How organisations deliver and embed 5R.
5R delivery and accreditation options
The 5R Leadership Programme is delivered through co-production.
Just as 5R helps leaders work with their groups, we work with organisations to understand their unique context, challenges, and aspirations. Every 5R engagement is tailored to ensure the programme is relevant, meaningful, and grounded in the realities of everyday leadership.
5R provides organisations with a robust, evidence-based framework to explore:
Who we are
What we want to become
How we can become what we want to become — together
How organisations work with 5R
5R can be introduced, developed, embedded, and evaluated in ways that suit your organisation’s size, structure, and strategic objectives. Most organisations use a combination of the options below.
Introduce
Short, high-impact entry points that introduce identity leadership and the 5R approach.
Executive briefings
Introductory workshops and seminars
CARE-based awareness sessions
Ideal for building shared language and early alignment.
Develop
A structured leadership development programme delivered over time.
Full 5R Leadership Programme
Cohort-based learning
Supported by coaching or reflective practice
Ideal for developing identity leadership capability across teams.
Embed
Building internal capability to sustain identity leadership long-term.
In-house facilitator training
Accreditation pathways
Train-the-trainer delivery models
Ideal for organisations seeking long-term impact and scalability.
Measure
Evaluating and understanding leadership capability and programme impact.
Identity Leadership Inventory (ILI)
Leader and team perspectives
Pre- and post-programme evaluation
Ideal for understanding impact and informing ongoing development.
How organisations implement 5R
The 5R Leadership Programme can be implemented in different ways depending on how leadership, identity, and decision-making are organised within your system.
Rather than a one-size-fits-all rollout, 5R is designed to be configured strategically, aligning with your organisational structure, priorities, and change objectives. Most organisations adopt a combination of approaches and evolve their implementation over time as identity leadership capability grows.
Working with intact leadership groups
Using existing leadership teams (such as executive teams or senior leadership groups) as the primary site of identity work. This approach strengthens collective leadership, alignment, and clarity at key decision-making points in the organisation.
Building connection across boundaries
Bringing leaders together across functions, disciplines, or levels to reduce fragmentation and build shared understanding. This approach is particularly effective where coordination, collaboration, or system-wide change is required.
Embedding identity leadership system-wide
Sequencing 5R across leadership levels to support vertical alignment, peer connection, and the sustained embedding of identity leadership practices throughout the organisation.
Designing the right implementation approach
There is no single “right” implementation model.
We work with organisations to design an implementation approach, or combination of approaches, that reflects how identity, authority, and influence actually operate in your system.
This ensures 5R is not experienced as a programme delivered to leaders, but as a leadership process developed with them, grounded in your context, challenges, and aspirations.
Most organisations begin with one pathway and extend their implementation over time as shared language, confidence, and identity leadership capability develop.
Delivery & accreditation pathways
5R Leadership Programme
Format: Multi-module cohort programme (typically delivered over 6 months)
Overview:
A comprehensive leadership development pathway grounded in the Social Identity Approach to Leadership. Leaders develop identity leadership capability through the five connected modules: Readying, Reflecting, Representing, Realising, and Reinforcing.
Includes:
Facilitated workshops
Leader-led team activities
Optional coaching or reflective practice
Evaluation using the Identity Leadership Inventory (ILI)
Ideal for:
Leadership cohorts, organisational change initiatives, teams seeking alignment and cohesion.
5R Facilitator Training & Accreditation
Format: Three immersive training days plus supervised co-facilitation and mentoring
Overview:
A capability-building pathway that prepares suitably qualified internal staff to deliver the 5R Programme with confidence and fidelity.
Includes:
Training in theory, facilitation skills, and 5R practice
Supervised co-delivery
Access to materials and quality assurance processes
Outcomes:
Accredited internal facilitators
Scalable delivery
Long-term internal leadership capability
Measuring impact with the Identity Leadership Inventory
The Identity Leadership Inventory (ILI) is a psychometrically validated tool used to assess a leader’s ability to create, advance, represent, and embed a shared sense of “us” with their teams.
The ILI:
Is used globally across industries and cultures
Captures perspectives of both leaders and team members
Is strongly linked to engagement, innovation, and wellbeing outcomes
Within 5R, the ILI is used to:
Establish a baseline
Evaluate programme impact
Support reflection and continuous improvement
Supporting leaders to translate insight into action
Leadership Coaching
Personalised, one-to-one support to help leaders apply 5R principles within their teams.
Delivered by 5R-trained coaches
Focused on real leadership challenges
IECL Level 1 or 2 accredited coaches
Session length: 60 minutes
Typical engagement: 3–6 sessions
Reflective Practice Groups
Facilitated small-group sessions that deepen learning and reinforce identity leadership over time.
Peer learning and shared reflection
Strengthens internalisation of 5R principles
Supports sustained behaviour change
Session length: 60–90 minutes
Typical engagement: 3–6 sessions
Additional support options
We also offer one-to-one leadership coaching and small-group reflective practice outside the formal 5R programme. These engagements are informed by the social identity approach to leadership and focus on helping leaders work more effectively with their teams, particularly in complex or changing contexts.
Interested in how coaching or reflective practice could support your context?
Talk to us about leader support options