What Is Leadership Coaching - and do I need it?

A practical guide to understand the value of coaching and whether it’s right for you.

Leadership isn’t only about strategy, action and results. It’s about people, the relationships you build, the culture you create, and how you show up under pressure.

But this is often the part we find hardest.

If you’re a founder of a fast-growing or scale-up business, or a senior leader in an established company, you might feel stuck in the day-to-day, with no time to look ahead at your personal or business growth. You know you need space to see the big picture, but can’t find the time.

Coaching creates that space. A pause. A reset. A practical, human way to reflect, refocus and re-energise.

What Is Leadership Coaching?

Leadership coaching is a one-to-one partnership that helps you lead more confidently and intentionally. It gives you time to work on yourself: your mindset, your energy and your growth. It’s not training. It’s not therapy. It’s not someone telling you what to do. It is a:

• A safe and focused place to think clearly and gain perspective.

• A confidential space to discuss the things you find difficult, challenges, changes or people issues

• A support system to encourage you to overcome the things that may be holding you back.

• A partnership that holds you accountable for taking action, following through, and staying aligned with what matters most

Leadership Coaching versus Executive Coaching

Both terms are used interchangeably, but here’s a helpful distinction:

• Leadership Coaching supports anyone in a leadership role, from new team leaders to department heads.

• Executive Coaching is typically for senior leaders, founders, directors and C-suite with strategic responsibilities.

At Growth Space, I offer both, tailored to your goals, role and organisational context.

Coaching vs Mentoring vs Consulting: What’s the Difference?

Coaching, mentoring, and consulting all offer guidance and support, but they differ in their approach and focus. Coaching helps you develop skills and achieve goals through a structured process, while a mentor is a trusted advisor who shares experience and expertise. Consulting provides expert advice to solve specific problems or challenges. Understanding the difference helps you choose the right kind of support.

I focus primarily on coaching, but where it’s useful and invited, I may step briefly into mentoring to offer insight or examples. This tailored blend is often what creates the biggest breakthroughs.

Coaching versus Mentoring or Consulting.

Who Is Coaching For?

Leadership coaching can help if you are:

• A new manager stepping into leadership for the first time

• A founder or senior leader navigating change, growth or team dynamics

• A manager feeling stuck, stretched or unsure how to lead confidently

• An experienced leader wanting to reflect, realign or sharpen their impact

When is Coaching useful

It’s especially powerful during:

• Role transitions, promotions or restructures

• Culture change

• Strategic growth

• Leadership challenges

• During conflict or when you are finding work relationships difficult.

• At times of extreme pressure, stress or burnout

What Happens in a Leadership Coaching Session?

Coaching is designed around you. You bring the topic, the coach brings the structure, challenge and support. It might include:

• Reflecting on real-time challenges

• Exploring patterns of thought or behaviour

• Reframing stuck narratives

• Building emotional intelligence

• Practising a difficult conversation

• Setting boundaries or direction with clarity

What Results Can You Expect?

Coachees I work with often say:

• “I’m more confident.”

• “I finally tackled that difficult conversation.”

• “I feel more comfortable giving feedback.”

• “I understand myself better – and others too.”

• “I feel calmer, clearer and more in control.”

Tangible outcomes might include:

• Increased leadership confidence

• Stronger communication and feedback skills

• Improved relationships with peers and team members

• Greater clarity around values, direction and purpose

• Practical strategies to lead through pressure and change

Is Coaching Worth the Investment?

According to the International Coaching Federation (ICF), coaching delivers:

• 70% improved work performance

• 80% improved self-confidence

• 73% improved relationships

Do I Need a Coach? 10 Quick Questions to Ask Yourself

1. Am I feeling stuck or uncertain about what to do next?

2. Do I lack confidence, feel self-doubt, or experience imposter syndrome?

3. Do I need to improve relationships and communication with the people I work with?

4. I don’t know why I find some people more difficult to work with than others?

5. Am I avoiding difficult conversations or decisions?

6. Do I want to feel more in control and less reactive?

7. Have I recently moved into a new role or do I feel out of my depth?

8. Do I want to lead more intentionally, not just get through the day?

9. Is stress, self-doubt or overthinking holding me back?

10. Would time to reflect help me move forward faster?

If you said yes to even just one of these questions, coaching could be exactly what you need.

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Ready to try coaching?

If you’re still unsure whether coaching is for you, I offer a complimentary 30-minute coaching session (via Teams or Zoom, your choice). This initial session is an opportunity to explore how coaching could help you, find out more about me, my approach to coaching and explore whether there is a good fit and rapport for us to work together.

Polly Robinson - Leadership Coach

My role is to create a safe, constructive space where you can explore challenges, reflect on your leadership, and achieve personal and professional growth. Through thought-provoking coaching conversations, we’ll build a strong, trusting relationship that balances support and challenge. I’ll encourage you to reflect on your purpose and direction, helping you clarify your goals and overcome obstacles. Together, we’ll ensure that every decision you make is purposeful and impactful.

Expect honest, open, and sometimes challenging discussions that will push you toward deeper self-awareness and professional growth. I’m based in Bristol, in the UK, and coach people across the UK and Europe.

Get in touch:

• Call: 07966 475195

• Email: polly@pollyrobinson.co.uk

• Book a free 30-minute Coaching Session >

• Learn more about Growth Space Leadership Coaching >

How to Cope with Stress and Build Resilience for Yourself & Your Team

Life is pressured, business is tough, and lots of people are worn out - are you?

