Develop

Close the gap. There is no point in leaders knowing what to do if they don’t know how to do it.

Leadership development programs

If your leaders know what to do, the next step is to ensure they know how to do it.

You can use your leadership framework to inform a leadership development program specific to your organisation and business context.

This results in practical learning experiences that deepen awareness of why priority leadership behaviours are crucial to success and how to demonstrate them in real-world situations.

These learning experiences can be facilitated in person or virtually and in various formats, including webinars, workshops, conferences, and programs. Programs are typically delivered as a series of modules over weeks or months, so leaders have time and space to apply their learning.

I also regularly partner with organisations to weave leadership development into operating rhythms such as team meetings, monthly meetups, and quarterly reviews. This helps ensure that leadership development isn’t an add-on for busy leaders but part of ongoing business rhythms and rituals. I refer to this approach as “habit-stacking” leadership development, which you can read more about here.

Learning strategies that help close the knowing-doing gap

When bringing your leadership program to life, I use the most impactful learning strategies for your needs, drawing on science-backed design and facilitation techniques to help leaders turn their knowledge into action:

Reflection

Behaviour change is impossible without awareness. Reflective questions are posed before, during, and after workshops to invite leaders to pause and consider their current effectiveness. You can find tips for helping your leaders reflect here.

Practice

Low-stakes practice opportunities like role-plays and scenario-based activities are incorporated to boost confidence and ease leaders into applying what they learn back on the job. I also focus on providing plenty of practical strategies and tips so that behaviour change feels doable.

Engagement

With me, your leaders won’t have to endure stuffy lecture-style training. Workshops are designed to be highly interactive, and my energising facilitation approach helps keep things fresh, insightful, and fun, while dialling up the challenge where needed.

Habits

Leaders learn about the science of habits when setting goals, so they can identify which work-related cues, routines, and rewards to modify to make or break habits that support their goals for behaviour change.

Social support

I prioritise connection and conversation over content, which means leaders’ relationships are strengthened by participating together. The peer networks created or bolstered support behaviour change within the workshop and beyond.

Accountability

Checkpoints are designed into the experience to identify what leaders hope to get out of the development opportunity, what they commit to working on, how they plan to overcome obstacles in applying what they learn, and to track progress.

Want to launch a leadership development program quickly?

I have a well-developed library of leadership development topics that you can pick and mix to fast track the design of a leadership development program just for you.

Use the drop-down menu to explore these ready-to-go content areas further.

  • Foster self-awareness and have a growth mindset

    Lead with your values and strengths

    Be proactive and control your emotions

    Establish and maintain healthy boundaries

    Prioritise your time and energy for value-adding activities

  • Build trust and connection

    Create a place to belong and positive operating rhythms

    Set expectations and hold people accountable

    Empower others and delegate effectively

    Coach, provide feedback and develop others

  • Manage uncertainty

    Balance organisational tensions and tradeoffs

    Lead change

    Influence without authority

    Communicate with impact

Don’t forget the next step!

Acquiring new knowledge is relatively easy; applying it is much harder, and without a follow-up plan that provides structure, support, and accountability, leaders will likely fall back to their old habits and routines, particularly when under pressure.

Learn how to protect your investment in your leadership development program here.