Let’s face it—today’s leaders are stretched thin. Between staffing gaps, budget pressures, and constant change, many feel they’re managing crises, not leading teams. Evidence shows investing in leadership development isn’t just nice to have—it’s what separates thriving organisations from those stuck in survival mode.
What is Leadership Development?
Leadership development is the process of enhancing an individual’s ability to lead themselves, others, and organisations effectively. It’s about equipping leaders to:
- Make decisions confidently – By building strategic thinking, developing emotional intelligence, and enhancing tactical decision-making
- Communicate clearly – So teams understand priorities amid noise
- Navigate change – Without losing staff buy-in no matter how complex the situation could be
Why Should we Develop our Leaders?
According to a McKinsey study, organisations that invest in developing their leaders are 2.4 times more likely to achieve their performance targets. That’s because leadership development strengthens confidence, expands knowledge, deepens skills and capabilities, and increases both self-efficacy and engagement. In short, cultivating leaders is vital for organisations that want to thrive—not simply survive.
The Four Pillars of Leadership
Effective leadership is built on four key pillars, adapted from Hogan & Warrenfeltz (2003), that enable individuals to lead with clarity, confidence, and impact. These pillars—Team Effectiveness, Leading Change, Insight into the Nature of Work, and Understanding Human Nature—represent the core capabilities required to navigate today’s complex and dynamic environments.
- Team Effectiveness
The best teams aren’t just skilled—they feel safe to speak up. Effective leaders create environments where staff can voice concerns without fear, take calculated risks, and collaborate effectively. They also clarify roles, goals, and team norms to prevent duplicated efforts. When conflicts arise, they use effective interpersonal skills to turn conflicts into opportunities for better solutions. When teams trust their leader, they take ownership—reducing turnover and improving outcomes. - Leading Change
Change fails when it’s done to people rather than with them. Successful leaders don’t just announce new initiatives; they engage teams in shaping solutions. Communicating with a clear sense of purpose and direction builds readiness and resilience for change. Leaders who co-create change with their teams encourage commitment, innovation, and shared ownership of outcomes. - Insight into the Nature of Work
When it comes to truly effective leadership, it's about making work count. Great leaders ensure day-to-day operations are directly tied to the bigger picture, cutting through the noise so teams know exactly where they stand and what matters most. By streamlining processes and clarifying responsibilities, you create a workplace where people can focus, adapt, and consistently deliver. It’s about equipping your team not just for today’s demands but for whatever the future of work throws at you, so your business keeps kicking goals and stays ahead of the pack. - Understanding Human Nature
The difference between a struggling team and a thriving one often comes down to leadership that gets people. Effective leadership includes recognising individual differences and behaviour, and demonstrating emotional intelligence and presence in every interaction. By building authentic relationships, supporting wellbeing, and nurturing a culture that encourages autonomy, mastery, and a strong sense of purpose, leaders do more than just drive productivity—they inspire loyalty and engagement.
Research consistently shows that employees stay for leaders who show genuine care and respect, creating an environment where staff feel valued, understood, and empowered to do their best work.
Best Practice in Leadership Development
According to CIPD leadership development evidence review in 2023, the following are required for an effective leadership training program:
- A training needs analysis to determine skill needs and requirements
- General management and interpersonal skills
- Have sufficient length (at least 3 days or longer) and repeated periodically
- Use multiple learning and evidence-based instruction methods
- Provide opportunities for practice, and
- Create a safe learning climate and provide recognition and support
Why Leadership Programs Fall Short
Despite the best intentions, many leadership development programs do not achieve their intended impact. Some common reasons for this include:
- Lack of a clear understanding of the organisation’s needs, resulting in content that does not address key skill gaps
- Programs that are too brief and lack the depth required for meaningful, long-lasting change
- Overreliance on a single learning method, leading to reduced engagement and effectiveness
- Unsafe or unsupportive environments, which make it difficult for participants to apply what they have learned and limit both impact and return on investment
How We Do It Differently
Altius’s approach mirrors the CIPD’s gold standards. Our suite of leadership development services aims to support you in developing confident, capable, and future-ready leaders. Grounded in psychological science and behavioural insight, our approach builds practical leadership capability through:
- Coaching
Coaching for leaders provides a personalised, reflective space to build self-awareness, enhance decision-making, and strengthen leadership impact. Our coaching supports leaders in navigating challenges, driving change, and embedding behaviours that align with organisational goals. - Assessment
Our 360-degree psychometric assessments provide leaders with a comprehensive view of their strengths and development areas, capturing feedback from peers, direct reports, and supervisors. This data-driven insight enhances self-awareness, guides targeted development, and supports meaningful behavioural change aligned with leadership goals. - Comprehensive leadership development
Our thorough leadership development program supports organisations in enhancing leadership capability across our four key pillars. It includes tailored objectives, identifying and measuring outcomes, assessment, coaching, facilitation of essential concepts, and practical guidance to ensure real-world application and impact.
The Cost of Waiting
Every month without strong leadership development means:
- More preventable staff turnover
- More time wasted in misaligned meetings
- More avoidable errors slipping through
If you are seeking to improve and develop sustainable changes in your organisation's leadership, contact us today to learn more about how we can assist you.
This article was written by David Simich, a Senior Organisational Consultant and Registered Psychologist at PeopleSense: Psychology & Wellbeing by Altius. He specialises in leadership development, applying psychological science and behavioural insights to produce confident, capable leaders.