We may feel we’re just trying to get through one day at a time, and in our teams we may have noticed people becoming less productive, reduced engagement and motivation and even more sick days and quiet quitting. Pressure can be the fuel behind your ideas and energy until it tips too far and becomes something else: stress, fatigue, or even burnout.

Many businesses are trying to respond with wellbeing initiatives — but are they actually working?

According to recent research from Deloitte:

• 91% of C-suite executives believe their employees think leadership cares about their wellbeing - but only 56% of employees agree.

• 84% of execs say their company has made a public commitment to workforce wellbeing - but only 39% of employees feel that’s true.

That’s a disconnect. What we say we’re doing to support wellbeing isn’t always what people feel.

This article is about changing that. It’s about creating wellbeing measures that aren’t just fluffy perks or tick-box exercises, but that genuinely help people feel safe, valued, and supported. I suggest practical tools to help you do just that, to manage pressure before it becomes stress, to build resilience in small, sustainable ways, and to lead with empathy, clarity, and care.

Because this isn’t just about managing stress. It’s about how we treat each other as human beings. We’re all wired differently. We’re all juggling different pressures. And more than ever, people are feeling isolated, under pressure, and disconnected from their teams.

If we want resilient people and happy workplaces, we need to build a culture where people feel connected, supported, and part of something, not just held to performance targets, but truly seen, heard, and cared for.

Pressure vs. Stress: Finding the Sweet Spot

You might know this experience well: you're focused, motivated, in flow — and then suddenly, you crash. That’s because pressure exists on a curve:

Pressure Stress Curve

Not enough pressure can lead to boredom, disengagement and poor performance.

Just enough pressure (and what that means is different for everyone, we’re all different) you hit your stride and are in flow - high energy, clear focus, creativity.

But too much pressure, and we tip over to feeling stressed, overwhelmed and exhausted - ultimately this can lead to burnout..

So how do you notice when you’re tipping into the stress and overwhelm zone?

How to Spot the Signs of Stress in Yourself and Others

Stress sneaks in unnoticed, it’s often when we’re busiest that we don’t see the signs. So pay attention to what your body is telling you or the signs that your team may be feeling stressed. When you pay attention to these signs you can take steps to manage it and look after yourself or your colleagues.

Stress - what’s your body telling you?

Common Triggers That Tip Pressure into Stress

We all wear multiple hats at home and at work - parent and manager, carer and employee, managing your business and bottom line while providing the best service and quality for your clients or customers.

Here are 4 types of stress triggers:

1. Overload & Pressure
- Not enough time in the day/week
- Competing demands (home / work)
- Unrealistic expectations (from yourself or others)
- No time for rest or recovery and feeling like we’re always on.

2. Lack of Clarity or Control
- Lack of clarity around priorities or roles
- Ambiguity and Unclear or changing priorities
- Feeling powerless or lacking control
- Poor or patchy communication

3. Emotional Strain
- Carrying the emotional load for your clients, team, or family
- Supporting others but neglecting our own needs
- Guilt, perfectionism, or fear of disappointing people
- Personal stress bleeding into work
- Unresolved conflict or tensions in the workplace

4. Change & Lack of Boundaries
- Frequent or poorly-managed change

- Lack of work-life boundaries (e.g. emails at night)

- Working from home with no space to switch off and no clear end to the day
- Unspoken pressure to be “always available”

Once you notice these, you can take action — and that’s where the Four A’s come in.

The Four A’s: A Toolkit for Stress and Resilience

Here’s a simple but powerful framework I use with clients to help them respond to stress, rather than react.

1. Avoid - What can you say no - or not now to?

2. Alter - What can you reprioritise

3. Accept - What are the positives or benefits you can find?

4. Adapt - What’s another way of looking at this? How can you shift your perspective.

The Four As to Cope with Stress.

Focus on What Matters

When your to-do list feels endless and everything feels urgent, it’s easy to get caught in a spiral of busyness without real progress. This is where two really simple but powerful tools come in: the Eisenhower Matrix and the Action Priority Matrix.

These frameworks help you zoom out, reduce decision fatigue, and spend your energy on what matters most — rather than just reacting to whatever’s shouting loudest.

The Eisenhower Matrix

This tool helps you decide how to deal with your tasks based on urgency and importance. It’s a 2x2 grid that helps you sort your to-do list into four clear categories:

Eisenhower Decision Making Matrix

How to use it:

1. Write out your full to-do list — everything that’s on your mind.

2. Take each item and ask: Is this urgent? Is this important? Place each task into one of the four boxes.

3. Focus first on what’s both urgent and important, then schedule what’s important but not urgent.

4. Be ruthless about what you can delegate or delete — just because it’s on your list doesn’t mean it needs your energy.

Tip: Most of your energy should be going into the “Important but Not Urgent” box — this is where your long-term success, strategy, and sanity live.

The Action Priority Matrix

This tool helps you evaluate tasks based on effort vs. impact — a great way to stop wasting energy on things that look urgent but deliver very little return.

How to use it:

1. Choose a handful of tasks or ideas you're working on.

2. For each, ask: How much effort will this take? What’s the potential impact?

3. Plot each one in the appropriate box.

4. Prioritise “Quick Wins” and block out time in your diary for “Major Projects”.

5. Limit how much time you spend on low-impact tasks — these are energy drains.

Tip: This is especially useful if you’re prone to overthinking or perfectionism. It helps you get out of your head and make practical, time-smart choices.

