Leadership Training – Arthur Carmazzi | Leadership Development

Why is Leadership Development Important?

According to research, leadership development enables organizations to do the following 4 things that drive sustained success: Improve bottom-line financial performance.

  • Leadership development builds capacity to reduce costs, drive new lines of revenue, and improve customer satisfaction.
  • Leadership development boosts employee engagement increases the organization’s ability to deal with gaps in the talent pipeline, and reduces the headaches and costs associated with turnover.
  • In addition, it’s often significantly less expensive to develop, coach, and promote people internally over the long run than to hire someone externally, which makes leadership development a good investment.
  • Leadership development allows organizations to shape the culture and strategy of the business.(ccl.org)

The Benefits of Leadership Development

  • Aid a person who is transitioning from only leading themselves, to a leadership position where they now need to lead a group of people.
  • Leadership development programs give people important leadership skills and attributes they need to be an effective leader, such as communication skills, motivation, and inspiration, as well as better decision-making skills and accountability.
  • Improved leadership skills allow for greater innovation According to the Harvard Business Publishing Corporate Learnings 2018 ‘State of Leadership Development’ report, 16 80% said companies need more innovative learning techniques in leadership development programs. (getsmarter.com)

Leadership Development Programme

What are the elements that a successful leadership training program should include?

Arthur Carmazzi, a visionary future leader with passion and determination to serve the profession and society-at-large,  has made his biggest impact with his Directive Communication Psychology, a group dynamics discipline used in rapid organizational culture change and leadership development. His research and contributions to the leadership development community got full marks for uniqueness including his Environmental (Culture Based) Leadership model, his Colored Brain Communication model, and various psychology-based leadership development tools.

The models and tools of Arthur combined into the Directive Communication system that has literally transformed thousands of companies through his licensed trainers, culture change consultants, and personal involvement. Arthur has written seven books, two of which are international bestsellers and are available in most Asian Languages. The foundational philosophy of Arthur Carmazzi is that there is no one leadership model that fits everyone and by understanding how we affect and are affected by others in multiple environments, we can make small modifications to create our own personal leadership identity model to have a bigger more sustainable impact. As a speaker, he is dynamic, energetic, and inspirational.

What is Directive Communication?

Well let me ask you a question have you ever been in a situation where you are so incredibly powerful, you are so motivated, you are so excited, you are ready to do absolutely anything and you know what you’re even good at it. You’ve got the passion, you’ve got the excitement, and what you don’t know you tend to learn much faster. Have you ever been in that kind of situation?

Directive communication methodology actually helps to achieve that through identifying and developing the environment that you exist in. Directive communication is the science of the psychology of how people act and react to each other in groups at the same time.

You may have experienced situations where you’re not really that motivated, where situations just don’t seem to go the way that you want, where you’re really stressed out. has that ever happened?

We’ll see that is the cause of a bad environment. Each human being is a part of a system. Each of us is literally connected to the other. You change one factor in that system and the entire system changes. The entire environment changes. You can go from an environment that literally has down depressing kind of situations and literally brings down out the worst in you – that is active! That is beaming! That literally brings out the passion, motivation, and competence in you.

That’s what directive communication is about. It is about understanding your environment so well that you can choose what to take what to twist what to turn around so that you can literally create an entirely new environment. You will be able to bring out different facets of who you are. You will be able to be strong. You will be able to bring out the leader in you. You will have the ability to cultivate the best of who you are.

You need to know how the system works and that system can be enlightened. It is unveiled by directive communication psychology.

One of our participants once said that a directive communication course was like taking the pill in the matrix. You remember when Reeves was sitting there in front of Morpheus and Morpheus says, “kneel. In my hand, I have the blue pill and the red pill. If you take the red pill you will wake up as if nothing happened, you remember nothing. But if you take the blue pill then your world will never be the same and there’s no going back.” So Reeves takes the blue pill, passes it in his mouth, swallows it, and suddenly his entire world changes and as the movie progresses he can manipulate. He can change that environment, he can change the way that things happen.

That is what directive communication does. It allows you to see the reality that is your world. Are you ready to change your environment? Are you ready to literally bring out the best in yourself and the people around you?


1. Let others fail

The first key is, let others fail now. If you’re into control if you’re into making sure that everything is perfect, it’s not going to happen and therefore you will not develop leaders in others. So you must let them fail and the thing is that see we as human beings.

We learn through our failures. We learn through the things that we do and try, and you know, as human beings, we actually do have an ability that others, just sometimes don’t see, and sometimes we don’t even get a chance to show that ability.

