In the current volatile and uncertain work environment, being a leader requires more complex, diverse, and adaptive thinking skills for organisational relevance and sustenance. While many leaders focus on expanding their skill sets and competence, this is no longer sufficient in today's fast-paced business world. Therefore, vertical leadership development becomes the focus for developing leaders to think in agile ways and solve unprecedented challenges. Vertical development is a form of leadership development that concentrates on upgrading the internal operating system of leaders. It involves developing one's capacity to interpret experiences in more sophisticated, cognitive and emotional ways. Discover how deploying vertical leadership development will have a positive, transformative effect on your entire organisation. In this slide, you will find fundamental strategies and tools to help you develop exceptional leaders vertically. You will also learn; What Vertical Leadership Development is about. Some problems with leadership development . Why vertical development differs and is recommended compared to horizontal development. The Three Vertical Development Levels and how to determine the vertical altitudes of your mindset. The Three Vertical Development Levels and the vertical altitudes sets of mindset.

1. Cracking The Vertical Leadership
Development Code
Strategies for activating and strengthening effective leadership development programmes

2. What level of
leadership mindset
are you operating?
In this moment, are
you above the line
or below the line?

3. Leadership Trend
The accelerating rate of complexity that organisations
are facing has outpaced the development of
organisations’ leaders.
Many leaders move up the leadership ranks because of
rewards more than leadership responsibilities. They
overlook vertical development, yet it remains the key to
transformational improvements in our development
efforts and the training of exceptional leaders.

4. Problems with Leadership Development
Leadership training is a 366-billion-dollar global industry. Despite that 75% of organisations
say their leadership development programs are not very effective.
A primary reason for the lack of development effectiveness is because they solely focus on
horizontal development “tooling up” instead of vertical development “leveling up”.
⮚ Lack of diversity
⮚ The Leadership style or managerial
barriers
⮚ Former leadership hierarchy
⮚ Inconsistent buy-in across the
organisation
⮚ Limited to traditional approaches
⮚ Lack of strategic clarity
⮚ Fails to meet the demand of escalating
complexities.
Some of the problems with ineffective
leadership training are:

5. Forms of Leadership Development
********************
As business leaders, it is important to understand that there are two widely-recognised forms of development
in the business world today. They are:
Adding more
knowledge, skills,
and competencies to
a leader.
Horizontal
Leadership
Development
01
Growing ability to
think, feel and act in
more agile and
adaptive way.
Vertical
Leadership
Development
02
Click here to read: 6 Tips to Get Leadership Buy-in for Training Success

6. Horizontal Leadership Development
Horizontal Leadership Development focuses on technical
competencies and subject-matter expertise. It is what we
typically think of when it comes to leadership development.
Horizontal leadership development increases the size of your
mental hard drive. It aims to help individuals/leaders do more
than what they could do previously by expanding or adding to
their toolkits.
Click here to read: How to Build Leadership Capabilities for Successful Business Transformation

7. Vertical Leadership Development
Vertical leadership development is elevating our ability to make meaning of
our world in more cognitively and emotionally sophisticated ways. So, the
focus here isn’t on doing more but on upgrading one’s internal operating
system (being better).
It helps Leaders put their acquired knowledge into practice; vertical
development is connected to our neural system and designed to activate
and strengthen our positive mindset neuro-connections, speed and power.
If we want to move the needle on our leadership effectiveness, the focus
should be on Vertical Leadership Development.
The Missing
Piece In
Leadership
Development
!!!

8. • Concentrates on subject-matter
expertise and doing more.
Horizontal Leadership
Development
• Focuses on agile and adaptive
responses to increasing level of
authority; being better
Vertical Leadership
Development
VS
Focus:
Approach
Limitation
Benefit:
• Expand knowledge and skills to
be more competent
• Does not help leaders broaden in the
things they can do but helps them
improve in the things they already do.
• Does not help leaders effectively
navigate stress, pressure,
uncertainty and complexity
• Expanding Mindset, thoughts and
behaviour.
• Enhance breadth in the tasks one
can perform
• Helps leaders naviagate stress,
pressure, uncertainty, and
complexity more effectively
Impact: • Incremental Growth
• Transformational beneficial

