High Impact Leadership Model

High Impact Leadership Model

The ABAMI High Impact Leadership model is the foundation for designing leadership development journeys.

The model was developed based on our vast experience in designing and delivering leadership programs, over the last 30 years, with an aim to give leaders a defined path to effectively develop themselves and others, and to make an impact.
The High Impact Leadership model combines both smart and healthy aspects of a leader’s development journey. The four stages of achieving High Impact Leadership, addressed in the model are:

  • Leads self
  • Connects with others
  • Builds agility in the organization
  • Understands and masters the landscape
The ability to know one self, what motivates me and drives me to success.  My values, aspirations and my vison of me.

The first step to effective leadership is knowing oneself. Self-Awareness is essential to allow leaders to lead from their inner strength whilst confronting their weaknesses, developing their strengths and building healthy relationships built on trust. Knowing and leading self allows leaders to stay open to new ideas and constructive criticism. While being aware that the development journey is a never-ending exercise.

By looking inwards, we look at one’s preferred style and the strengths and weaknesses associated with their preferred style. This creates awareness for areas of development or understanding where complementary talent is needed.

Leaders will be guided to become aware of their own inner core values, talents and competencies allowing them to understand the source of their personal credibility and to lead effectively and consistently from within.


Inspiring a common vision and instilling a winning organizational culture.

Once you can lead self, you can now connect with and lead others. In this component, the leaders develop their ability to build meaningful relationships with their peers, their team members and their leaders to obtain the best results. To enable leaders to do this we equip them with an understanding of team dynamics, emotional intelligence, conflict handling, influencing skills and an understanding of the concept of the whole person. Leaders develop their talent to deal and appeal to different people in different situations to help them to evolve.


Adapting your leadership style and behavior to engage, motivate, develop and influence others

The leader’s role is to ensure the organization is agile and resilient to deal with the myriad challenges of a fast-changing environment. In this aspect, we focus on building the leader’s ability to align his team with the organization’s vision and strategy. To develop the direction, communicate it and align others to it. And when circumstances change, redirect the organization to a new more effective path to achieve the desired results. All the while building a positive performance based culture.

The ability to not just foresee obstacles in the distance, but be adaptive enough in the market to continue to meet customers growing needs.

This component focuses on the leader’s ability to read and influence the landscape while adapting the organization’s direction accordingly. To be aware of the global as well as local trends, and can be adaptive to make the organization ready to respond appropriately to remain at the forefront. To always be focused on meeting customers growing and escalating needs, and finding innovative ways to respond to the market dynamics.