Resilience Hacks: Small Habits That Make a Big Difference

Resilience isn’t about being “strong” — it’s about staying responsive and resourceful, even when things feel hard. These micro-habits help:

For you:

• Name it: “I feel... because…” – labelling emotions helps calm your nervous system

• Set clear boundaries: Protect time for breaks, focus, and rest

• Say no (or not now): Be Realistic about what you can fit in

• Move: Walk, stretch, breathe – anything to reset your nervous system.

• Recharge: Do something that re-energises you. For some this is exercise or just being outside, for some of us it’s just doing nothing. For extraverts it may be being around other

• Write things down: your to-do list, your worries, even just a brain dump of everything on your mind. Journaling is a powerful practice, especially when things feel overwhelming or you're stuck in a loop of overthinking. It doesn’t have to be long just write what’s circling in your head. Keep a notebook by your bed and use it to offload thoughts at night, it can really help with switching off and sleeping better.

• Keep a “done” list as well as your to-do list. At the end of each day, jot down what you did get done — even the small stuff. It’s a great way to recognise progress, celebrate effort, and counter that constant feeling you haven’t got everything done.

For your team:

• Check in regularly: Make time and space to talk about wellbeing in a group and individually. If people find it hard to talk about emotions do it informally, for example on a walk to the coffee shop, rather than in a formal meeting. Use metaphors - a traffic light system for example where green is everything is fine and red is I need help.

• Ask “How are you, really?” Leave space for people to talk and really listen, pay attention to body language. What’s their body language telling you that they may not be verbalising?

• Role model healthy boundaries: Say, “It’s the end of the working day/week and I’ll have to pick this up later, normalising boundaries and that it’s ok to switch off.

• Make it ok to not be OK by being open and talking about your own experiences and challenges so people know that they can be open with you. Often it’s your highest performers who will be the least likely to admit that they’re not coping, because of the feeling of shame or not wanting to let you, the client or the rest of the team down.

• Celebrate the small wins, not just the big ones: What went well this week? This creates a sense of momentum and achievement.

• Create clarity: Repeat the “why” behind tasks or changes

Take Time to Reflect

Use these questions to spark insight — write them down, discuss with a colleague, or use them in your next team check-in:

For You:

• What signs tell you you’re tipping into stress?

• What strengths do you have that help you cope with challenge or pressure?


• Think of a time you overcame stress or challenge — what helped you through it?


• What’s one sign that tells you you’re starting to feel stressed or overwhelmed?


• What small boundary or habit could help you protect your wellbeing this week?


• What’s one thing you’ll say ‘no’ to this week, in order to say ‘yes’ to what matters most?

For your Team:

• What are the signs your team is tipping into stress?


• How can you help make it safe for others to say they’re struggling?


• What’s one thing you’ll do this week to support your team’s resilience?


• How can you model healthy boundaries?


• How can you build more connection and trust in your team culture?

Want to explore this further?

If you’d like to explore how to manage pressure, lead with more ease, or put better boundaries in place, I offer one to one coaching to help you cope with stress and build resilience and design bespoke workshops and programmes for businesses and teams to put strategies in place.

If you’d like to explore coaching or bespoke workshops, I offer a free 30-minute exploratory call. You can book a time here >

Or email me polly@pollyrobinson.co.uk or call: 07966 475195.

The Power of Bravery and Curiosity - Lessons from Socrates for Founders and Leaders

How often have you been told: “You’re so lucky” when you make a bold change or decision?

• You’re so lucky to be doing what you love.

• You're so lucky to be your own boss.

• You’re so lucky to have grown so fast.

• You’re so lucky to have secured funding.

It's a pattern I've noticed throughout my life from friends who feel stuck in jobs they don't love, or who dream about turning their side hustle into a business. From when I went freelance after my first baby was born 21 years ago, to when I launched a food events business that got regular national media coverage and when I fulfilled a lifelong dream to live to Bristol and moved on last year from one side of the country to the other.

But is it really luck? Or is it something else—bravery, curiosity, tenacity and a willingness to embrace change?

Not one of these transitions in my personal or professional life has been handed to me on a plate. They've not been easy. But something drove me forward . . .

Socrates said:

“The secret of change is to focus all of your energy not on fighting the old, but on building the new.”

Every time I’ve faced a crossroads—whether it was moving, starting a business, retraining as a coach - I could have focused on the obstacles and the reasons not to do it. Instead, I focused on what I was creating: a new chapter, new friendships, new experiences, and new opportunities.

What is it that keeps some people moving forward, even in uncertainty?

Luck vs. Leadership

Successful leaders and founders don’t wait for luck to guide them—they take action. They stay curious, ask better questions, and step into uncertainty. Yet, when they make bold decisions, others often see it as luck rather than intentional effort.

Socrates said:

“Wonder is the beginning of wisdom.”

Curiosity is a leadership superpower. The best leaders don’t just accept things as they are; they challenge assumptions, explore new possibilities, and ask: What if? instead of What if it goes wrong?

The Courage to Do Something New

For leaders, especially in startups and scale-ups, this is critical. Growth requires constant adaptation. The best leaders focus on what they can create, not on what's behind them or what's holding them back.