9. The best way to vertically develop is to focus on our
“meaning makers,” our mindset; the engine of Vertical
Development is the mindset.
A great mindset sets the tone of an organisation. Leaders
will always need the basic skills to meet the demands of
their position. But highly developed soft skills are critical in
today’s volatile business world, where agile, effective
problem-solving is key.
There are three vertical development levels our minds
operate in, they include:
Developing Vertically

10. The Three Vertical Development Levels (The Mind Levels)
The mid point of the internal
operating system (self-
focused Reward Mode)
Mindset 2.0
The base level of vertical
development (self-
preservation mode)
Mindset 1.0
Highest level of the internal
operating systems
(Contribution Mode)
Mindset 3.0
Each of the three mind levels has an internal operating system programmed to fulfil certain needs, and they have
associated fears that go along with it. Also, the three (3) levels create a framework to help us to become more
aware.
Click here to read: Tips to Getting the Best Value from Your Leadership Development Programmes

11. 64% of all adults and 7% of executives primarily
operate at this level.
The internal operating system is programmed to
obtain basic needs like safety, protection, and
comfort. Focus is also on our belonging in or
fitting in (It drives the individual to stand in).
Together, these needs and fears cause us to be on
the near-constant lookout for threats to image,
ego, and identity.
Self-Preservation Mode
Mind 1.0

12. 35% of all adults and 85% of executives primarily
operate at this level
The internal operating system of Mind 2.0 is
programmed to drive the individual to stand out. It
drives individuals to focus on getting ahead, advancing,
and rising above. Leaders in this mindset keep score
with things like pleasure, wins, gains, results, praise,
popularity, power, privilege, and success.
Their biggest fears revolve around being obsolete or
redundant; failing, falling short, or losing; and not being
seen of value.
Self-Focused Reward Mode
Mind 2.0

13. 1% of all adults and 8% of executives primarily operate
at this level.
The internal operating system in Mind 3.0 is
programmed to contribute, add value, and lift.
In Mind 3.0, we have the empowering fears of not living
up to our most ideal self, not fulfilling our purpose, and
not lifting.
When we have these needs and desires that exist
beyond ourselves, we don’t feel the need to hold tightly
to our own personal identities and to look good. We
have the right cognitive and emotional sophistication to
lead.
Contribution Mode
Mind 3.0

14. Many people fit in multiple mind levels, while some spend a
certain amount of time in each of them. In order to determine
your vertical altitude, you have to understand the different sets
of mindsets…
The Different Sets of Mindsets
Growth Mindset
Fixed Mindset
Skill 1
Open Mindset
Inward Mindset
Growth Mindset
Fixed Mindset
Growth Mindset
Fixed Mindset
Skill 1
Open Mindset
Growth Mindset
Growth Mindset
Fixed Mindset
Open Mindset
Inward Mindset
Successful organisations have mind
3.0 Leaders at the top.
Close Mindset
Outward Mindset
Prevention Promotion
Low Altitude
Mindsets
High Altitude
Mindsets
Click here to read: Build to Last: Succession Planning Steps for Your Organisation

15. Here are some tools that will help in the
process of vertical leadership development:
⮚ Mindset assessment
⮚ Collective mindset report
⮚ Mindset exercises
⮚ Implement Growth and Mindset Training
Programs
⮚ Digital Mindset Coaching (Microlearning
tool)
⮚ 90-degree feedback around vertical
development and mindsets.
NOTE:
Many modern leaders react and get defensive when they
experience a threat to their ego. So in many ways, the below line is
natural and normal to them.
But to be above the vertical line, learning and growing are very
crucial.

16. What We Gain by Employing Vertical Leadership
Development:
✔ Leaders can navigate feedback situations more
effectively.
✔ It brings about transformation
✔ There is deepened self-awareness
✔ Elevate leaders and employees’ ability to make meaning
in cognitively and emotionally sophisticated ways.
✔ Provides enhanced sophisticated internal operating
system.
✔ We upgrade our internal operating system to go from
dependence, independence to inter-dependence

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