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 I Learned to Balance Strategic Objectives with Leading People

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 >

Help Your Team Manage Stress and Build Resilience: 10 Tips for Leaders

Stress is inevitable, the world is full of change and uncertainty, and it’s a challenge we all face - at work and at home. As leaders your people’s wellbeing and helping them to manage stress and build resilience, or inner strength, is no longer a tick box exercise, it’s essential.

With the right tools and support, stress can be managed effectively, leading not only to healthier individuals but also to a stronger, more resilient team.

1. Understanding Pressure vs. Stress

It’s essential to recognise the difference between pressure and stress. Like Goldilocks, the goal is to find “just right” pressure—not too little and not too much.

• Productive Pressure: When managed well, pressure can keep us focused and motivated. In the right amount, it enhances performance.

• Excessive Pressure: If it becomes overwhelming, however, pressure crosses into stress, leading to fatigue, irritability, and decreased performance.

Actionable Tips: 

Encourage team members to recognise when they feel engaged and focused rather than tense or overwhelmed. Set Short, Manageable Goals to maintain a sense of progress and keep pressure in check. Smaller goals can keep productivity high without overwhelming the team. Remind your team to take short, refreshing breaks to recalibrate during peak pressure periods. Simple actions like stepping outside or taking a few deep breaths can prevent the shift from pressure into stress.

2. Acknowledge and Accept Your Emotions

When you feel stress building, could you take a moment to acknowledge it. Awareness of how you feel physically and emotionally helps you address stress before it becomes overwhelming.

• Recognise the Signs: Pay attention to physical cues like a racing heartbeat or shallow breathing. These are your body’s “check engine” lights.

• Pause for Perspective: Rather than reacting instantly, pause and reflect. Ask yourself, “Will this matter a month from now? What would my wisest friend advise?” This bird’s-eye view can provide much-needed clarity.

Actionable Tips:

Encourage team members to identify and name their emotions (e.g., “I feel anxious” or “I’m frustrated”). Research shows that labelling emotions reduces intensity, helping you feel more in control. Use Reflective Questions: Teach your team to ask themselves reflective questions when stressed. For instance, “What’s in my control here?” or “What would help me feel calmer?” This promotes a more balanced response rather than an immediate reaction.

3. Lead with Empathy

Being an empathetic leader is one of the most powerful ways to build resilience. When leaders take the time to understand each team member's unique challenges and stressors, it can make a significant difference in how they approach their work. Empathy builds trust and shows your team that they’re valued beyond their productivity.

Actionable Tip:

Use empathy in your day-to-day interactions by actively listening and offering tailored support when challenges arise. Sometimes, a quick conversation or a kind word can make all the difference.

4. Foster Open Communication

One of the best ways to help your team manage stress is to create a culture of open, honest communication. This starts with you, the leader, being transparent and approachable. Encourage your team to share their concerns, listen actively, and respond with empathy. When employees feel they can talk openly about challenges without judgment, they are more likely to address issues proactively, reducing stress in the long run.

Actionable Tips:

Start meetings with a brief personal update to set an example. When leaders share openly, team members feel more comfortable doing the same. Implement “Psychological Safety” Rules by establishing norms where everyone feels they can voice concerns without fear of judgment. One simple rule is, “All questions are good questions.” Reinforce that it’s okay to ask for help or say, “I don’t understand.”

Schedule informal one-on-one check-ins every few weeks to provide a safe space for team members to share any stressors or workload concerns. Actively listen, empathize, and brainstorm ways to address any challenges they bring up.

5. Encourage Work-Life Balance

While productivity is essential, balance is key to long-term success. Constant work without adequate rest can lead to burnout, so it's important to encourage breaks, time off, and healthy boundaries between work and personal life.

Actionable Tip:

Model work-life balance yourself by setting boundaries. For example, avoid sending emails after work hours, and use your vacation days. When your team sees you prioritise balance, they are more likely to do the same.

6. Give Your Team with Stress Management Tools

Resilience isn’t just about bouncing back; it’s about having the right tools to cope with challenges in real-time. Offering workshops or providing resources on stress management techniques like mindfulness, time management, and exercise can help your team develop skills to handle stress effectively.

Actionable Tip:

Organise a monthly wellness day or provide access to resources like meditation apps or fitness classes. Small investments in well-being can go a long way in helping employees manage stress.

7. Recognise and Reward Efforts

When people feel appreciated, they are more engaged and motivated. Recognition can be a powerful way to mitigate stress and build resilience. Celebrating successes, even small ones, helps create a positive work environment and reinforces a sense of purpose.

Actionable Tip:

Develop a simple system for celebrating achievements, such as a monthly shout-out in team meetings or a “thank you” board in the office. Positive reinforcement promotes a culture of support and resilience.