If you’re reading this, chances are that has happened to you there’s been a time when you know you can do something and you just don’t get the chance to do it, and there are other times when you think you can and it doesn’t quite work out, but you learned from it, and that is who we are as human beings.

We are developing constantly to become better. Unless we are allowed to fail, unless we are allowed to take that risk, unless we are allowed to try to implement our own ideas, our own methods, we will never be able to instill that in others, and we ourselves Will not be great leaders. so to let others fail intelligently, clarify the constraints, okay, time-budget-manpower, what do they have to work with?

If you’re going to start spoon-feeding people, if they know that you have the answers, they’re just going to go for you for the answers. If they actually need to decide by themselves, they will.

Never do it! Why?

Oh my gosh! Boss isn’t here! What am I going to do?

Okay, don’t spoon-feed them. Let them come up with the ideas. Ask them questions. Don’t give them the answers directly. It will not help them to develop and it will not help them to become better leaders.

Some people process information differently. They have different emotional drives. They have different ways of perceiving things. Let them try it their way. Don’t judge. Let them try to be respectful of their methods.

2. Help them to identify

Now, if they do fail at least help them to identify. What did that failure meet? Okay, because the failure itself essentially is a stepping stone to greater success and make sure that they know that, make sure that when they do fail that it’s, not a bad thing.

Make sure that that failure is reframed into a perspective of a stepping stone to success. That means one failure means that they are now closer to greater success, to being better people to be better leaders to being more efficient, more effective.

Each failure can help them to be better, so essentially each failure can be a success. Let them believe that let them know that you as a leader, develop that mentality, that attitude of accepting failure as a positive thing and not a negative thing as long as you learn from it.

So in order to fail intelligently, make sure that they know they are allowed to make mistakes so that they will take more responsibility. When they do learn from their mistakes.

Okay, make sure that they know that it is designed to help them to be better in the future. Be supportive of their failure. Develop their confidence by showing them where that failure has a positive impact.

So why are these two keys important?


In order to develop leadership at all levels of an organization, you must instill trust and trust isn’t going to happen. If you say: okay, it’s, all right for you to fail, and then the moment they do plan.

You grab these guys and you tell them how stupid they are and all this stuff that they did wrong and how much it cost. The company – and that is that trust – comes from allowing people to make mistakes that will help them to be better.

Now, this doesn’t mean let them slack off. It means to allow them to take responsibility, take risks, and be better equipped to handle failures in the future.

“Develop this trust, you will also develop their respect.

Develop respect, and you will cultivate success.”

Why? Because everybody wants to be successful. Every single one of us desires to be successful. We desire to be trusted. We desire to be respected when you develop a sense of trust.

People will want to earn that trust when you develop a sense of respect and respect people, people you live up to those expectations of that respect, with the proper guidance that you give. The attitude of trust, the attitude of respect the ability to feel successful will develop strong leadership ability in others.

So if you want to create leadership at all levels of your organization, create the desire for each individual to want to become to feel that they can become a great leader. And that happens with trust because when people feel that you trust them, they will want to earn that trust.

When people feel that you respect them, they will live up to the expectations of that respect. If you guide people to fail successfully, the emotions behind the feeling of success as an individual as a leader will not only help the people themselves to feel successful, but it will change the attitudes and the perceptions of everybody in that organization start failing successfully today.

Why Communication Is So Important for Leaders?

It’s critical. Communication is a core leadership function and a key characteristic of a good leader. Effective communication and effective leadership are closely intertwined. Leaders need to be skilled communicators in countless relationships at the organizational level, in communities and groups, and sometimes on a global scale.

You need to think with clarity, express ideas, and share information with a multitude of audiences. You must learn to handle the rapid flows of information within the organization, and among customers, partners, and other stakeholders and influencers.(ccl.org)

“The art of communication, is the language of leadership.”

– James C. Humes, Author and Speechwriter for former US President Ronald Reagan

The Power of Great Communication Effective communication is an invaluable skill that can turn ideas into action and take individuals and organizations from mediocrity to excellence.

Arthur F. Camarazzi developed the Directive Communication Methodology in an attempt to save a dysfunctional multinational corporation. Camarazzi researched extensively to find a solution to the miscommunication and culture of blame and uncooperativeness in the organization he was working at. He developed the coloured brain psychology, categorizing minds based on the way they process information and assigning each group a colour. He found this method could be used to quickly and effectively improve communication between individuals.

For more Specific Step by Step Work Gamification Strategies to improve Organizational Culture and efficiency, get the ultimate gamification book by Arthur Carmazzi:

GAME ON – Reinventing Organizational Culture with Gamification

Leave a Reply

Your email address will not be published. Required fields are marked *