Leadership Development Framework

Using the Leadership Development Framework to develop your management & leadership practice.

About our Leadership Development Framework

The leadership development framework at Oxford reflects the input and perspectives of colleagues university-wide, encapsulating the behaviours considered important for Leaders and Managers.

Our Leadership Development Framework (LDF) consists of 3 domains:

  • ‘Being a Leader’,
  • ‘Getting Things Done’
  • ‘Working With Others’.

There are a total of 18 key behaviours within the framework – 6 within each domain.

How can you use the Leadership Development Framework? 

The following four key steps outline how to optimise your learning from the Leadership Development Framework and it’s supporting tools.   

Expand All

  • For each of the 18 behaviours there are two self-directed learning activities which are available within the Leadership Development Framework to 1) enable personal development, 2) support personal reflection and 3) optimize on-the-job learning opportunities. 
     
  • Simply find the behaviour you would like to develop and work through one or two of the exercises. While primarily tailored for people managers, these activities are beneficial for anyone interested in management and leadership development. 
     
  • If you would like to deepen your learning on any of these behaviours we recommend you then take a look at our Learning on Demand Platform (inrehearsal), where you will find additional resources to support your ongoing personal development. 

  • You can use the Leadership Development Framework – Self Diagnostic tool as part of your ongoing Leadership & Management Development at Oxford. By completing it again following intervals of self-directed personal development you will be able to understand your progress and use your insights to support longer term personal development and career plans.  
  • For example, you could use the self diagnostic tool at the beginning and end of a secondment, at the beginning of a new role or annually linked to your PDR conversations with your line manager to inform your ongoing personal development and career conversations.  You could even ask for feedback linked to specific behaviours you have been working on from peers, stakeholders, your manager and team members. 
     
  • Most of our Leadership and Management Development Programmes are now aligned to the Leadership Development Framework and so you may wish to consider attending sessions to support your development such as the Confident Manager Series. 
     
  • Remember to leave a sufficient gap (for instance, 6 months to a year) between revisiting the tool to enable your personal development journey.

Join our People Managers’ Teams channel

Click the button below to join our People Managers' MS Team.

Join Now

Please ensure you have Microsoft Teams installed on the device you are using before you attempt to join.

Self Diagnostic Tool + Results Guide

To help identify priority areas for development, download the Self Diagnostic Tool and then check your results using the Results Guide

Download Self Diagnostic Tool

Download Results Guide

Related links