How often do we resist change because we focus on the risks, rather than the opportunities? True leadership isn’t about avoiding fear—it’s about moving forward despite it.

The Courage to Fail

Of course, not everything goes to plan. Sometimes we make the wrong decision, fail at something, or fall flat on our faces. But that’s not failure—staying stuck is. Socrates reminds us:

“Falling down is not a failure. Failure comes when you stay where you’ve fallen.”

True resilience in leadership (and in life) is about getting back up, learning from the experience, and continuing forward. The most successful founders, leaders, and entrepreneurs don’t get everything right; they just refuse to let setbacks define them.

Socrates' wisdom is valuable for leaders:

• Know Thyself: Great leadership starts with self-awareness. Examine your mindset, strengths, and blind spots.

• Avoid Busyness: Socrates warned: “Beware the barrenness of a busy life.” Founders wear multiple hats, but being constantly busy doesn’t mean being effective.

• Lead by Example: “True knowledge exists in knowing that you know nothing.” Admitting you don’t have all the answers fosters a culture of learning and innovation.

• Think for Yourself: “To find yourself, think for yourself.” Challenge industry norms, avoid negative self-talk, and focus on what’s possible.

• Set Goals with Reflection: Define a clear vision, take bold steps, and regularly reflect on progress.

Making Your Own Luck as a Leader

So if you feel stuck in a job you don't love, or stuck as a leader in a business facing significant challenges, be curious and brave. Ask yourself:

• What if I tried?

• What if this changes everything?

Socrates believed that questioning leads to growth and opportunity. Luck isn’t random—it’s about staying curious, asking better questions, and putting yourself in situations where opportunities can arise.

If Socrates was right when he said, “The unexamined life is not worth living,” then the most courageous thing we can do is to keep questioning, keep evolving, and keep stepping into the unknown.

That’s where growth happens. That’s where the so-called 'luck' happens

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If you're feeling stuck or want support to be brave and make bold decisions, I’m here to help you discover your courage and curiosity.

Get in touch to chat about how Coaching can support you with your next bold move.

Call Polly 07966 475195 / email polly@pollyrobinson.co.uk

Book a free exploratory Coaching Session here >

Or find out more about Executive Coaching here >

Why Trust is Essential for Fast-Growth Businesses

Early in my career, I was the third employee of an ambitious, fast-growing start-up. In the beginning, the atmosphere was electric—we were all highly motivated and committed to the success of the business, putting in the long hours to prove it. But after two years, things started to change. The founders became more distant, often out at meetings we knew nothing about or spotted whispering in corners.

What was going on?

We began to feel nervous about the lack of transparency. We imagined the worst—had we run out of money, were we facing redundancies or closure? We felt cut off when until then, we had all been involved in everything.

Rumours started spreading. Morale dropped, collaboration faltered, and people were stressed and grumpy with each other. Without trust and transparency, motivation and focus disappeared, and we suffered personally and as a business.

The Trust Challenge for Scaling Businesses

In the early days of a business, founders are involved in nearly every aspect of operations. This hands-on approach is natural—it reflects a driven, detail-oriented leader dedicated to getting the company off the ground. In small teams, relationships are close, communication flows, and people feel directly connected to decision-making and the company’s success.

But as a company scales, the dynamic changes. Founders must evolve from being ‘doers’ to leaders. They must let go of being involved in every decision and trust their managers and teams to take ownership. At the same time, founders must ensure that trust flows both ways—that their people believe in their vision, decision-making, and integrity.

Building trust in remote and hybrid teams requires even more effort since you lose the natural, organic moments of connection that happen in an office.

When trust is broken on either side, bottlenecks form, frustration rises, innovation stalls and collaboration suffers. It’s one of the toughest transitions for growing businesses.

Why Trust Matters in Leadership

Trust is the glue that holds businesses together. When trust is high, people feel safe to take risks, express themselves freely, and innovate. It can be hard to build and easy to damage.

In fast-paced, high-growth businesses, trust keeps teams focused and cohesive through rapid change and uncertainty.

Companies with high trust levels have:

• More engaged people

• Higher retention rates

• Stronger collaboration

• Faster innovation cycles

• Higher productivity and profitability

According to Harvard Business Review, people at high-trust companies report:

• 74% less stress

• 106% more energy at work

• 50% higher productivity

• 13% fewer sick days

• 76% more engagement

• 29% more satisfaction with their lives

• 40% less burnout

So, how can leaders build and maintain trust, particularly in fast-growing businesses?

Practical Steps to Build a Culture of Trust

1. Communicate with Transparency and Consistency

Lack of transparency is one of the biggest killers of trust. Leaders should provide regular updates on company goals, challenges, and key decisions.

• Share the ‘why’ behind decisions to build understanding and buy-in.

• Avoid sugar-coating problems—honest communication builds credibility.

• Communicate in various ways - don’t rely on email or Teams, but talk to people face to face or by video in one-to-ones, team meetings and town halls to keep everyone informed.

• Make an effort to know people beyond work conversations—pulling people into discussions fosters engagement and trust.

• Actively encourage feedback and open dialogue. People should feel comfortable voicing their opinions without fear of backlash.

2. Build Personal Connections

• Dedicate time for casual check-ins (not just work-related conversations).

• Encourage people to get to know each other as human beings through work socials, having lunch together rather than at your desk, providing breakfast once a week and other ways to have fun together.