8. Build a Sense of Team Unity

Teams that support one another through tough times are more resilient. Fostering strong team bonds encourages employees to lean on one another for support, which can alleviate individual stress levels.

Actionable Tip:

Schedule team-building activities that align with your team’s interests, whether that’s a casual lunch, a team sports day, or a virtual trivia night. A unified team handles stress more effectively and comes together to support each other in times of need.

9. Encourage Flexibility

Allowing flexibility can reduce stress by giving employees some control over how and when they work best. This could mean flexible hours, remote work options, or allowing team members to switch tasks based on energy and focus levels.

Actionable Tip:

Consider implementing “focus hours” where employees can work uninterrupted or allow flexible start and end times for those who may be balancing work with other responsibilities.

10. Provide Learning and Development Opportunities

Learning opportunities can help employees feel empowered and equipped to handle challenges. When team members have room to grow and develop new skills, they’re more resilient in the face of change and better prepared to manage stress.

Actionable Tip: Start with my free online workshop How to Cope with Stress & Build Resilience.
Join this workshop to discover practical tools to strengthen your resilience and support your teams. We'll delve into:
🌿 What is Wellness
🌪️ Distinguishing Pressure from Stress
🚦 Establishing Healthy Boundaries and Habits
🌟 Overcoming Overwhelm
🌱 Cultivating Resilience
🧘 How to support your team

👇 BOOK A PLACE 👇

This workshop can also be tailored to run for teams and organisations in-person or virtually.

Empathy in Leadership: A Guide to Emotional Intelligence

Empathy in Leadership A Guide to Emotional Intelligence

In today’s fast-paced, ever-evolving workplace, leaders are expected to do more than just technical experts, they are required to understand, inspire, and connect with their teams on a human level. This is why emotional intelligence (EQ) and empathy are essential skills. Empathy fosters trust, collaboration, and resilience, and enabling leaders to navigate the complexities of human behaviour.

As psychologist Daniel Goleman said,

“What really matters for success, character, happiness and lifelong achievements is a definite set of emotional skills—your EQ—not just purely cognitive abilities that are measured by conventional IQ tests.”

But what exactly is emotional intelligence, and how does empathy fit into the picture?

What is Emotional Intelligence?

Emotional intelligence, often referred to as EQ (emotional quotient), is the ability to recognise, understand, and manage both your own emotions and the emotions of others. It's a skill set that allows leaders to connect with their teams on a more personal level, improving communication, reducing conflict, and boosting team morale. EQ consists of five key components:

1. Self-awareness – Understanding your own emotions, strengths, and limitations.

2. Self-regulation – Managing your emotions, especially in stressful or challenging situations.

3. Motivation – Maintaining drive and optimism, even in the face of setbacks.

4. Empathy – Recognising and understanding the emotions of others.

5. Social skills – Building and managing relationships, effectively communicating, and resolving conflicts.

While all five components are important, empathy plays a unique role in leadership by directly influencing how you interact with others. Empathetic leaders can put themselves in their people's shoes, to better understand their concerns, motivations, and challenges. This creates a more supportive and inclusive work environment.

Why Emotional Intelligence and Empathy Matter in Leadership

Stronger Relationships

Leaders with high emotional intelligence foster open communication and trust. They understand the importance of making genuine connections with their team, which helps create a collaborative and supportive culture. Teams led by emotionally intelligent leaders tend to feel more valued and are therefore more engaged and motivated to perform well.

Improved Decision-Making

Emotional intelligence enables leaders to make well-rounded decisions that consider not just the facts but also the emotions and perspectives of others. This allows them to take a more holistic view of situations, resulting in better decisions that are more likely to be embraced by the team.

Better Conflict Resolution

When conflict arises, emotionally intelligent leaders use their empathy and social skills to navigate the situation calmly and fairly. They can step back, manage their own emotional reactions, and understand the emotions of those involved. This results in quicker, more amicable resolutions and prevents tensions from escalating.

Increased Employee Satisfaction

Empathy in leadership leads to a more positive and inclusive workplace culture. Employees are more likely to stay loyal to leaders who understand their needs and support their growth. When team members feel seen and heard, their job satisfaction and productivity rise.

Resilience in Tough Times

Leaders face challenges daily, from managing tight deadlines to navigating company crises. Emotionally intelligent leaders are better equipped to handle these challenges, remaining calm under pressure while providing steady support to their teams. Their empathy allows them to acknowledge the stress their team may be experiencing and respond with compassion.

