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Planning Leadership or Management Development - Start with 10 questions.
Is your leadership or management training really working, or just ticking a box?
Before you invest in another leadership or management programme, ask these 10 essential questions. This practical guide helps you plan training that’s aligned with your strategy, culture and values and genuinely builds confidence, connection and skills in your people to drive lasting behavioural change.
How do you make sure that your next leadership development or management training programme is successful? How can you be sure that it will be engaging and that learning will stick?
It may be tempting to opt for a quick fix, such as off-the-shelf training or e-learning modules, but will people engage with them? Will it feel relatable and relevant, or just like a tick-box exercise?
64% of managers said they would “look for another job” if their organisation failed to support their professional development, according to the Building Better Managers report (Mindtools 2025), which surveyed more than 2,000 UK managers. The results make for interesting reading:
80% of the managers surveyed were promoted because they were good at their job, not because they wanted to manage people.
Half of the managers surveyed received no support from their organisation (resources, formal courses or training) when transitioning into a management role.
Only 58% of those who did said that they were satisfied with the support they received.
72% of managers rank emotional intelligence in their top 5 most-needed skills; yet, few have ever been supported to develop it.
41% of managers say: “I want to discover my strengths and weaknesses.”
40% want to know “what my organisation expects me to focus on.”
Having difficult conversations was identified as a top challenge for managers.
Only 37% of managers feel confident in goal-setting
So, how can you be sure that the financial and time investment will be worthwhile, create a long-term impact and ROI? Before you start planning or buying a development programme, begin with these 10 questions.
10 Questions to Ask before Planning a Leadership or Management Development Programme
What problem are we trying to solve?
Being vague about the purpose of the training will lead to vague outcomes, so clarify and define what gap the training needs to close, what problems it will solve and why now. The more specific you can be, the more targeted and effective the training intervention will be.
What are the specific skill gaps we see in our managers and leaders?
What problems is this causing?
Are there inconsistencies in leadership behaviour or expectations?
Why do we need the training now?
2. How will we know if it worked?
It’s not enough for leadership training to feel useful; you need to know it made a tangible difference. Before you start, agree:
What would success look like?
What would managers feel, think and do differently?
How would it impact the wider team and the business?
What behaviours, outcomes or shifts would tell us this was a good use of time and budget?
What can we track and measure?
Consider tracking:
Engagement or pulse scores (e.g. “I have confidence in my manager”)
360 feedback before and after the programme
Self-assessed leadership confidence or readiness
Retention and internal promotion rates
3. What’s the current reality for leaders in our business, and what’s missing?
What is the day-to-day reality for your managers and leaders?
What are they finding hard?
Do our leaders know what’s expected of them?
What leadership behaviours drive our culture?
What themes come up in surveys, exit interviews or coaching conversations?
4. Who is it for?
Leadership development training isn’t one-size-fits-all, so define the audience, their roles and levels of experience.
Are you supporting new, stretched or experienced leaders?
What support or training have they had before?
How do they learn best? (in person, on-the-job, through talking, reading, watching or doing?)
Do they have time?
Will they engage and commit to the programme?
5. How do we align the programme with our culture, values and strategic priorities?
Does the training support our strategic priorities?
How will it support our culture and brand?
What new capabilities or behaviours will leaders need to meet future challenges?
Are there behaviours we’re seeing that contradict the culture we want?
Are leaders role modelling those values, or accidentally eroding them?
6. Will this build leadership self-awareness and confidence?
Building confidence and developing emotional intelligence are just as important as training in hard skills and ‘soft skills’.
Do our leaders feel confident to give feedback, set direction, or hold others accountable?
Are they avoiding difficult conversations?
Are we supporting emotional intelligence, resilience, and self-awarenes?
7. How will we make it stick?
According to ATD, only 20% of training participants apply what they’ve learned unless there’s reinforcement. Training is just the start of the journey.
How will we embed and follow up the training?
How do we encourage people to practise what they’re learning?
Will there be coaching, peer learning, or follow-up?
Will line managers support the training, allow time away from the desk and encourage practice?
8. How will we create psychological safety during the programme?
People need to feel comfortable and able to express themselves, ask questions, and share ideas safely. Ask:
Will the space be inclusive, supportive and confidential?
How do we ensure everyone’s voice is heard - even the quieter ones?
Will participants feel safe to ask “obvious” questions?
Can they talk honestly about where they’re stuck?
9. Who will design and deliver the training?
Do we need something fast, simple, and off-the-shelf, or something designed around our people, our goals and our culture?
Do we have the capacity and expertise to design and deliver this internally?
