Ignite Leadership

process

the ignite framework

The IGNITE Framework isn't linear; it's cyclical. As you master one skill and elevate others, you'll identify new leadership moments that require growth in new areas. The cycle continues, deepening your impact and expanding your influence.

Leadership development doesn't have to be overwhelming. Our proven 6-step framework gives you a clear path from where you are to where you want to be.

I-Identify Leadership Moments

Recognizing where leadership is already happening.

What it means

Leadership isn't just about the big decisions or formal authority. It's happening in everyday moments when you choose to speak up in a meeting, when you give feedback that helps someone grow, when you model the behavior you want to see.

The first step is learning to recognize these moments. Most leaders miss opportunities to lead because they're waiting for a title, a promotion, or "the right time." We help you see that your leadership journey has already begun.

In practice

Identify 3-5 micro-leadership moments happening in your current role each week
Recognize patterns in when you naturally step into leadership
Understand the difference between managing and leading

Result

You stop waiting for permission to lead and start showing up as a leader today.

G-GRow one skill at a time

Focus your development for maximum impact

What it means

You don't need to fix everything at once. In fact, trying to improve in ten areas simultaneously guarantees you'll improve in none of them. Leadership growth happens when you commit to developing one skill deeply before moving to the next.

We help you identify the ONE skill that will have the greatest ripple effect across your leadership and build a focused development plan around it.

In practice

Complete assessments to identify your highest-leverage growth area
Create a 30-90 day skill development plan with clear milestones
Practice the skill in real-world situations with coaching support
Master it before moving to the next skill

Result

Tangible, measurable improvement instead of surface-level change.

N-Navigate the messy middle

Push through when growth gets uncomfortable

What it means

Here's the truth nobody tells you: leadership development is uncomfortable. You'll try new approaches that feel awkward. You'll have conversations you've been avoiding. You'll make mistakes.

This is the "messy middle, "the gap between knowing what to do and naturally doing it. Most leaders quit here because they mistake discomfort for failure. We help you navigate this phase with support, accountability, and the reminder that this awkwardness is progress, not proof that something's wrong.

In practice

Expect and normalize the discomfort of growth
Use coaching support when you want to revert to old patterns
Celebrate small wins and track incremental progress
Develop resilience in your leadership approach

Result

You build the emotional muscle to sustain change rather than abandon it when it gets hard.

I-Implement immediately

Turn insights into action without delay

What it means

Leadership development often stays theoretical. You attend the workshop, read the book, have the conversation, and then nothing changes in how you actually lead. Implementation is where theory becomes transformation.

We don't let you leave any session without a clear action plan for what you'll do differently this week. No "someday" thinking. No waiting for conditions to be perfect. Immediate, imperfect action beats delayed perfection every time.

In practice

End every coaching session with specific actions for the next 7 days
Start small: one conversation, one meeting, one decision approached differently
Report back on what you implemented and what you learned
Adjust and iterate based on real-world results

Result

Your calendar reflects your leadership commitments, not just your intentions.

T-Track your evolution

Measure progress and maintain accountability

What it means

What gets measured gets managed. You can't improve what you don't track. We help you establish clear metrics for your leadership growth, both quantitative (assessment feedback scores, team engagement, retention) and qualitative (how conversations feel different, moments of increased confidence).

Tracking isn't about judgment. It's about creating a feedback loop that shows you what's working, what needs adjustment, and how far you've actually come.

In practice

Establish baseline measurements before starting development
Use weekly reflection questions to capture qualitative progress
Conduct quarterly check-ins with stakeholders for an external perspective
Review and celebrate wins while identifying next growth edges

Result

You have proof of progress and data to guide continued development.

E-Elevate others

Your leadership is measured by who you lift up

What it means

The ultimate test of leadership isn't what you accomplish, it's who you develop. As you grow, your responsibility shifts from getting better yourself to making others better. You become a multiplier.

We help you transition from "How do I lead better?" to "How do I help others lead better?" This is where your individual development creates organizational impact.

In practice