• Show empathy by treating people as human beings - remember we're all unique and have different needs, personality profiles and lives outside work.

3. Lead with Consistency and Integrity

One of the most common ways trust is broken is when reality doesn’t match up to the purpose and values on the wall. Lead by example:

• Follow through on commitments—people lose faith in leaders who don’t deliver on their promises.

• It’s ok to not have all the answers — but have confidence in decision-making and be honest when you don’t have the answer.

• Be fair—ensure equal access to growth opportunities and development for all team members. Make sure people working remotely have the same opportunities to speak up and be heard.

4. Trust Works Both Ways

We often think of trust as something people must have in leadership, but it goes both ways. As a leader, it’s not just about being trusted—it’s also about showing trust in your team.

• Avoid micromanaging. Trust your people to get their work done and make decisions without micromanaging. Focus on outcomes rather than hours logged

• Remote and hybrid working have changed team dynamics but find ways to keep everyone updated and involved whatever their location.

• People take cues from leadership behaviour—model the values and behaviours you expect from your team.

5. Give Autonomy and Communicate the ‘Why'

If leaders micromanage or override decisions, people feel undervalued. Empower your team by giving them ownership and responsibility.

• Explain the bigger picture: “We need X because Y.”

• Engage people by asking open-ended questions like “How do you think we should approach this?” or “What was the thinking behind this decision?”

• Help people see how their work aligns with company goals increases their sense of purpose.

6. Actively Listen and Act on Feedback

• Create a culture where feedback is not only encouraged but acted upon.

• Have regular check-ins, team meetings and one-to-ones to gauge how people are feeling.

• Act on feedback and communicate changes based on team input.

• Create psychological safety so people feel comfortable raising concerns

7. Be Vulnerable and Authentic

Leaders who admit mistakes, acknowledge uncertainties, and share their challenges create psychological safety. Showing vulnerability isn’t about weakness—it’s about authenticity.

• Share lessons from past mistakes and areas for development.

• Demonstrate humility and encourage people to do the same, creating a culture of learning rather than fear.

8. Create a Feedback-Driven Culture and Show Appreciation

• Make feedback frequent, constructive, and two-way.

• Ask for feedback as well as giving it to show that you value people' voices. e.g. "How can I support you better?”

• Recognition and appreciation go a long way—thank people in public for their contributions.

Addressing Trust Challenges in Scaling Businesses

Scaling and fast growth - growing teams, shifting priorities, and a less cohesive culture bring unique trust-related challenges. Be proactive in maintaining trust through:

• Strong Onboarding: Make sure new people integrate into the culture quickly and understand company values.

• Clarity During Change: Frequent shifts in strategy can erode trust. Clearly communicate changes and the reasoning behind them.

• Cross-functional Collaboration: As teams grow, silos can form. Encourage collaboration and relationship-building across departments.

Trust isn’t built overnight. It’s a daily practice shaped by small decisions—how leaders communicate, how they react to mistakes, and how they empower their teams.

For founders and leaders in scaling businesses, the shift from ‘doing’ to ‘leading’ is one of the hardest but most necessary transitions. The businesses that thrive are those where leadership trusts their teams to execute the vision, and in return, people trust that leadership has their best interests at heart.

Ask yourself: “What am I doing today to build trust in my team?”

If you want to strengthen trust in your team, Growth Space can help. Through tailored workshops, away days, leadership development programmes and coaching, we support leaders in creating open, high-trust environments where teams feel empowered, engaged, and aligned with your business goals. Get in touch to explore how we can design a program that fits your team’s unique needs.

Contact Polly: polly@pollyrobinson.co.uk Call 07966 475195

Is Leadership Development Training Worth the Investment?

What is the ROI of Leadership Development?

Times are challenging for UK businesses right now and budgets are tight. Leadership and management training may seem like a luxury your business can ill afford right now, but arguably it’s more vital than ever. Senior leaders and first-time managers are under more pressure and are more overwhelmed and unprepared for the challenges of their roles. Investing in their development is essential to unlocking the full potential of teams, increasing productivity, boosting retention, and building a successful business. The ability to inspire, guide, and adapt is what sets thriving businesses apart from the competition. Yet, investing time and money in leadership training often raises the question: Is it worth it?

Leadership Expectations Have Changed

Over the past 20 years, our exceptions of leaders have evolved. Leadership has shifted from a traditional command and control model to one that focuses on emotional intelligence, collaboration and adaptability. Today's Leaders are expected to drive innovation, growth and profitability and to place people at the heart of their leadership approach - fostering trust, building strong relationships and creating environments where individuals and teams thrive.

Leadership styles and strategies have also had to adapt to rapid technological advancements, changing workforce demographics, and the rise of remote and hybrid working. The digital workplace demands leaders who can manage virtual teams effectively and leverage digital tools to enhance communication and collaboration.

Why now is the time to Invest in Leadership Development

Balancing business objectives and hard KPIs with the human side of leadership is tough, and research highlights a critical gap in leadership skills. Ineffective management costs UK businesses billions in lost working hours and disengaged employees.

• 82% of managers take on their roles without formal training (Chartered Management Institute Accidental Managers, 2023).

• Only 40% of leaders rate their company’s leadership as high-quality (leadership consulting firm DDI 2023)

• 75% of workers waste up to two hours out of their working week due to inefficient managers. Management practices leading to time lost include unclear communication (33%); lack of support (33%); micro-management (26%); and lack of direction (25%) (Department for Business & Trade).