Do we need external partner to design and deliver the programme?
Would a public or open-access course meet our needs?
There’s no one right answer — but there is a best-fit approach for your context.
Off-the-shelf vs bespoke: what’s right for you?
Off-the-shelf might work if you need speed, scale, or consistency across a large group with baseline knowledge needs.
Bespoke is better if you’re solving complex cultural issues, supporting strategic change, or developing a specific set of behaviours aligned with your values.
10. Should we facilitate internally or bring in an external Facilitator?
Internal delivery may save money, but it can limit openness. It’s also tough to be both the facilitator and a full participant. External facilitators bring fresh eyes, neutrality, structure, and psychological safety, especially helpful when trust is low, behaviour needs to shift or a big change is underway.
When choosing an external facilitator, experience and credentials matter, but so does chemistry, emotional intelligence, and the ability to build trust quickly. So look for someone who designs training from real-world experience, not just theory; gets your sector, culture and context, can flex tone, structure and content in the room and will challenge, not just cheerlead.
Final Thought
According to IBM, companies that invest in leadership development see up to a 37% improvement in business performance. (IBM Smarter Workforce Study).
If after you’ve answered these questions, you would like help to co-create and facilitate a leadership development or management training programme that makes a difference, I’d love to help.
Get in touch to discuss how I can help
Polly Robinson, Growth Space
We design tailored human-centric programmes that are relevant and relatable for your people, your culture and your organisation. I work as a strategic partner, coach and facilitator to help you get to design and deliver programmes that make a real lasting difference.
Everything is tailored - we don’t use templates or jargon.
We’re known for warmth, energy, deep listening, strategic thinking and clarity.
If you’d like to explore how we can help get in touch with Polly:
Call: 07966 475195
Email: polly@pollyrobinson.co.uk
Book Zoom call with Polly via Calendly >
How to Cope with Stress and Build Resilience for Yourself & Your Team
Life is pressured, business is tough and 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.
This article is about practical tools to help you manage pressure before it becomes stress, to build resilience in small, sustainable ways, and to lead with empathy, clarity, and care.
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.
Avoid - What can you say no - or not now to?
Alter - What can you reprioritise
Accept - What are the positives or benefits you can find?
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:
Write out your full to-do list — everything that’s on your mind.
Take each item and ask: Is this urgent? Is this important? Place each task into one of the four boxes.
Focus first on what’s both urgent and important, then schedule what’s important but not urgent.
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:
Choose a handful of tasks or ideas you're working on.
For each, ask: How much effort will this take? What’s the potential impact?
Plot each one in the appropriate box.
Prioritise “Quick Wins” and block out time in your diary for “Major Projects”.
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
What can a Greek philosopher possibly have to help today's business leaders and founders? Just a few things in fact: Curiosity, bravery, the willingness to grasp change and pick yourself up when things go wrong or when you feel stuck.
Here we explore what Socrates can teach us about luck versus bravery, creating our own opportunities and being a brave leader.
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
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
Trust is the glue that holds businesses together. When trust is high, people feel safe to take risks, express themselves freely, and innovate. In fast-paced, high-growth businesses, trust keeps teams focused and cohesive through rapid change and uncertainty.
We explore why trust matters and how to build and maintain it as you grow.
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? Leadership and management training may seem like a luxury your business can ill afford right now, but arguably it’s more vital than ever. Investing in leaders’ development is essential to unlocking the full potential of teams, increasing productivity, boosting retention, and building a successful business. Yet, investing time and money in leadership training often raises the question: Is it worth it?
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.
Reflective Goal Setting for a Successful 2025: A Guide to Personal and Business Growth
The end of the year is a powerful moment to pause, reflect, and realign. It’s time to assess the past 12 months and plan for growth in the year ahead. A good way to do this is reflective goal-setting - a powerful approach to enhancing clarity, motivation, and success. This guide combines the latest research on goal-setting and practical tips for both businesses and individuals.
The end of the year is a powerful moment to pause, reflect, and realign. It’s the perfect opportunity for businesses and individuals to assess the past 12 months and plan for growth in the year ahead. A good way to do this is reflective goal-setting - a powerful approach to enhancing clarity, motivation, and success.
Reflective Goal Setting For Businesses
Reflective goal setting is incredibly valuable for businesses because it provides an opportunity to assess progress, learn from past experiences, and strategically plan for the future. By reflecting on what worked well and what didn’t, business leaders can identify patterns, strengths, and areas for improvement. This process helps companies become more agile and better equipped to adapt to changing market conditions. Reflective goal setting also fosters a growth mindset within teams, encouraging innovation and resilience by viewing challenges as learning opportunities rather than setbacks. When businesses take the time to evaluate their achievements and failures, they can refine their goals to ensure they are realistic, impactful, and aligned with the company’s mission and values.
