Yes! We are a tech company at heart, but our consultants have extensive experience in leadership development and learning design. We have developed our own methodology and point of view around leadership frameworks to create a line of sight from the company strategy all the way down to the leadership behaviors needed to execute it. Book a meeting with us if you want to learn more!

We can recommend several partners that are certified to use the Yomento methodology when creating and/or refining leadership frameworks for clients. In some projects, Yomento’s consultants work directly with clients throughout this process.

e could write 8,000 words on this, but here is the executive summary: too often, frameworks are vague, complex, overwhelming and open to interpretation. In short, they are not easily understandable and actionable for leaders in an organization, which means that our attempts to measure how well leaders “live” the framework becomes very difficult.

In short, our intention is to create a framework that is understandable, actionable and measurable. We have designed a methodology that connects the dots between strategy, leadership principles, leadership practices and on-the-job behaviors. It is - in our opinion - pretty exciting stuff!

In our experience, we have observed four main derailers. #1 is to disregard the company strategy - we believe this should be the starting point for any leadership framework. #2 is “crowdsourcing”, where too many stakeholders from too many functions are involved in providing input for the framework. #3 is a lack of prioritization, meaning that the list of leadership expectations grows too big and overwhelming. #4 is to not break the framework down into leadership behaviors and instead use broad statements on desired competencies (e.g, “adopts an entrepreneurial mindset” or “acts with integrity in all interactions”). In these cases, statements are open to subjective interpretation which makes the framework difficult to measure and it becomes hard for the leader to action this type of feedback.