The LQ8 Framework

A Modern Model for Modern Leadership

The LQ8 is a robust, evidence-based framework designed to measure and develop the eight core competencies that matter most for leadership effectiveness in today's complex world.

The Four Quadrants of Leadership

The LQ8 model is organized into four distinct but interconnected quadrants. Each quadrant contains two core competencies, providing a comprehensive map of the modern leadership landscape. Click on a quadrant to explore its competencies.

Inner Compass

The internal drivers of awareness, ethics, and resilience that ground a leader’s decisions and behaviour.

Thinking in Motion

The cognitive agility to navigate complexity, adapt to change, and make sound judgments in dynamic environments.

Relating to Others

The interpersonal skills required to build trust, foster collaboration, and influence a diverse range of stakeholders.

Progress & Growth

The drive to execute with excellence, achieve results, and develop the capabilities of oneself and others.

Emotional Intelligence

The ability to notice and understand emotions in oneself and others, regulate responses in high-pressure situations, and respond with empathy without avoiding difficult truths.

Behavioural Elements:
- Stays calm and constructive when under pressure or provoked.
- Reads the emotional tone of meetings and adapts communication accordingly.
- Balances empathy with candour when delivering feedback or bad news.
- De-escalates conflicts by acknowledging emotions while steering toward solutions.

Why it matters: Predicts leader effectiveness in high-interpersonal contexts; reduces conflict escalation and builds team trust.

Ethical Leadership

Leading in ways that demonstrate fairness, transparency, and consistency between words and actions, especially when stakes are high or trade-offs are difficult.

Behavioural Elements:
- Makes decisions that balance results with fairness and integrity.
- Is seen as principled and trustworthy; avoids double standards.
- Role-models ethical standards, even when it slows immediate results.
- Speaks up against misconduct or “grey area” practices.

Why it matters: Strongly predicts employee trust, commitment, citizenship behaviour, and reputational resilience.

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