Reflective goal setting promotes clarity and focus within an organisation. It allows leaders to prioritise key objectives, ensuring resources and efforts are directed toward the most important initiatives. This alignment is crucial for driving growth and fostering a cohesive, motivated team. Involving employees in the reflection process not only improves transparency but also strengthens commitment to the company’s vision. When everyone is clear on the goals and their role in achieving them, it enhances collaboration, accountability, and performance. Reflective goal setting, therefore, becomes an essential tool for both short-term success and long-term sustainability in business.
Reflective Goal Setting for Individuals
Reflective goal setting is equally valuable for individuals, as it gives you the opportunity to pause, assess progress, and realign with personal aspirations. By reflecting on past experiences, people can identify what has driven your successes, what challenges you’ve overcome, and where you might need to adjust your approach. This process increases self-awareness, helping you recognise your strengths, weaknesses, and patterns of behaviour that influence their outcomes. Reflection also allows you to take stock of your growth, celebrate achievements, and learn from any setbacks, which gives you the confidence to move forward.
For personal growth, reflective goal setting ensures that individuals remain focused on what truly matters to them, whether that’s career progression, relationships, or overall well-being. It offers clarity on values and priorities, helping to eliminate distractions and better allocate time and energy toward meaningful pursuits. By setting specific, actionable goals and tracking progress, individuals can stay motivated and resilient in the face of obstacles. Reflective goal setting encourages intentional living, where decisions and actions align with a deeper sense of purpose, ultimately leading to greater fulfilment and long-term success.
This guide combines the latest research on goal-setting, practical tips, and a personal story about my year’s achievements and lessons learned.
Why Reflective Goal Setting Works
It Builds Self-Awareness
Reflecting on what you’ve done and what you’ve achieved this year, sharpens your understanding of what drives you and what holds you back. This self-awareness is a catalyst for breaking unproductive patterns and setting meaningful goals. Research in the Journal of Personality and Social Psychology showed that reflecting on past experiences boosts self-efficacy, helping individuals set more ambitious and achievable goals.
2. It Creates Clarity and Focus
When we reflect, we gain perspective, helping to prioritise what truly matters. This clarity ensures that your energy is directed toward impactful actions.
3. It Creates Results
Studies show that writing down specific goals increases the likelihood of achieving them by 42% compared to simply thinking about them. Reflective goal-setting encourages a growth mindset, enabling us to view setbacks as opportunities for growth. Harvard Business Review found that people who wrote goals with clarity and tracked progress were 33% more likely to achieve substantial outcomes.
4. It makes us more Motivated
Reflection helps us celebrate our wins and find meaning in our challenges. By tying goals to your personal values and aspirations, you set the stage for sustainable motivation throughout the year.
How to Reflect and Set Goals for 2025
Reflect on the Past Year
Start by answering these prompts:
What were your biggest achievements, both personal and professional?
What challenges did you face, and what did you learn from them?
When were you happiest, and why?
What habits or routines contributed to your success?
Is there something you wish you had done differently?
2. Shift Your Perspective
Use the downtime over the holidays to gain perspective. Step away from daily pressures, take a long walk, or journal in a quiet space. Sometimes, a change in environment can reveal new insights.
3. Dream Big and Plan Strategically
Envision where you want to be in December 2025. Consider:
What do you want to celebrate next year?
What matters most to you—personally and professionally?
What habits, skills, or boundaries do you need to develop?
Write It Down - The act of writing turns ideas into tangible commitments. Use a journal, a vision board, or even a digital app to capture your reflections and goals.
4. Set SMART Goals
When setting goals, it’s important to make them SMART which stands for Specific, Measurable, Achievable, Relevant, and Time-bound.
Specific: A goal should be well-defined and clear, answering the questions to give you a clear direction.
Measurable: How will you know when you get there? What metrics can you use to track progress and determine when it’s achieved.
Achievable: The goal should be realistic and attainable, considering the resources, skills, and time available. Don’t set goals that are so ambitious that you’re setting yourself up for failure.
Relevant: The goal must align with your broader objectives, values, and long-term vision so that your efforts are directed towards the right priorities.
Time-bound: Every goal should have a clear deadline or timeline for completion. This creates a sense of urgency and helps prevent procrastination.
Once you’ve set your SMART goals, the next step is to break them down into actionable steps. Identify the key milestones along the way—smaller, more achievable objectives that keep you motivated and moving forward. By celebrating these milestones, you build momentum and maintain focus.
