· The Michigan Model of Leadership (MMoL) Growth Hub ·
Start with your Team Dynamics
Your team sees your leadership up close — in every meeting, deadline, and decision. This tool turns their feedback into action: set your intent, design micro-moves to run with your team, and walk away with your own MMoL Growth Plan. Built around your recent peer feedback — come back with every feedback round.
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Assessments based on the Michigan Model of Leadership provide a snapshot of your current strengths and areas for growth across these competencies. Every leader has unique strengths and every leader has opportunities to continue growing. And, our strengths and areas for growth are constantly evolving as we learn and grow and the needs of our teams and organizations change as well. The goal of an assessment is to help you zoom in on the areas of growth that are most helpful to you in this current life phase, allowing you to set intentions for growth and to design and engage in the micro-moves that will allow you the greatest progress in your leadership growth.
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The MMoL Growth Hub will help you translate your feedback on the Michigan Model, asking questions and guiding you through the process of setting an intention and planning out some micro-moves. You'll end each session with a practical roadmap that identifies where you want to grow, the specific micro-moves you'll practice, how you'll gather feedback, and when you'll reflect on your progress. It's a living plan you can revisit, revise, and build upon throughout your leadership development.
Before you react — adopt a growth mindset
Leadership is lifelong learning — for all of us. Growing as a leader, including receiving feedback and stepping into new behaviors, can challenge our assumptions and push us out of our comfort zones. A growth mindset is critical: it means viewing your leadership skills as a work-in-progress with the chance to improve every day through intentional reflection and learning from micro-moves that may not always go as one wants. It also means embracing humility — being willing to update one’s views and to truly listen to the views of others.
MMoL Quadrant: Collaborate | You help your team find more meaning by building personal connections between people, and between people and the challenge. Offer teammates guidance and support, and celebrate collective impact.
MMoL Quadrant: Innovate | You help individual teammates become more autonomous, creating space for flexibility and freedom. Encourage to equally share ownership, while creating a creative and energizing environment.
MMoL Quadrant: Provide Structure | You help your team feel more competent and confident to complete your project. Help set clear expectations for collaboration and performance, and ensure that team members have the information and resources they need.
MMoL Quadrant: Drive Results | You help your teammates prepare to meet goals and see the impact of their work. Help set energizing goals, clarify accountability, and recognize milestones and successes along the way.
↺ Returning after another feedback round?Close the loop on your last plan →
Three minutes, with your previous Growth Plan PDF next to you. Your notes here will appear on your new plan.
In a sentence or two, name the change you want your team to feel by your next feedback round.
What are three micro-moves — small, actionable behaviors related to your focus area — that you can test with your team in the next few weeks?
Team Skills to Pair With Your Results
The Michigan Model of Leadership Skill Deck has a level built for exactly this moment: Leading Teams. Designing your micro-moves around these skills will ensure balanced leadership. Choose a focus quadrant above and its two skills will be highlighted below.
Collaborative · MMoL: Collaborate · Leading Teams
Collaborative
Facilitate psychologically safe team communication
Create safe team spaces for members to openly share ideas and to take risks
Explore this skill
Practice micro-moves
- Ask a teammate for one concrete thing you could do more or less of in meetings to make others feel safe and try it out.
- Identify an important conversation coming up where you want the other person to speak openly, and challenge yourself to use more question marks than periods in the conversation.
- The next time you want to shoot down someone’s idea (or put it in a sandbox for later), challenge yourself to ask a follow-up question about the idea to make sure you fully understand the idea before moving forward – this can help them feel safe and respected, and you might surface more valuable insight than you’d realized.
Resources & Tools
Creating Psychological SafetyWhy Follow-up Questions Help You Seem More CaringHow to Become a Supercommunicator at Work
Collaborative
Motivate cooperation as ‘one united team’
Motivate unity and cooperation as ‘one team’ through creating shared purpose and values
Explore this skill
Practice micro-moves
- Start an upcoming team meeting where things can be difficult with a story that unites the team, such as a compliment from a client or a recent bit of good news for the team.
- Put the values of your team/company in the header of your template agenda for meetings.
- Organize a team-outing where people share an artifact that symbolizes their ‘inner why’ for working on THIS team.
Resources & Tools
Adaptive · MMoL: Innovate · Leading Teams
Adaptive
Leverage team differences to achieve innovative solutions
Help your team think divergently, foster and resolve healthy team conflict by creating win-win outcomes, help your team achieve creative and innovative solutions
Explore this skill
Practice micro-moves
- Before making an important decision, ask each team member to independently generate one different solution before discussing together.
- During your next brainstorming session, ask the quietest person to share first.
- Assign one teammate to intentionally play the role of constructive challenger during a meeting.
- The next time your team reaches quick agreement, pause and ask, "What perspective might we be missing?".
Resources & Tools
Adaptive
Flex your approach with the team
Adapt your style, plans, and role to what the team and the situation need, stay open to changing course, and try approaches outside your default
Explore this skill
Practice micro-moves
- When a plan meets resistance, offer two alternative approaches instead of defending the original.
- In your next team meeting, run with a teammate’s approach instead of your own and see what it unlocks.
