The successful adoption of Humanized Leadership across an enterprise
should result in a stream of future-ready talent for a world that is:


Familiar with working virtually, whilst maintaining a humanized presence.


Adaptable enough to accommodate the cross-cultural nuances within any team, without compromising business objectives.


Building and sustaining that all important Trust, regardless of the multiplicity of locations from which they operate.


In order to recognize success, it is important to measure performance to prove the desired outcomes have been reached.  That’s why Humanized Leadership has partnered with Verax International.

Verax International is a world leader in creating organizational diagnostics that measure how things are done by organizations, teams, and individuals, with an analysis of their impact on business performance.

It is best known for its unique online methodology for calculating the financial value of extra contribution to business results.


HUMANIZED LEADERSHIP has overlaid its proprietary ‘Arrow of Trust’ Model on to Verax’s proven and successful diagnostics.


This is possible as the ‘Arrow of Trust’ Model is:

  • Holistic – it covers the entire Humanized Leadership Lifecycle.
  • Realistic – it is based on empirical real-life observations that have occurred repeatedly over a decade.
  • Targeted – it is designed to spot specific areas for improvement.

Expected Results over the Short Term, Medium Term and Long Term

Humanized Leadership has created two new and topical Performance Diagnostics for Leaders and their Team Members.

PEACPersonal Effectiveness (and) Adaptability (across) Cultures

  • Leader’s effectiveness within a Global Role leading Cross-Cultural Team Members.
  • Leader’s effectiveness in attaining Corporate Objectives.
  • Leader’s effectiveness compared to cultural norms within their country of origin (where data is available).

ET-VTEffectiveness (and) Trust (within) a Virtual Team

  • How Team Members view their Effectiveness and Trust compared to non-Team Members’ views.
  • How the Leader views the Team Members’ Effectiveness and Trust Level compared to how the team views itself.
  • How the Team views its Effectiveness in meeting Corporate Objectives at its current Trust Level compared to other multi national teams (where data is available).

Both Performance Diagnostics support the: 

  • Rapid identification of ‘Derailers’, which are factors responsible for ineffectiveness, and which have a disproportionate negative impact on performance, allowing them to be addressed rapidly.
  • Objective identification of areas of Development actually needed by the Leader for comparison against subjective areas wanted by the Leader, thereby avoiding mis-spend of limited budgets.
  • Establishment of objective baselines for Trust, Adaptability and Effectiveness which can be used for multiple purposes including performance appraisals; rewards; recognition; and even success-based payments to Coaching and Training service providers.


The Humanized Leadership Performance Diagnostics can be used independently of the Humanized Leadership Coaching and Training suite, but offer greatest impact when applied in an integrated manner.

To ensure the improvement in Trust, Adaptability and Effectiveness continue after any External Humanized Leadership Coaching and Training intervention, it would be helpful to license Internal Humanized Leadership Coaches.

  • A Senior Executive with a passion for developing the next generation of talent.
  • Not have any direct managerial, supervisory or reporting relationships with the people being coached.
  • Be willing to invest the time in obtain Certification/Licensing in Humanized Leadership.


The Mid-Level Executives being coached should be chosen from a pool of Volunteers who have indicated a clear desire to improve their skills in leading virtual, cross-cultural teams.

Following the success of the first wave of Humanized Leadership ‘graduates’, and the appointment of Internal Coaches, the Humanized Leadership management and behavioral model should allow the organization to re-focus on profits and not the location or personalities of its Leaders.

The Humanized Leadership model will deliver, over time, an ongoing stream of talent that is able to perform effectively in a world where virtualized communication across geographies and cultures is the norm.