The Onward Practice LLC

The Leadership Code

How we lead, how we grow, how we multiply our impact
at M. Palmer Consulting.

Full Version
01

The Leadership Mindset

Your job is the people, not the tasks. As a leader, your work is the people you serve. Their growth is your growth. Their success is your success.

FromMeasure by what you produceMeasure by how your team develops
FromBe the expert who does the workCreate conditions for others' best work
FromFocus on short-term winsInvest in long-term growth
FromBuild your own capabilityBuild capability in others
FromTrack visible, immediate resultsTrack less visible, compounding impact
02

The Five Levels

Leadership at M. Palmer Consulting is built progressively. Each level builds on the one before it.

5

Leadership Multiplication

Develop leaders who will develop other leaders

4

Strategic Leadership

Shape how the organization works

3

Inclusive Leadership

Ensure everyone has voice, opportunity, and belonging

2

Values-Driven Leadership

Lead consistently through M. Palmer Consulting's five values

1

Managing Down

Master the basics with your direct reports

1

Managing Down

The Foundation

Your relationship with your direct reports is the foundation of everything else. Without solid management of your direct reports, your leadership crumbles - no matter how strategic or values-driven you think you are..

It is

  • Developing people who will eventually outgrow you
  • Removing barriers so they can do their best work
  • Providing context so they can make good decisions

It is not

  • Telling people what to do
  • Monitoring compliance
  • Protecting yourself by controlling them

Key Practices

The 1:1 - Your Most Sacred MeetingClear ExpectationsFeedback - The Daily PracticeDevelopment - Your Long GameAdvocacy - Use Your AccessProtection - Be the Buffer
3

Inclusive Leadership

Equity in Action

You've built trust with your direct reports and established consistent, values-driven leadership. Now comes the critical question: Is that trust and consistency available to everyone?.

It is

  • Ensuring voices of all team members are heard and valued
  • Speaking up for team members who may not feel comfortable speaking for themselves
  • Moving from intention to action on inclusion

It is not

  • A separate skillset from leadership
  • A checklist or annual initiative
  • Saying the right things but not changing behavior

Key Practices

AmplifyAdvocateActivate & Ally
4

Strategic Leadership

Organizational Influence

You've mastered managing your direct reports, lead consistently through values, and built an inclusive team culture. Now it's time to think bigger - shaping how the organization works, not just how your team works..

It is

  • Representing your team's work and needs in leadership conversations
  • Building cross-functional relationships and alignment
  • Seeing patterns and systems, not just individual situations

It is not

  • Playing politics or manipulating for personal gain
  • Abandoning your team to focus on "bigger" things
  • Making decisions without considering broader impact

Key Practices

Managing UpCross-Functional InfluenceOrganizational ThinkingCulture Shaping
5

Leadership Multiplication

Building Leaders Who Build Leaders

This is the ultimate question: What happens when you're not here? Leadership multiplication is the pinnacle - you're building leadership capacity that outlasts you and spreads beyond your immediate sphere. This is legacy work..

It is

  • Developing leaders who will develop other leaders
  • Creating systems and knowledge that persist beyond you
  • Celebrating when people you've developed outgrow you

It is not

  • Cloning yourself or creating mini-versions of you
  • Hoarding knowledge or relationships as power
  • Only developing people who will stay forever

Key Practices

Develop Leaders, Not Just High PerformersCreate Learning SystemsBuild Institutional MemoryCelebrate Their Growth
03

The Five Value Commitments

These five values are the foundation of how we lead at every level.

Empowerment

Empower, Don't Rescue

Your job is to build capability, not dependence.

Do This

  • Ask "What do you think we should do?" before giving your answer
  • Delegate meaningful work, not just tasks you don't want

Equity

Create Fair Pathways

Everyone on the team deserves to know how they can grow.

Do This

  • Be transparent about what growth looks like and what it takes to get there
  • Actively develop people from different backgrounds and experiences

Vulnerability

Be Real, Not Perfect

You don't have to have all the answers.

Do This

  • Say "I don't know" when you don't know
  • Admit mistakes quickly and openly

Virtuosity

Master Your Craft

Leadership isn't a promotion away from the work - it's an expansion of it.

Do This

  • Keep learning - log professional development hours, pursue certifications
  • Hold yourself to the same high standards you hold your team to

Candor

Tell the Truth with Care

Candor is a gift - one of the most important things you can give the people you lead.

Do This

  • Give feedback in real-time, not just at reviews
  • Be specific: "Here's what I observed, here's the impact, here's what I'd suggest"
04

Quick Reference: Signs You're On Track

1

Managing Down

  • Your reports come to you with problems and solutions
  • They ask for feedback, not just wait for you to give it
  • They speak up in meetings and disagree when they see things differently
3

Inclusive Leadership

  • All team members feel seen, valued, and heard - not just the loud ones
  • Opportunities are distributed equitably
  • You catch and address bias and exclusion in real-time
4

Strategic Leadership

  • Leadership actively seeks your input on organizational decisions
  • You're invited into strategic conversations beyond your scope
  • Peer leaders see you as a collaborative partner
5

Leadership Multiplication

  • People you developed are now developing others successfully
  • Your frameworks are being used beyond your direct team
  • The organization has stronger leadership capacity because of you