- Swap roles with a teammate for one task to practice operating outside your comfort zone.
- When circumstances change mid-project, name the change out loud and re-plan together rather than pushing through.
Resources & Tools
Accountable · MMoL: Provide Structure · Leading Teams
Accountable
Clearly define team roles and processes
Clearly define team roles and processes, get the ‘right people in right roles with right resources’ to make data-driven decisions
Explore this skill
Practice micro-moves
- Choose one project and clarify decision ownership using a simple RACI or decision-rights discussion.
- Ask each team member to explain their understanding of their role and compare responses for alignment.
- Review one recurring meeting and clarify its purpose, owner, and expected outcomes.
- Identify one task that currently has multiple owners and assign one clear accountable person.
Resources & Tools
Accountable
Hold the team accountable
Hold the team accountable to formal (goals, strategy, roles, etc.) and informal systems/norms for coordination, accountability, and efficiency
Explore this skill
Practice micro-moves
- Choose one project and audit whether behavior aligns with established decision-rights.
- Ask each team member to explain their understanding of their role and compare responses for alignment.
- Review one recurring meeting and clarify its purpose, owner, and expected outcomes.
- Identify one task that currently has multiple owners and assign one clear accountable person.
Resources & Tools
What Companies Get Wrong About Decision RightsMeeting Agenda Template
High-Quality Results · MMoL: Drive Results · Leading Teams
High-Quality Results
Help the team set inspiring goals
Set an inspiring team vision and clarify team goals and subgoals to get there
Explore this skill
Practice micro-moves
- Ask each team member to describe what success looks like before finalizing team goals.
- Rewrite one existing goal to emphasize its impact on customers or society instead of just internal metrics.
- Start your next project kickoff by discussing why the work matters before reviewing timelines.
- Ask the team to identify one ambitious but achievable "stretch goal" for the quarter.
Resources & Tools
Set Inspiring GoalsUse OKRs to Set GoalsMeasure What Matters (Book)
Leadership Voices
High-Quality Results
Energize performance in the team
Energize team performance by celebrating wins, fostering healthy competition, and enabling, guiding, and rewarding team goal progress
Explore this skill
Practice micro-moves
- End each weekly team meeting by recognizing one recent contribution from a teammate.
- Create a simple visual tracker that shows progress toward one important team goal.
- Celebrate one small milestone before waiting for the final project completion.
- Ask the team what type of recognition motivates them most, then intentionally use it during the next month.
Resources & Tools
Leadership Voices
Optional: reflect on your feedback — strengths, patterns & clarifying questions +
What do others see as your strengths? Do you also see these as your strengths? What strengths can you build up?
What patterns do you notice in the data? Do these results match feedback you've heard before? How are other people experiencing you as a leader?
Where do others think you need to improve most? Do you agree this is an area of growth for you? What might you try now to address this issue in new ways?
What feedback would you like to better understand? Do you feel confident asking for that feedback? Who could you ask for feedback that is safe and honest?
Want to look beyond the team-level skills? Open the full MMoL Skill Deck — all 24
Additional Resources — open to browse
In the section below, we have included additional resources you can explore and continue building your skills and behaviors in this quadrant.
Based on your chosen focus area, we highly recommend accelerating your leadership development by participating in this specific Sanger program.
Explore how Sanger's programs cross-map to target development across all four quadrants of the Michigan Model. The column matching your target focus quadrant has been automatically highlighted below!
| Program | Collaborate | Innovate | Provide Structure | Drive Results |
|---|---|---|---|---|
 Ross Leaders Academy (RLA) |
Meaningful RelationshipsBuild trust & respect via coaching & activities.EmpathyUnderstand empathy as a key leadership pillar.Team InclusionLeverage Deloitte data to build team belonging. | CuriosityAsk powerful questions to spark true innovation.ResilienceLearn to navigate ambiguity with an empirical model. | IntegrityClarify identity & values to anchor decision-making. | InfluenceBuild resilience to support team momentum through change. |
 Legacy Lab |
Meaningful RelationshipsEngage in sharing, listening, & collective reflection loops. | CuriosityReflect with a leadership coach to chart authentic purpose.ResilienceOrient choices around deep core goals to weather setbacks. | IntegrityArticulate individual legacy targets in alignment with values. | -- |
 Leadership Crisis Challenge |
Team CommunicationFoster safe debate and coordinate problem-solving. | ResilienceMake operational choices using incomplete live information.Team FlexibilityDiagnose complex stakeholder demands under pressure. | Team Role ClarityLeverage diverse team talents to delegate layout roles. | InfluencePractice persuasion loops with board members and media. |
 Story Lab |
Team CommunicationUse vulnerability in narrative to eliminate team barriers.Team InclusionShare your real self to open up a safe room of belonging. | CuriosityTrade peer-to-peer delivery feedback at a supportive retreat. | -- | InfluenceApply tools to communicate value to recruiters & audiences.Team InspirationActivate groups by driving focus down to core takeaways. |
Practice your micro-moves with your team, capture what happens in your Reflection Log, and bring this plan back at your next peer feedback round — every loop expands your range.