EXPLOSIVE GROWTH. CHANGE. DISRUPTION. CRISIS. COMPLEXITY.
These are words that were once used to describe rare, high-impact events like wars or economic downturns. Today, they have become part of our everyday vocabulary—used to signify both imminent threats and challenging steps toward desired goals. Despite their frequency, these words carry the same urgency as ever, highlighting how rapidly the world has evolved. Leaders now face unprecedented pressures to adapt, embracing new mindsets for navigating today’s volatile environment.
During my corporate career, I encountered the quote: “Leadership is as much about who you are as what you do.” (Unknown) While it resonated deeply, I noticed a gap in leadership development training. Programs often focused on improving “what you do,” but not on “who you are” as a leader. The emphasis was on honing skills, not on mindset shifts. But this gap has gradually begun to close.
Researchers examined how cognitive development could keep pace as the world grew increasingly complex. The results were promising, revealing that individuals can continue to mature mentally and psychologically well into adulthood. Developmental psychology pioneer Robert Kegan coined the term “Vertical Development” to describe this kind of growth, which is particularly relevant for leaders. To understand it fully, it helps to contrast it with Horizontal Development:
Horizontal Development is about enhancing skills, refining existing ones, and modifying specific behaviors—sometimes referred to as “The Outer Game.” As the image describes, it’s the “doing” part of leadership.
VERTICAL DEVELOPMENT or “the Inner Game” focuses on your mindset – how you think, your understanding of your impact on others and expanding your leadership capacity. As the image shows, self awareness, challenging limits and creating new thinking are a few of the elements within Vertical development .
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A quote from a Forbes article underscores the importance of Vertical Development for effective leadership in today’s complex world:
“Vertical development isn’t about training a leader in skills; it’s about transforming the ways a leader thinks, which will impact what they do and how they behave. In vertical development, you pay attention to becoming more adaptable, more self-aware, more collaborative, and able to span boundaries and networks.”
Vertical and Horizontal Development work in tandem. With a focus on Vertical Development, Horizontal Development goals are more likely to “stick,” as our behaviors align more closely with our evolving beliefs.
How do we introduce leaders to the value of Vertical Development? Deep, transformative change often encounters resistance. As a coach, I rely on the Leadership Circle® 360 Profile—a tool that is both practical and powerful. Having experienced various leadership assessments, I find the Leadership Circle® 360 Profile uniquely effective. It identifies underlying beliefs and assumptions that limit leadership effectiveness and, ultimately, business performance.
The insights are often eye-opening and actionable for my clients, fostering transformative changes for both individuals and teams. A recent participant in our Constellation Leadership Program shared:
“…I have taken a few leadership and professional development courses, but none have done what this course has. It truly changed the way I think as well as how I interact with my environment and people to create a more productive workplace.”
— Medical Doctor, Participant in the 2024 NMA-sponsored Physician Leadership Academy
Interested in exploring how Vertical Development can contribute to your leadership journey or expand your team’s effectiveness? Embracing this approach can drive the deep, transformative change that today’s challenges demand. Reach out to us to learn more and let’s start a conversation about expanding your leadership potential.
