What Impact does Leadership Development make in your organisation?
Every year, millions of pounds are invested in leadership programs. But there’s an uncomfortable question we need to ask ourselves: are those investments really paying off? Many of us have seen or experienced powerful shifts through leadership development, yet we often lack the meaningful data needed to show others the true impact.
Without such data, it’s hard to show that investments made in Leadership Development are worthwhile.
Why Workplace Surveys Often Miss the Mark – And How We Can Do Better
Ever completed an engagement survey that left you feeling… disengaged?
Or filled out a wellbeing questionnaire that didn’t reflect your reality, or give you the space to explain it?
Maybe you took time to share thoughtful feedback, only to hear nothing back about how, or even if, it was used.
Or worse, you final results were shared from a survey and you thought, “This doesn’t sound like us at all.”
It happens more often than it should. And when it does, it doesn’t just waste time, it erodes trust.
“It’s complicated and it depends”: Why embracing complexity makes us better at evaluating Leadership Development
Leadership development is full of good intentions, but not always easy answers As someone who works at the intersection of coaching, research and organisational change, I’m often asked: “How do we know if it’s working?”The honest answer? It depends. And that’s not a cop-out, it’s a starting point that opens the door to real learning. Because once we stop looking for simple proof, we can start asking better questions – and that’s where the real transformation begins.
More Than a ‘Nice to Have: Demonstrating the Value of your Leadership Programme
In today’s climate of tightened budgets and increased scrutiny, coaching and leadership development programs are too often dismissed as a ‘nice to have’. But we know their potential to drive lasting, meaningful change, not just in individuals, but across entire organisations. The challenge? Evidencing it. In this article, I explore how organisations can move beyond traditional feedback mechanisms to build collaborative, long-term evaluation strategies that demonstrate real impact, for funders, stakeholders, and most importantly, the people they aim to support.
From Clinical Trials to Curious Conversations
I’ve spent my career navigating two very different ways of understanding human change. One prioritises rigour and generalisability; the other, personal meaning and context. In this piece, I reflect on what it might mean to hold the tension between two very different approaches in applied psychology.
Should I work with a coach?
Coaching is a fast growing industry and more and more people are looking to work with a coach. There are lots of coaches out there, so how do you choose who might be the right one for you? Here’s some info about me and they way I coach, to help you to decide if we might be a good fit.
Which tool is best for Team and Leadership Development? DISC, MBTI, 16Personalities, NEO or something else?
If you’re a coach or people practitioner who is looking for fresh ways to develop your teams and leaders, you might have thought about ways you can use profiling tools to enhance your practice. There are lots of personalty and behavioural assessment tools out there. How on earth do you select the best one?
I’ve got a Master’s in Research Methods and Psychological Assessment, spent 20 years working with psychological assessments in clinical research AND work as a Research and Coaching Psychologist. So I MUST know the answer to this, right? Right?
Who are your leaders without their followers? The study of followership
We hear A LOT about leadership in professional development. A quick google will give you tons of advice on how to be a great leader, give you examples of leadership tropes we should aspire to, and even direct you to a pretty comprehensive evidence base around attributes of effective leaders. But are we relying too heavily on creating these ellusive ‘best-in-class’ leaders? Or is our heavy focus on leadership development causing us blind spots in our thinking about how to best address the many challenges we face in the workplace today?
Situational Leadership – one size does not fit all!
Are you a micro-manger or a champion delegator? Someone who is always there to provide support or someone who promotes independence and autonomy? Common questions in the professional development environment, but they might not be as helpful as they first seem…. There are a few problems with concepts like ‘micro-management’, ‘delegation’, ‘support’ and ‘autonomy’: –…
 
					
 
	 
	 
	 
	 
	 
	 
	 
	 
	