• 41% of employees report experiencing “a lot of stress” at work and those who work in companies with bad management practices are nearly 60% more likely to be stressed than those working in environments with good management practice. (Gallup’s State of the Global Workplace)

The Return on Investment in Leadership Training

Whether you’re exploring leadership development for senior leaders or management training for new managers, the evidence shows that the Return on Investment is substantial. It’s not only the participants who’ll benefit - the results will ripple through the whole organisation driving productivity, retention and trust

• Leadership training offers a median ROI of 700%, with some organisations reporting returns of up to 5000% (Global Coaching Client Study by the International Coaching Federation (ICF).

• Businesses with formal leadership training see 218% higher income per employee than those without it (ATD Research)

• The Chartered Management Institute (CMI) reports that every £1 spent on management and leadership development can yield £6 in ROI through increased productivity, innovation, and efficiency.

Why Investing in Training will Produce Tangible Benefits.

1. Better Decision-Making Leads to Higher Productivity

Leadership training equips executives with the tools to step back from day-to-day operations and align decisions with long-term goals. Confident leaders make clear, bold decisions, driving teams toward meaningful results. For businesses navigating economic uncertainty, this clarity can lead to increased productivity and streamlined operations.

For instance, leaders trained in coaching techniques can identify bottlenecks in team performance and guide their teams to work more efficiently. Research shows:

• 37% increase in productivity from leadership training (IBM The Value of Training)

• For every £1 spent on management and leadership development in the UK, businesses see an average return of £6 in increased productivity, innovation and (CMI)

• 23% improvement in organisational performance (CMI 2023)

2. Increased Employee Retention and Reduced Turnover

Staff turnover can be costly, both in terms of finances and team morale. According to a study by Oxford Economics, replacing an employee in the UK costs businesses an average of £30,614 due to recruitment, onboarding, and lost productivity.

Investing in leadership training empowers managers to create supportive environments where employees feel valued and motivated. Great leaders inspire loyalty, growth opportunities and open communication—essential elements of employee satisfaction. Happy employees are more likely to stick around, reducing recruitment costs and keeping expertise within your organisation.

• 94% of employees would stay longer at a company that invests in their learning and development (LinkedIn Workplace Learning Report)


• 72% reduction in turnover reported by businesses that prioritise leadership development (Confederation of British Industry CBI)

• 32% boost in employee engagement and productivity (CMI, 2023).

3. Improved Team Performance and Collaboration

Leaders are the torchbearers of the company’s culture, values and behaviours. Leadership development programmes help leaders foster a culture that matches the company’s mission and vision and promote values like collaboration, innovation, accountability, and respect in their teams. This positive influence spreads to all levels of the organization, creating a work environment that motivates employees and encourages them to give their best.

Leadership Training helps managers develop key skills like emotional intelligence, conflict resolution, and giving and receiving feedback. These skills break down silos and cultivate a culture of collaboration, which is critical for innovation and efficiency.

Effective leaders also create a culture of accountability and performance. They set clear expectations, provide feedback, and recognize and reward performance that supports strategy execution. This ensures everyone is working towards the same goals and motivates employees to perform at their best.

4. Adaptability and Innovation

Leadership training can help senior managers improve their ability to manage change. In today’s business world, change is constant, and companies must be able to adapt quickly to stay ahead of the competition. By learning how to manage change effectively, senior managers can help their teams navigate through difficult times and emerge stronger on the other side. A course on change management or strategic thinking, for example, gives leaders strategies and learn different models and strategies for change, and how to address human aspects of change, such as resistance, fear, and uncertainty. This adaptability ensures your business can stay competitive and resilient.

5. A Culture of Continuous Improvement

Leadership training doesn’t just benefit the individuals who attend the courses; it creates a ripple effect across the entire organisation. When leaders model effective behaviours like open communication, accountability, and innovation, these values permeate the company culture. Over time, this builds a self-sustaining environment of continuous improvement.

How to Measure the ROI of Leadership Training

So how do you quantify the return on investment (ROI) of leadership training? Here are a few metrics to track:

• Employee Retention: Measure reductions in turnover rates post-training to assess improved retention.

• Productivity Gains: Track improvements in project completion times, efficiency, or sales figures to demonstrate impact.

• Engagement Scores: Use employee surveys to gauge increases in morale, satisfaction, and commitment levels.

• Cost Savings: Calculate reductions in recruitment, onboarding, and absenteeism expenses.

• Leadership Confidence: Evaluate pre- and post-program self-assessments or peer reviews to measure individual growth.

  Aligning these metrics with organisational goals will provide a comprehensive view of the programme’s effectiveness and help justify continued investment.

How to Ensure the Success of Leadership Training

To maximise the impact of your leadership programme, consider these best practices:

• Tailor the Programme: Align training content with your organisation’s unique goals, culture, and challenges.

• Engage Stakeholders: Secure buy-in from senior leaders to foster a culture of commitment and set an example.

• Create a Learning Culture: Encourage participants to apply what they’ve learned and share insights with their teams.

• Follow-Up Support: Provide coaching, mentoring, or action learning sets post-training to reinforce new skills and sustain behavioural change.

• Track Progress: Use data and feedback to evaluate programme effectiveness and identify areas for continuous improvement.

• Celebrate Wins: Highlight successes and progress to maintain enthusiasm and support for ongoing development initiatives.