How to become an emotionally intelligent leader

The great news is that emotional intelligence and empathy aren’t fixed traits—they can be developed and strengthened with intentional practice. Here’s how you can enhance these skills:

1. Cultivate Self-Awareness

The first step in developing emotional intelligence is to become more aware of your own emotions and how they influence your behaviour. Regularly check in with yourself: How are you feeling? How are these feelings impacting your decisions and interactions with others? Journaling or meditation can be helpful tools for increasing self-awareness.

2. Practice Active Listening

Listening is a core component of empathy. When a team member is speaking to you, give them your full attention. Avoid interrupting or planning your response while they are talking. Instead, focus on understanding their perspective and feelings. After they’ve finished speaking, paraphrase what they said to ensure you’ve fully understood.

3. Manage Your Emotions

Emotional regulation is crucial in leadership. Practice techniques that help you stay calm in stressful situations, whether that’s taking deep breaths, stepping away for a few moments, or reframing your thoughts. Leaders who can manage their emotions effectively are better at making thoughtful decisions and avoiding emotional reactions that could harm team dynamics.

4. Show Empathy in Action

Empathy isn’t just about understanding—it’s about acting on that understanding. If a team member is struggling, offer your support. This could mean helping them re-prioritise tasks, offering additional resources, or simply giving them a listening ear. Small actions that show you care about your team’s well-being can have a big impact.

5. Provide Constructive Feedback with Care

Feedback is a critical part of leadership, but it’s important to deliver it in a way that’s constructive and compassionate. Consider how the other person might feel and frame your feedback in a way that encourages growth rather than defensiveness. Balancing honesty with empathy helps maintain trust and respect in your relationships.

6. Build Emotional Resilience

Developing emotional intelligence doesn’t mean you won’t experience negative emotions—it means you’ll be better equipped to handle them. Building emotional resilience involves recognising your emotional triggers and practising self-regulation techniques, so you’re prepared to navigate challenges and stress without becoming overwhelmed.

7. Encourage Empathy in Your Team

As a leader, you have the opportunity to model and foster empathy within your team. Encourage team members to understand each other’s perspectives, whether during a disagreement or while collaborating on a project. Empathy within the team enhances collaboration, creativity, and mutual respect.

The Benefits of Leading with Emotional Intelligence and Empathy

When leaders prioritise emotional intelligence and empathy, they create workplaces where people feel understood, valued, and motivated. In the long run, this leads to:

• Increased employee retention: Team members are more likely to stay loyal to empathetic leaders.

• Higher team performance: A supportive environment allows employees to thrive and perform at their best.

• Stronger company culture: Emotionally intelligent leadership fosters a culture of trust, respect, and collaboration.

• Better overall outcomes: When employees feel heard and supported, they are more engaged, productive, and innovative.

Today, leadership demands more than just technical expertise, emotional intelligence and empathy have emerged as crucial qualities for success. These skills enable leaders to build stronger relationships, foster trust, and create a positive and productive work environment.

Leading with emotional intelligence and empathy isn’t just a modern leadership trend—it’s the future of sustainable and effective leadership.

Building Confidence in Leadership: A Guide to Success

Building Confidence in Leadership: A Guide to Success

Confidence is the foundation of leadership.

It drives decisions, shapes behaviours, and influences how others perceive and respond to you. A confident leader inspires trust, while a lack of confidence can sow seeds of doubt, not only within the leader themselves but also in their team. And here’s the truth: everyone, even the most accomplished leaders, faces moments of self-doubt. The secret lies in how they overcome it and continue moving forward.

Many leaders, especially those newly appointed or taking on greater responsibilities, struggle with imposter syndrome—the persistent feeling that they don’t deserve their position or are not truly qualified. This is more common than you might think, affecting both men and women, and can lead to anxiety, overworking, or perfectionism. However, confidence isn’t something you're born with—it’s a skill you can develop. The good news is that with the right strategies, you can build your leadership confidence and transform self-doubt into self-assurance. Here’s how:

1. Embrace Self-Awareness as Your Foundation

Leadership confidence starts with knowing yourself. Understand your strengths, but also your areas for growth. Self-awareness helps you manage how you react in high-pressure situations, recognise your triggers, and cultivate emotional intelligence. Regular self-reflection will allow you to view challenges as opportunities for growth, not as threats to your capabilities.

Make time to assess your emotional landscape, recognise your values, and understand your personal leadership style. Reflect on past experiences—what were your successes and failures, and what did you learn from both? With heightened self-awareness, you'll not only build confidence but also develop empathy, which is crucial for effective leadership.

2. Leverage Feedback as Fuel

While self-reflection is essential, external feedback provides the full picture. Seek constructive criticism from trusted peers, mentors, or your team. Honest, well-rounded feedback gives you a clearer sense of how you’re perceived, where you excel, and what can be improved. It’s important to create an environment where feedback is welcomed, not feared, so that those around you feel comfortable being honest with you.

