workbooks, Step-by-step guides, Case studies, Explorer’s cards, Sort cards, White papers, Articles and others.

Digital based: e-books,webinars, e-courses, virtual programs, distance coaching and others.

Performance support: Tips for practicing, Planning guides, Practice guides, Leadership toolkit, Facilitation guides, Posters, Job aids,


Services are types of activities that propel tools and methodologies to work. Sometimes few of these activities are executed by organization, but we pay utmost care and assure that it happens at desired quality level and brings desired results. Here we list just few:

Group interaction: Group couching, Training, Facilitated meeting, Workshop, Presentation, Focus groups, Simulation, Group decision meeting and other.

Individual interactionCoaching, Demonstration, Role modeling, Supervision, Interviewing, Counseling, Advising, Feedback session, Consulting, Briefing and other.

Office workTool development, Research, Data collection, Analysis, Report preparation, Communication, Recommendation and other.

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