Why Choose Growth Space for Your Leadership Training?

At Growth Space, we specialise in creating impactful Leadership Development Programmes tailored to your organisation’s unique challenges and goals. We are experts in leadership training, people development, Coaching and Facilitation to help businesses unlock their full potential.

With a proven track record of delivering measurable results—including improved retention, productivity, and engagement - we can help you to develop confident, resilient and high-performing leaders.

Ready to Invest in Your Leaders?

Contact Polly to discuss how our bespoke leadership training solutions can support your leaders.

How Emotional Intelligence and Empathy made me a more Confident Leader

When I first started managing a team I was about 25 and working in a fast-growing start-up. Most of the team were hardly a year younger than me - some were older.

I was full of enthusiasm for the business’s success. I loved the team and cared about their individual success.

But I was also overwhelmed. I couldn’t get the balance between my focus on our objectives and delivering huge conferences across Europe and my personal values about really caring (read over-caring) about my relationships with the team, wanting to be liked and admired.

I remember the first time I had to deliver feedback to a colleague who was underperforming—it felt like the weight of the world was on my shoulders. My palms were sweaty, and I struggled to find the right words. What if they didn’t like what I had to say? What if they didn’t take me seriously? These thoughts swirled around my mind, making the conversation feel impossible.

Fast forward to today, and I’ve had countless difficult conversations, led teams through challenging times, and built relationships that have stood the test of time. The difference? I’ve learned that leadership isn’t about perfection—it’s about growth, self-awareness, and effective communication. And, most importantly, it's about emotional intelligence.

What is Emotional Intelligence and Why Does It Matter for Leaders?

Emotional intelligence (EQ or EI) is the ability to recognise, understand, and manage your own emotions, as well as the emotions of others. For leaders, this means being self-aware, demonstrating empathy, and using emotional understanding to guide decisions and interactions.

In my early days of leadership, I realised that my emotional reactions—whether to stress, frustration, or excitement—often influenced how I communicated with my team. The more I understood my own emotions, the better I could regulate them, leading to more thoughtful and productive conversations.

But emotional intelligence goes beyond self-awareness. Empathy is the key to building trust and stronger relationships. When you actively listen and consider the emotions of others, you're able to connect on a deeper level, which in turn creates an environment where people feel valued, supported, and motivated.

Leadership vs. Management: Knowing When to Wear Each Hat

One of the most eye-opening moments in my leadership journey was realising that leadership and management aren’t the same thing, even though they’re often used interchangeably. Leadership is about inspiring vision, guiding teams toward a goal, and motivating them to give their best. It’s about creating a culture and an environment where people want to follow you.

Management, on the other hand, is more about ensuring day-to-day operations are running smoothly, executing plans, and maintaining control over processes.

I learned that it’s not enough to simply lead or manage—I had to balance both. The key was knowing when to step into a leadership role to inspire and when to manage to keep things on track.

Overcoming Imposter Syndrome: Finding Confidence as a Leader

Another hurdle I faced early in my leadership role was imposter syndrome. Despite my achievements, I often questioned whether I really deserved to be in charge. Who am I to be leading this team? What if they find out I’m not as capable as they think I am? These thoughts were constant.

Over time, I learned to manage imposter syndrome by adopting a simple 3-step framework:

1. Identify the triggers: What specific situations make you feel like an imposter?

2. Reframe negative thoughts: Instead of focusing on doubt, focus on the skills and accomplishments that got you to this point.

3. Take action with confidence: Confidence comes with doing. Every step forward, no matter how small, builds your self-assurance.

I realized that everyone experiences self-doubt from time to time—what matters is how you respond to it.

The Art of Communication: Clarity, Listening, and Empathy

One of the most powerful tools in any leader's arsenal is effective communication. As I reflected on my journey, I realized that clarity, active listening, and empathy are the cornerstones of any successful conversation.

Clarity helps prevent misunderstandings and aligns everyone on goals and expectations. Whether you’re giving feedback or setting a new direction, being clear about your intentions is key.

Listening is just as critical. Active listening isn’t just about hearing words—it’s about understanding context, emotions, and concerns. When I started truly listening, I built stronger connections with my team and gained insights that helped me lead more effectively.

Empathy ties it all together. Showing empathy in conversations, especially when giving feedback, creates an environment of trust and respect. It allows you to address challenges with sensitivity, which encourages growth rather than defensiveness.

Final thoughts - leadership is a journey not a destination

As I reflect on my own journey, it’s clear that leadership isn’t a destination but a continual process of learning and growth. Emotional intelligence, knowing when to lead vs. manage, overcoming imposter syndrome, and improving communication—these elements have helped shape the leader I am today.

If you’re just starting your leadership journey, remember this: you’re not alone. We all face challenges, but it’s how we respond to them that defines our success. By working on your emotional intelligence, practising empathy, and honing your communication skills, you’ll not only become a more confident leader but also build stronger teams and better relationships.

Leadership isn’t about having all the answers—it’s about showing up with authenticity, vulnerability, and a willingness to grow.

Take Action Today:

• Reflect on your own leadership style and the impact you have on those around you

• Where can you improve your emotional intelligence? Start to tune into your emotions and how they impact your thoughts and actions, practise managing your emotions especially in stressful situations.

• Be empathetic. Practice tuning into other people’s emotions and situations - put yourself in their shoes.