Receiving feedback might sometimes be uncomfortable, but view it as a gift. If you take criticism constructively, it will help you grow and reinforce your confidence in the long run.

3. Celebrate Wins

Leaders often focus so much on their next goals that they forget to acknowledge their achievements. Celebrating even small victories will reinforce your belief in your abilities. Write down your successes—whether it’s navigating a tough decision, resolving a team conflict, or landing a key client—and return to this list whenever self-doubt creeps in.

This isn’t about being boastful, but about reminding yourself that you’ve earned your place as a leader. Keeping track of your achievements not only boosts morale but provides a record of the value you bring to the table.

4. Develop a Growth Mindset

Leaders with a growth mindset view challenges and setbacks as learning opportunities. Instead of fearing failure, embrace it as a stepping stone to improvement. This mindset shift is vital for developing leadership confidence because it reframes how you approach risks and decisions. You’ll become more resilient, adaptive, and, ultimately, more confident in handling complex or unfamiliar situations.

Ask yourself after every experience: What did I learn? What could I do differently next time? Continuous learning, both from success and failure, will reinforce that you are always growing and getting better.

5. Prioritise Self-Care and Resilience

Confidence isn’t just a mental game—it’s physical and emotional as well. Leadership roles are demanding, so it’s important to nurture your well-being. Prioritise your health, set clear boundaries to avoid burnout, and give yourself permission to recharge. Physical fitness, mindfulness, and adequate rest aren’t just good habits—they also fuel confidence by giving you the energy and focus to tackle challenges head-on.

Develop resilience by adopting routines that calm and centre you, like regular exercise, meditation, or journaling. Resilience in leadership doesn’t mean avoiding stress—it means bouncing back from adversity with greater strength.

6. Build Trust Through Vulnerability

It might seem counterintuitive, but displaying vulnerability can actually strengthen your leadership. When leaders show they don’t have all the answers or admit to making mistakes, it humanises them and fosters deeper connections with their teams. Admitting when you need help doesn’t weaken your leadership—it shows you’re confident enough to rely on others and value their input.

By being transparent about your challenges, you create a culture where your team feels safe to take risks and be open about their own difficulties. This level of trust builds a stronger, more resilient organisation and ultimately reinforces your leadership confidence.

7. Communicate Assertively, Not Aggressively

Clear, purposeful communication is one of the most powerful tools of a confident leader. Practice assertiveness, which strikes the right balance between passivity and aggression. Assertiveness is about communicating your needs, boundaries, and expectations with respect and clarity.

Learning how to communicate assertively fosters stronger relationships, builds respect, and ensures your voice is heard without causing conflict. When you communicate with conviction, people are more likely to follow your lead.

8. Visualise Success

Visualisation is a powerful tool used by top athletes and leaders alike. Before entering high-pressure situations—whether it’s a crucial presentation, a difficult conversation, or an important decision—take time to visualise success. Imagine yourself performing with confidence and clarity, and mentally rehearse the steps you’ll take.

Visualisation conditions your mind to expect success and can alleviate anxiety or hesitation. By mentally preparing yourself, you’ll enter situations with a clear sense of purpose and self-assurance.

9. Lead with Purpose

Confidence in leadership grows when your actions are aligned with your purpose. Know what drives you—whether it’s making an impact, achieving a long-term vision, or championing a cause. When you lead with purpose, your decisions and actions have deeper meaning, and you’ll inspire greater trust and respect from your team.

Purpose-driven leadership also ensures that your confidence doesn’t come off as arrogance because you’ll be grounded in authenticity and service to others. This kind of leadership inspires loyalty and cultivates a culture where everyone feels empowered to contribute.

10. Learn to Be Comfortable with Discomfort

Leadership often involves making tough decisions, navigating uncertainty, and stepping into unfamiliar territory. The more you embrace discomfort, the more your confidence will grow. It’s in these moments of challenge where real growth occurs. When faced with a difficult decision, remind yourself that no leader has all the answers, and that it’s okay to take calculated risks.

Confidence doesn’t come from avoiding challenges—it comes from overcoming them. Stepping into uncomfortable situations and making decisions despite the unknown will strengthen your leadership muscles over time.

11. Empower Your Team

Finally, a confident leader recognises the importance of empowering others. When you enable your team to take ownership of their work, make decisions, and grow, you not only build their confidence but reinforce your own leadership. A team that feels trusted and valued will reflect that trust back to you.

Delegate responsibilities, mentor your team, and celebrate their achievements. As they grow under your leadership, your own confidence will be reinforced by their progress and success.

