HR Delivery 3D9C Leadership Framework
Direction. Development. Delivery.
Three leadership domains and nine observable competencies create one practical language for expectations, assessment, selection, development and succession.
Your HR Delivery directories
Explore our approach. Find your starting point.
Leadership as an operating system
Make leadership expectations visible, assessable and developable.
The 3D9C framework connects strategic clarity, people development and reliable execution. It gives organisations a consistent structure for describing good leadership while retaining the flexibility to tailor indicators to role, level and context.
The complete model
Three domains. Nine competencies. One leadership standard.
Each domain answers a vital leadership question and contains three competencies that can be translated into level-specific behavioural indicators.
StrategyCredibilityEngagementCapabilityPartnershipAccountabilityAgility
Set the course
Direction
Are we clear where we are going and what we stand for?
Direction connects activity, resources and decisions to strategic purpose.
Strategic Direction & Focus
Translate vision into clear priorities, sequencing, trade-offs and purposeful resource choices.
Credibility & Professional Judgement
Build trust through honest advice, sound evidence and consistent standards.
Innovation & Future Vision
Anticipate change and modernise services in ways that improve sustainable value.
Build people and the system
Development
Are we building capability, connection and shared ownership?
Development creates engagement, partnership and leadership depth.
Commitment & Engagement
Build pride, energy and belonging by connecting people to purpose and following through.
Collaboration & Partnership
Work across boundaries to create shared ownership and stronger collective outcomes.
Capability & Growth
Coach, delegate, transfer knowledge and build succession strength.
Turn intent into trust
Delivery
Are we executing with excellence, ownership and agility?
Delivery creates accountability, client value, operational quality and resilience.
Ownership & Accountability
Name owners, deadlines, standards and review points; address slippage and close actions.
Client Partnership & Experience
Create a responsive, professional experience from first conversation to follow-through.
Agility & Operational Excellence
Solve root causes and balance speed, quality, control and judgement.
Assessment architecture
Build a complete, evidence-led view of leadership.
Use individual instruments independently or combine them for selection, development and succession decisions.
How HR Delivery helps
Tailor, assess, develop and embed.
- 01Tailor
Confirm the leadership context, levels and critical outcomes; refine behavioural indicators without losing the core model.
- 02Assess
Use interviews, simulations, assessments and 360 evidence to create a balanced view.
- 03Develop
Translate evidence into coaching, practice assignments, workshops and individual development plans.
- 04Embed
Connect the model to recruitment, performance, talent reviews, succession and leadership programmes.