• Practice active listening and empathy in your next conversation. Hold back on judgement and advice.

• Challenge your imposter syndrome by taking action, even when you feel uncertain.

Why Leaders are the Key to a Positive Culture and Engaged Teams

Years ago, I found myself in a business where the culture was slowly deteriorating. We were delivering results and clients were satisfied, but the energy and motivation were low and getting lower.

We were starting to forget WHY we were there.... and lose connection with our PURPOSE. It wasn’t just the lack of team energy that worried me—it was the sense that the leadership team had lost sight of our purpose and the values and behaviours shared in the handbook. This became a red flag for me because I’ve always believed that people are the heart of any business. Without a motivated and engaged team, no matter how much we push for results, we’ll eventually hit a wall.

The turning point came when I had an open conversation with one of the team members. She told me that although she enjoyed the work, she didn’t feel like her contributions were truly valued. That’s when it hit me: employee engagement isn’t just about hitting KPIs—it’s about creating a workplace where people feel valued and understood.

Over the years, I’ve learned that creating a positive workplace culture requires constant effort, but it’s the key to ensuring long-term success for any business.

If you don’t intentionally shape your culture, it will form by accident—and often not in the way you want.

Gallup’s 2023 State of the Global Workplace Report found that only 1 in 5 employees in the UK are actively engaged at work, and this disengagement is costing businesses up to £340 billion annually. So, what’s the solution? It's about building a culture where employees feel connected, empowered, and motivated. A positive workplace culture leads to higher engagement, greater innovation, and ultimately, improved results.

Creating a thriving culture and nurturing engagement isn’t just a "nice-to-have"—it’s essential to your business’s success. Research consistently shows that companies that invest in building a positive work culture see increased productivity, lower turnover, and stronger financial performance.

Research from CIPD highlights that organizations with a well-defined culture have 27% lower turnover rates and engaged employees are 21% more productive than their disengaged counterparts.

So how do we create and sustain that culture? It starts with clear values and shared goals.

It doesn’t happen by accident—it requires intentional effort from leadership to align the company’s values, practices, and feedback systems. According to McKinsey & Company, companies that focus on organizational culture outperform their peers by competing on values and fostering an inclusive environment.

What’s at Stake?

• Employee Retention: High engagement drives loyalty. Employees who feel connected to their company’s culture and mission are 87% less likely to leave (Gallup).

• Customer Satisfaction: Happy, engaged employees are more likely to deliver exceptional customer service, resulting in higher customer satisfaction and increased revenue.

• Innovation & Growth: A culture of trust and openness encourages employees to share ideas, contributing to better problem-solving and innovation. Companies with high levels of engagement experience 14% higher productivity and 30% greater profitability (Gallup)

4 Key Actions to Build a Thriving Culture

1. Define Your Culture and Values Clearly

A positive workplace culture doesn’t happen by accident—it requires clarity and direction from leadership. Set clear, actionable values that guide your team. These values should be embedded into everything from recruitment to decision-making. Google famously encourages employees to "be radically transparent," which has led to a culture of openness and trust. Define what works for your organization and commit to living these values every day.

Action Tip: Host a team workshop to collaboratively define your company’s core values and make sure everyone understands and aligns with them.

2. Foster a Feedback Culture

Feedback is essential for development, but it has to be constructive and consistent. Radical Candor, as described by Kim Scott, is one approach that encourages leaders to “care personally and challenge directly.” It’s about fostering a space where feedback can be given and received without fear of judgment, making team members feel empowered to share their ideas and improve their performance.

Action Tip: Set regular feedback sessions and encourage a two-way dialogue where team members feel comfortable sharing feedback about their work and the environment.

3. Encourage Open Communication

Creating an open and transparent communication channel within your team is crucial for trust and engagement. Leaders who share information and listen to their employees create a culture of inclusivity. Gallup reports that organizations with open communication practices experience 47% higher total returns to shareholders. Encourage regular one-on-ones and town hall meetings where employees can ask questions and discuss ideas.

Action Tip: Implement a monthly “Ask Me Anything” session where employees can raise any topic, allowing leadership to listen and respond openly.

4. Address Conflict with Care

Workplace conflict is inevitable, but how you handle it will shape your culture. Unresolved conflict can fester and affect morale, while well-managed conflict can lead to improved understanding and stronger collaboration. Use mediation techniques, encourage a win-win approach, and create a safe space where differing opinions are viewed as opportunities for growth.

Action Tip: Offer conflict resolution training for managers to help them identify the root causes of conflict and address issues proactively.

The Role of Leadership in Building Culture

As a leader, you play a critical role in shaping the culture of your team. Your actions set the tone for how values are lived out and how employees engage with one another. But creating and sustaining a thriving culture is not a one-time effort. It requires consistent commitment and continuous improvement. CIPD research highlights that organizations with strong cultures are 27% more likely to retain employees and are better positioned to adapt in times of change.

It’s not just about offering perks or creating a fun work environment—it’s about nurturing the environment where your team can flourish. Remember, culture isn’t something that’s automatically positive or negative—it’s what you make of it.

Final Thoughts

It’s easy to overlook the power of culture and engagement in the whirlwind of day-to-day operations. But taking time to focus on these areas isn’t a luxury—it’s an investment. By defining your culture, fostering feedback, and addressing conflict thoughtfully, you’re setting up your team—and your business—for success. You’ll find that when your team is truly engaged, the results speak for themselves.