Leadership Confidence is learned through experience

Confidence isn’t an innate trait—it’s built through experience, action, and persistence. Whether you’re overcoming imposter syndrome, facing new challenges, or navigating uncertainty, these strategies will help you build and sustain the confidence needed to lead effectively.

Leadership is a journey, and confidence is something you continually develop along the way. By embracing growth, acting with purpose, and empowering those around you, you will not only inspire trust and loyalty but also unlock your own potential as a confident, capable leader.

How to: Reflective Goal Setting for a Succesful 2024

Reflective Goal Setting for a Succesful 2024 - A How to Guide

The end of the year and the festive break is a natural time to pause and reflect on the past year and consider the year ahead, both for you as an individual and for your business and team. 

Time off work over Christmas is the perfect pause we need to take time to step back from the busyness of our daily lives, to reflect on what is important to us and to set the tone for the year ahead. I encourage you to set aside time to reflect and plan - individually or with your colleagues.

This article explores the benefits of reflective goal setting for both our personal and business success and growth. Read on to find some useful prompts to reflect, grow self-awareness, and clarify your hopes, ambitions and plans for the year ahead.

The power of reflection

Reflection is a powerful tool to find closure on the things that have happened over the last 12 months - personally and professionally.

Reflection isn’t just a retrospective exercise - it will pave the way for setting impactful goals and steering yourself or your businesses toward success in 2024. By increasing your self-awareness, you will be able will be able to move into 2024 stronger and more confident.

As the motivational speaker Ed Foreman says “If we always do what we’ve always done, then we’re going to get what we’ve always got.” So building self-awareness helps to identify patterns that may be keeping you stuck.

Reflecting on everything you have achieved over the last year encourages you (individually or collectively) to celebrate successes. While acknowledging challenges and failures, helps to develop a growth mindset - in other words, to look for opportunities to change and improve.

If there are things that didn’t go so well or that you feel were failures - try to shift your perspective to recognise what you learned from the experience. Changing our perspective allows us to release old patterns, that no longer serve us - try to see things from through fresh eyes. Try not to take the role of victim and things happening TO us, - we can’t control other people, but we can control how we respond. So put yourself in the driving seat, empower yourself and take responsibility for making things happen or making changes in the year ahead.

Once you’re reflected, it’s time to think to the future - dream big and plan your year ahead.

The benefit of setting goals

• Enhanced Clarity and Focus: Goal setting helps to clarify priorities and focus on achieving them.

• Adaptability and Resilience: By learning from past experiences, you will become more adaptable and resilient in the face of challenges.

• Increased Motivation: Clear goals derived from reflection provide motivation and a sense of purpose, driving you and your to perform at their best.

How to reflect on the past and set goals for the future

Change your Perspective

Take yourself out of your usual environment - that’s why using the holiday period is valuable because we are free from the usual pressures of work. If you are doing this exercise for your business and with colleagues - get out of the office - go for a team walk, or go and talk over a coffee or lunch.

Get outdoors 

Personally, I find time outside - walking, running, cycling or just strolling and chatting with a friend, encourages our brains to slow down. It helps us to feel grounded, and gain perspective - reassessing our worries, enabling us to see the bigger picture and recognise what really matters.

Remove Distractions

Create the time and space to do this free of distractions - turn off your phone Focus on your breathing for a few minutes before you start to slow your brain down and bring yourself to the present moment.

Write it down

The process can be a gentle reflective thought process, making notes for yourself or having a discussion with colleagues. I recommend putting pen to paper, it helps to frame the reflections and make your goals concrete. There’s plenty of research that proves that people who write down their goals and objectives are more successful in achieving them.

Business and Team Goals

If you are setting goals for your business or team involve them in the process, and make it a collaborative process to foster a collective commitment. Communicate your grand vision and ask them what theirs is. Agree shared objectives and what everyone’s role is in achieving them. Set milestones and celebrate small successes along the way.

Steps to Reflect and Set Goals for 2024.

1. Start by reviewing the past year.

• Reflect on some or all of the following:
  - your personal and family life

  - your career

  - your wellness, work-life balance and how you have looked after your mental and physical health

• What have been the highlights of your year? 

• What made you happy this year and when were you happiest?

• What are you most grateful for?

• What have been your biggest successes? - try and come up with at least three. 

• What are you most proud of?

• How did you achieve these successes? 

• What’s the biggest risk you took? What’s the most important lesson you’ve learned?

• Identify Lessons Learned

• Is there anything that you didn’t achieve or that you feel you failed at?

• What were the biggest challenges of the year?

• How did you react and cope in the face of these challenges

• What have you learned as a result?

