We use a leadership development model based in emotional competence --> leadership style --> Culture --> Results, covering all the areas you found interesting. The program is designed to be taught in 24 modules with several assessments to achieve the "self-awareness" issues. We normally license this to people as a result of our coach training (because we found that coaching is one of the core competencies of effective leadership, but MORE than that, coaching is the "how" of leadership, encompassing key abilities such as listening, observing, discerning, modeling and delivery--that are taught in coaching.)

The coaching requires MORE time because it is experienced based, but we often see our graduates teach the leadership program covering the other four meta-competencies:

• Attention

• Intention

• Capability

• Alignment

• (Coaching is #5)

and then move those that are moving up the career ladder into the coaching program, which also is designed to be taught in 1.5 - 3 hour modules.

We have two advanced tracks (as leaders develop and want more) that involves the Leadership Development Profile (Torbert/Cook-Greuter) and Spiral Coaching, which involves yet another assessment level helping leaders to understand vMEMEs (value systems in Spiral Dynamics-an integral model) which encompasses an integral approach (individual interior/exterior and collective interior/exterior) that can be mapped onto macro org change using Ralph Kilmann's Quantum Organization Model.

The reason I went into detail is to show that this has a developmental path, good for leadership development in light of the concept of leadership pipelines (Charan, et al), validating that at each level of leadership/management there are critical passages or complexities that have to be developed over time.

For managers we use a competency assessment from Hay that helps managers to identify competence areas where they can focus and improve in order to remove sub optimal constraints in areas of:

Self-Awareness
Self-Management
Social Awareness
Relationship Management (contains the following competencies)

-influence
-inspirational leadership
-developing others
-conflict management
-change
-teamwork & collaboration

Whew...

All of this is woven into a circular/integral program of building emotional competence using the EI Theory of Performance (Goleman, et al), which is a leading indicator of leadership success.

We've had four years of experience with this model and it works, at any and all levels and can be taught to people over time, such that the consultant/coach is obsolete.

Each passage has a different set of constraints and running people through a CARWASH leadership development program without a coach helps to create the best of the worst and the worst of the best in leadership development.

If you're interested, you can drop me a note offline here