5. Collaborative Goal Setting
If you're setting business goals, involve your team. Reflecting and planning as a group creates alignment, boosts morale, and builds motivation and shared accountability.
Collaboration with team members makes them feel valued, and engaged in shaping the future of the business. This not only boosts morale but also encourages a deeper commitment to the company’s objectives, as people are more likely to be invested in goals they’ve helped to create.
Collaborative Goal Setting also builds transparency and trust. People will gain a better understanding of how their roles contribute to the overall success of the organisation. It improves communication and reduces ambiguity, leading to more efficient execution of goals. And finally when team members are part of the goal-setting process, they can offer insights and perspectives that leadership might not have considered, leading to more innovative and well-rounded objectives.
Collaboration also nurtures a sense of shared accountability. When employees have a stake in the goal-setting process, they feel more responsible for achieving the targets set, not just for themselves but for the team as a whole. This collective sense of ownership can increase motivation and drive, creating a more unified and high-performing workforce.
Closing Thoughts
Reflective goal-setting is not just about ticking boxes; it’s about continuous growth As you embrace this process, remember to celebrate progress, adapt to challenges, and always keep your vision in sight.
Here’s to a successful, purposeful, and fulfilling 2025! What goals will you set for the year ahead?
How Growth Space can help you with Goal Setting?
For Businesses:
If you’re looking to align your team and set strategic goals for 2025, we can help. We can Facilitate a Goal Setting Workshop designed to guide your team through a reflective process, ensuring everyone is on the same page and motivated to achieve shared objectives. With our facilitation, your team will gain clarity and commitment, setting a strong foundation for success in the year ahead. Get in touch about Facilitation for your Strategy Day or Team-Away Day >
For Individuals:
Working with a Coach can provide the support and guidance you need to clarify your personal and professional goals and help you overcome obstacles, stay focused, and align your goals with your values. Find out more about working with one of our Coaches and get in touch for an initial chat >
For Everyone: Join Our Free Webinar: "Reflective Goal Setting for 2025"
As we approach the end of 2024, now is the perfect time to pause, reflect, and set meaningful goals for the year ahead. Our 1-hour interactive webinar is designed for business leaders, entrepreneurs, and professionals who want to align their personal aspirations with business objectives, fostering growth, clarity, and resilience in 2025. In this Goal Setting workshop, you will:
Reflect on the lessons learned and celebrate your successes from 2024
Explore a proven framework for setting impactful personal and business goals
Define actionable steps to turn your vision for 2025 into reality
Gain tools to stay motivated and resilient throughout the year
This session will equip you with practical strategies and actionable insights, empowering you to enter the new year with purpose and confidence.
Monday 9th December, 1pm-2pm Online.
Full details here: Reflective Goal Setting Workshop >
How I Learned to Balance Strategic Objectives with Leading People
Leadership isn’t about doing everything—it’s about creating an environment where everyone can succeed. And at the heart of this is alignment with strategic objectives - suring leaders and teams are focused on the right KPIS and metrics.
When I first stepped into a marketing leadership role at an international management consultancy, I thought my job was to have all the answers. Every day, I’d roll up my sleeves, jumping from problem to problem, managing events, overseeing campaigns, and troubleshooting for my team. I believed that being in the thick of it made me a better leader—a “hands-on” approach I thought my team needed.
But something wasn’t working. My days were consumed by firefighting, leaving little time to plan for the future. My team became dependent on me for every decision, and I could see their creativity and confidence starting to fade. Meanwhile, the business wasn’t moving forward as fast as it could. We were busy, but we weren’t effective.
It wasn’t until I paused to reflect that I realised the problem: I was too focused on managing the day-to-day and not enough on leading. I needed to step back, empower my team, and focus on the bigger picture. Over time, I learned to think strategically, set clear KPIs, and ensure our team objectives were aligned with the business goals. It wasn’t an overnight change, but the results were worth it—our business grew, and my team flourished as they took greater ownership of their roles.
Leadership isn’t about doing everything
This experience taught me a powerful lesson: leadership isn’t about doing everything—it’s about creating an environment where everyone can succeed and at the heart of this is alignment: ensuring leaders and teams are focused on the right objectives and metrics.
The Case for KPI Alignment in Leadership
In any organisation, aligning leadership with strategic objectives and KPIs isn’t just a “nice-to-have”—it’s a business imperative. According to research by Harvard Business Review, organisations with clearly aligned goals are 2.8 times more likely to perform in the top quartile of their industry and Gallup reports that only 22% of employees strongly agree their leaders have a clear direction for the organisation.