• Is there anything you wish you could have done differently — forgive yourself and leave it behind.

2. Set Goals for 2024

• Start with the end of in mind - your vision - where would you like to be this time next year? 

• Dream your biggest dream. If you could wave a magic wand what would you like to happen?

• What would you like to be celebrating 12 months from now - a new job? A new home? A new business launch?

• What really matters to you? What gets you out of bed in the morning?

• What are the things that make you happy and you need to prioritise this year?

• What should you start doing more of? (e.g. exercising, seeing family, learning something new)

• What should you do less of? (e.g. kicking a bad habit, being less hard on yourself)

• What challenges might there be along the way?

• How can I try to overcome these challenges?

• Who do you need help from and what other resources might you need?

• How will you look after your well-being - your mental and physical health? Are there new boundaries or habits you want to establish - e.g. making more time for exercise or eating better, or setting new boundaries e.g. being disciplined about not checking work emails during your time off?

 3. Define Clear Objectives

With the insights gained, define clear, achievable objectives for the upcoming year. These goals should be SMART—Specific, Measurable, Achievable, Relevant, and Time-bound. They should align with the company’s mission and vision, driving growth and progress.

Next write down the specific tasks and actions you need to make these goals happen.

In Summary

• Use the holidays too make time to unplug, switch off and reflect on the year we’re about to leave behind.

• Let go of anything that was difficult or challenging, but take what you learned with you.

• Consider what you want to achieve in the year ahead.

• Set some time-frames and measures for success.

• Write it all down somewhere you won’t lose it and pull it out monthly or at least a few times during the year ahead to see how you are getting on.

• Celebrate the small steps and milestones along the way and don’t be too hard on yourself about things that don’t go to plan.

For more ideas on Reflective Goal Setting have a look at my Tips for 2025 >

My Personal Reflections

As I write this, I have looked back at the goals I set myself on New Year’s Eve last year - many of them have come to fruition - I have established my coaching and leadership development business and have worked with some fantastic individuals and businesses.

I found the courage to resign from a contract that this time last year, was filling me with dread and making me very unhappy, however well paid it was!

I am in the process of buying my own home and moving to Bristol to start a new life.
I have a nearly 365-day streak of learning Spanish on Duolingo!

I supported my son through A-levels and starting university.

I’ve been to dozens of gigs and a handful of music festivals.

And I have spent more time with family, old friends and made lots of new friends too.

Now, I wonder what I’m going to set as my goals for 2024…

How to Cope with Stress

How to Cope with Stress

Christmas is inevitably one of the busiest and most stressful periods for people at work and at home. We have tasks to complete tasks, objectives to achieve or just a sense that we need to get things done before the end of the year.

How do you manage stress and build resilience for you and your team?

Pressure versus Stress

It’s important to remember that there is a difference between pressure and stress. Just like Goldilocks, we want ‘just right’ pressure - not too little and not too much.

When there’s no pressure and we aren’t busy enough feeling, we may feel bored, disengaged and undervalued. While we’re in our comfort zone we are just coasting and have the potential to feel apathetic. But when we experience the ‘just right’ level of pressure we feel focused, alert, stimulated, energetic, motivated and engaged.

There’s a fine line between too the ‘just right’ pressure and too much and that tipping point is going to be different for different people. Be aware of that when you’re thinking about your colleagues and staff.

When we feel stressed we start to make mistakes, feel out of control, become irritable, anxious and experience low morale. In time this can cumulate to cause exhaustion, needing time off and ultimately burnout and mental health issues.

As well as the impact on an individual, the business will suffer from increased staff absence and high turnover. The data is well reported elsewhere.

1. Put your own oxygen mask on first

It’s vital to start with yourself, just as on an airplane we are instructed to put our own oxygen mask on first.

We all need to keep an eye on our personal fuel gauge - just as running out of petrol is bad for your car, letting our own wellness tank run on empty is bad for us.

It is normal to feel pressure and even stress for short periods, but it’s important to recognise when it’s too much it and try to build resilience. Resilience is our ability to adapt and bounce back when things are difficult or don’t go as planned. Resilient people don’t dwell on failures; they acknowledge the situation, learn, and then move forward stronger.

2. Pause and accept how you feel

Be aware of how you feel, your emotions and energy levels and be aware of when you are tipping into the strain or stress zone. Recognise any physical symptoms that are your body’s own warning signs - fast heartbeat, short breathing, knotted stomach or poor sleep.



Pause, recognise and accept how you are feeling.
You can’t always choose the situation that is going on around you at home or work and you can’t choose your emotional response, but you can make choices about how you deal with it.

