If leadership development is on your agenda—for yourself or your organisation—make sure it’s an investment that delivers real results. Traditional training on its own rarely creates lasting change. After all, when was the last time you mastered a skill just by being told about it?

Here’s what I believe drives effective leadership growth:

Self-Insight: Begin with a deeper understanding of yourself, how others perceive you, and the strengths and values you can leverage. Quality psychometrics and 360 feedback offer rich insights, but meaningful conversations about these results pinpoint where to direct your efforts.

Practical Knowledge: Build a solid foundation with tools and frameworks you can apply right away. Practical content and hands-on activities bridge the knowing-doing gap, empowering you to put your knowledge into action.

A Tailored Plan: Define the specific shift you want to make as a leader. Even if you and your peers attend the same training, your plan should outline your unique path forward. Most people need a bit of guidance here—if defining the right actions were easy, wouldn’t you already be doing them?

On-the-Job Support: Gain the support needed to bring theory to life. Monthly coaching helps you apply your knowledge and navigate the real-world nuances of leadership.

Progress Reviews: Stay motivated and accountable by reflecting on your progress. Regular check-ins keep you on track and highlight areas for adjustment, ensuring you achieve the shift you’re aiming for.

While I tailor my approach to meet each organisation’s needs, these five elements ensure that leadership development is not just a “tick-the-box” exercise.

Are you planning for next year and eager to ensure lasting change? Let’s talk about what’s possible!

#ShanelWinning #WinningPerformance #psychologist #leadershipdevelopment #executivecoaching #highimpactlearning #leadershipresults