When leaders fail to align their efforts with KPIs:
Strategic goals are derailed: Teams work hard but may focus on the wrong priorities.
Performance stagnates: Without clarity on what success looks like, teams become disengaged and ineffective.
Growth is stifled: Companies risk missing opportunities because leaders are too immersed in operational details to see the big picture.
Conversely, leaders who align their strategy with KPIs and performance measures create clarity, accountability, and momentum—key drivers of business success.
From the Weeds to the Gallery
One of the most significant shifts a leader can make is to get out of the weeds of everyday management and step “up into the gallery,” a metaphor borrowed from performance arts. In the gallery, leaders can observe the full stage, understand the interplay of various parts, and direct their teams with greater purpose and clarity.
Here’s how leaders can bridge the gap between operational overwhelm and strategic alignment:
1. Strategic Thinking
Leaders must develop the ability to think critically about long-term objectives and anticipate challenges. Strategic thinking isn’t innate for everyone, but it can be cultivated through reflective practices, scenario planning, and learning from other industries.
The impact: Leaders who think strategically can set a clear vision and prioritize initiatives that drive growth and scale.
2. Goal Alignment
Research by McKinsey highlights that when employees understand how their work connects to organizational goals, productivity increases by 20-25%. Leaders must ensure that team objectives align with business strategy, creating a sense of shared purpose.
The impact: Teams working toward aligned goals are more cohesive, motivated, and efficient.
3. Data-Driven Decisions
In scaling organisations, KPIs are critical for measuring progress and maintaining accountability. But, these metrics must be meaningful and actionable—leaders must understand which indicators truly drive performance.
The impact: Clarity around KPIs enables teams to focus on high-impact activities, accelerating growth and improving results.
4. Influence and Engagement
A leader’s ability to inspire and motivate is directly linked to their team’s performance. Studies by Gallup show that highly engaged teams are 23% more profitable than disengaged ones. Leaders who can effectively influence and persuade others ensure that teams stay committed and enthusiastic about achieving their goals.
The impact: Higher engagement leads to better retention, innovation, and productivity.
5. Emotional Intelligence and Feedback
A business’s success hinges on its people. Leaders with strong emotional intelligence foster a culture of trust and collaboration, while those who create a feedback-rich environment drive continuous improvement.
The impact: Teams that feel supported and valued are more resilient and adaptive, essential qualities for navigating growth and change.
Why Investing in Leadership Development Directly Impacts KPIs, Not Just “Soft Skills”
Recently I’ve been speaking to the CEO of a global business that had never invested in leadership development, I was met with skepticism. He considered leadership training as a focus on "soft skills" and questioned its value, especially in a high-pressure environment where revenue growth was the priority. His focus was on hitting ambitious KPIs, and he didn’t instantly see how improving communication, emotional intelligence, or strategic thinking would translate into measurable business results. But we delved deeper into the challenges leaders face—teams working in silos, managers overwhelmed by day-to-day operations, and missed opportunities for innovation, it became clear that leadership isn't just about managing people; it's about aligning teams with strategic objectives and equipping them to drive results. The ROI, as I explained, lies in better performance, engaged teams, and a business poised for sustainable growth.
Leading the Path Forward
As businesses scale and revenue KPIs loom large, it’s tempting for leaders to double down on operational management. But true success lies in stepping back, focusing on strategic alignment, and leading with purpose.
The journey isn’t always easy. It requires intentional effort, a willingness to learn, and a commitment to growth—not just for the business but for the leaders themselves. When leaders rise above the daily grind and align their efforts with the organization’s strategic goals, the results can be transformational: empowered teams, accelerated growth, and a stronger, more sustainable business.
Are you ready to align your leadership with your business goals?
Let’s work together to get you out of the weeds and into the gallery. Get in touch >
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. It was daunting!
I wanted the team to exceed expectations but I also wanted to be liked. It was hard to balance.
Fast forward to today, and I’ve 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.
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:
Identify the triggers: What specific situations make you feel like an imposter?
Reframe negative thoughts: Instead of focusing on doubt, focus on the skills and accomplishments that got you to this point.
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
Many years ago, I found myself in a business where the culture of the team I was working with was slowly deteriorating. We were delivering our projects and clients were satisfied, but the energy and motivation were low and getting lower.
That’s when it hit me that if you don’t intentionally shape your culture, it will form by accident—and often not in the way you want.
As leaders, we set the tone for everything in our organizations. Culture, engagement, feedback, and conflict resolution don’t just happen—they need to be nurtured and intentionally built...
Read more 👉
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.