See the big picture
When we feel stressed our brains are hard-wired to overreact, our perceptions can be warped, we might feel that the world is against us and we might respond by going into fight, flight or freeze mode.

Take a bird's eye view - What do you see from up there? Does it look any different? What would your wisest and kindest friend advise you? How much will this matter a month from now? What about next year?

3. Focus on what you can control

Become aware of how much time and energy you spend worrying about things you can’t control or can’t change. This will help to reduce stress, frustration and overwhelm.

Start by writing a list of your worries and stress and then separate them between:

• Things you can directly control - your own actions or behaviours

• Things you can influence (in other words you can’t control other people or company-wide decisions but you might be able to influence them)

• Things that are completely out of your control

If you focus on what is within your control you can shift your attention, be more proactive and productive.

This concept of Circles of Control was popularised by Steven Covey’s The 7 Habits of Highly Effective People.

4. Avoid, Alter, Accept Adapt

Once you’ve identified the causes of your stress, you have four options:

1. AVOID - Know your limits and try to stick to them. If you are asked to take on more than you can manage, or asked to do one too many things, can you learn to say no? It’s not easy to say no, especially if are short-staffed, but can you at least start the conversation and explore reprioritising tasks or reallocating them?

2. ALTER - if you can’t avoid the pressure or stressful situation, work out what you can do to change it. Sometimes this involves expressing your feelings instead of bottling them up. Be open about your limits. Remember to use "I" statements, as in, "I feel frustrated by being asked to take this on. Is there something we can do to balance things out?" Is there anything you can do to manage your time better? Block out time to focus on specific tasks and try and avoid interruptions, and group certain tasks together into chunks of time.

3. ADAPT - Can adapt to the pressures by reframing problems and trying to see the positives. What are you grateful for? Let go of perfectionism and recognise when good is good enough.

4. ACCEPT - Many sources of stress are unavoidable and you just have to accept them and deal with them. If you find that hard, is there someone you can talk to? Sometimes changing your surroundings just for a minute can help break out of a sense of powerlessness. Opening up to someone else can also reduce stress because it helps to distance ourselves from it and gain perspective.

5. Make time to decompress

Make sure you give yourself the time and the space to decompress. When we’re exhausted from work, it’s easy to stop looking after ourselves outside work, especially if you are getting home late at night or if you work from home and there aren't any boundaries.

Use your journey home from work to reflect, think about the good things that happened today, and let go of the difficult things while exploring what could be different next time. Writing stuff down can help to get it out of your head, even if you wake up in the middle of the night worrying about work, use the Notes or reminder function on your phone or carry a good old-fashioned notebook, to write down the things you need to do tomorrow, then let it go until tomorrow.

Make sure you try and make time to rest and relax, do something you enjoy every day whatever that may be for you - from walking your dog or meeting a friend for coffee. Make time to connect with friends and family outside work. Time spent outside and exercising is essential for our wellbeing as is eating well, staying hydrated and good sleep.

It’s not easy to switch off when we are constantly available via email or messages pop up on WhatsApp. Use your phone's “do not disturb functions’ to turn off notifications from work contacts when you’re not in work.

Any small steps you can take will help you to build resilience and cope with stress.

6. Supporting your staff’s wellness

When it comes to your staff, invest time in their wellbeing and create a supportive environment that considers the whole person and treats them as individuals.

On a day-to-day basis encourage positive relationships between colleagues and foster a supportive atmosphere where people are kind to each other and listen and support each other. Doing nice things for other people releases oxytocin which makes you feel good about yourself.

Foster a culture that promotes a good work-life balance. Encourage people to take breaks, leave on time and take their holiday allowance. Promote the importance of self-care: rest, relaxation, exercise, diet and sleep.

Proactively monitor everyone’s workload. Make sure that work is clearly defined, is well-matched to their abilities and that deadlines are acceptable.

If you work on a shift/rota basis: Strive to get staffing levels and rotas right, try to ensure rotas are fair and considerate to everyone, especially during the busy and sometimes unpredictable Christmas season - it’s the key to maintaining a happy and motivated workforce.

Provide rotas as far ahead as possible so that people can plan and enjoy their days off. Be as flexible as you can be allowing people to swap shifts within reason, and make it acceptable to take sick leave for mental health challenges.

Keep communicating – make time to talk to your staff and regularly check-in with them individually and privately. Be transparent with staff about what is going on in the business and be honest with them - for example about reasons why you may need them to take on more work. Mutual trust is the number one factor in creating a positive culture and relationship between manager and staff.

Foster a culture where people can come and talk to you and share their problems inside or outside work. Ask open questions, listen and be respectful and ask them what they need from you, whether that’s more support or training, time-off (for mental or physical health) or sign-posting to professional advice.

Finally, look out for staff who are struggling and ask them what they need. You can’t force them to change or seek help, but be aware that there are lots of resources and sources of support out there for people who are struggling.

If you would like to talk to someone about how to deal with stress, manage your workload, build resilience, and support your team, please get in touch. I offer a free 30 minute coaching session to explore how I can support you. You can email me polly@pollyrobinson.co.uk

The Crucial Role of Effective Management: Insights from CMI Research

The Crucial Role of Effective Management: Insights from CMI Research

People don’t leave companies, they leave managers. New research from the Chartered Management Institute (CMI) has highlighted the impact that managers have on employee’s motivation, job satisfaction, and their desire to stay with an organisation. A good leader brings people together to drive toward a common goal.

The CMI report Taking Responsibility - Why the UK Needs Better Managers conducted in partnership with YouGov reveals:


• One in four of the UK workforce holds a management role

• Only just over a quarter (27%) of employees describe their manager as highly effective.

• Half (50%) of those who don’t rate their manager say they plan to leave their company in the next Only 34% feel motivated to do a good job.

The significance of effective managers becomes evident when considering the impact on employee loyalty.

• 72% of workers who rated their managers as effective felt valued and appreciated.

• Conversely, only 15% of those with ineffective managers felt similarly valued.

Accidental Managers

Managing a team of people is something that we often fall into. We get promoted because of our skill or ability, because we are technically competent and suddenly we are responsible for other people with no support or guidance about how to be a manager.

Good management and leadership practices are linked to improved performance, higher retention rates, the creation of positive work environments (culture), and the achievement of business objectives

The report confirms that many people are ‘Accidental Managers’ promoted just because they are “popular, good at their job, or happen to be available to take charge.”

• 82% of people who enter management positions have not had any proper management and leadership training.

• Nearly half, 46% of managers believe colleagues won promotions based on internal relationships and profile, rather than their ability and performance.

The research found a consistent link between managers who had received management training and more effective organisations. Many people surveyed emphasised that without adequate management and leadership development, they lack the confidence to perform their roles and deliver results effectively.

Meanwhile, managers who had received training, said that they ask their team members for feedback, are more comfortable with managing big changes, and are also able to leverage technology to improve efficiency.

In conclusion, the CMI's research shines a spotlight on the pivotal role of effective management in fostering a positive work environment, employee satisfaction, and strategic success. It also highlights the pressing need for comprehensive management and leadership development programmes to equip future leaders with the skills and knowledge required to excel in their roles. It's time to invest in better management practices to shape the future of work.

Why is Management and Leadership Important?

This report demonstrates a clear need for more training not only for new and emerging managers but also for experienced ones. Management is not just a title or a position; it's a set of skills and qualities that can be honed and developed over time. Leadership training plays a pivotal role in shaping individuals into successful leaders. Let's explore what leadership training can achieve.

What is the impact and benefit of management training?

1. Goal Setting and Vision

   Improves strategic focus by ensuring that everyone is pulling in the same direction. Teaches goal-setting techniques and strategic planning, enabling leaders to inspire their teams with a compelling vision for the future.


2. Decision-Making and Problem-Solving
   Instills effective decision-making frameworks and problem-solving methodologies, ensuring that leaders can navigate challenges with confidence.


3. Enhanced Self-awareness
   Leadership training often begins with self-assessment. It encourages individuals to reflect on their strengths, weaknesses, and personal values. When leaders understand themselves better, they can relate to their teams more authentically and make informed decisions.


4. Reduce Turnover and Boost Retention
   Build a positive community where people feel heard, valued and appreciated. In turn they will be more loyal and committed.

5. Build a Strong Culture and High-Performing Teams

   Discover insights into team dynamics, motivation techniques, and strategies for building a positive and collaborative work culture.


6. Increase Productivity and Efficiency 

   Improves time management and prioritisation by equipping managers with techniques to maximise productivity, delegate tasks, and focus on what matters most.


7. Cultivate Emotional Intelligence

   Support managers to be more emotionally intelligent and improve self-awareness, confidence and relationships with others.


8. Improve Communication Skills
   Equip individuals with the tools and techniques to communicate expectations, give feedback and resolve conflicts. Better communication fosters trust and transparency within the team.

9. Build Resilience and Adaptability 

   Helps leaders to embrace change, stay resilient in the face of setbacks, and lead their teams through uncertainty.


10. Continuous Improvement
    Fosters a growth mindset, where leaders are open to learning, feedback, and self-improvement.

Polly Robinson is an Executive Coach and Leadership Development Trainer.
She designs and develops bespoke management and leadership training programmes as well as offering some online leadership workshops for anyone to join.