Leadership development is not a one-off event but a continuous process that supports leaders as they navigate the complexities of their roles. While it is always essential, there are specific moments and contexts when investing in leadership development becomes especially critical. Drawing on the expertise of Ian Noble, Training Manager; Katy Eckert-Turnbull, Coaching and Behaviours Specialist; and Paula Paterson, Solutions Director at FidesOak®, this article explores when leadership development is most impactful and why.
Both Katy Eckert-Turnbull and Paula Paterson agree that leadership development is vital at all times. Katy highlights that it should be a continual process aimed at continuous improvement. Leaders, like their teams, benefit from ongoing learning and development to stay effective in ever-changing environments.
Paula reinforces this by pointing out that great leadership hinges on non-technical skills such as authenticity, accountability, and values-led decision-making. These qualities are critical for inspiring and motivating teams, which is why leadership development should not be treated as a reactive measure but as a proactive strategy for organisational success.
Katy identifies times of organisational difficulty as pivotal moments for leadership development. When companies face significant challenges - such as process changes, cultural shifts, or conflicts within or between teams - leaders must be equipped to handle these effectively.
For example, leaders managing process changes need to communicate clearly and train their teams effectively to adapt. Similarly, when issues such as team cohesion or communication affect productivity, leaders must develop the interpersonal skills necessary to rebuild trust and collaboration.
This aligns with research from the Chartered Management Institute (CMI), which emphasises that effective leadership during crises requires adaptability, communication, and emotional intelligence (CMI).
Paula highlights that leadership development is especially important before and shortly after promotions. When individuals move into leadership roles - particularly when transitioning from peer to leader - they face unique challenges.
Ian echoes this sentiment, noting that stepping into leadership requires deliberate skill development to manage the complexities of leading former peers. This transition can be fraught with difficulties, including establishing authority while maintaining trust. Leadership programmes designed to support newly promoted leaders can make this transition smoother and more effective.
Additionally, Paula emphasises the role of leadership development in talent management and succession planning. Preparing future leaders in advance ensures a pipeline of capable individuals ready to step into leadership roles as the organisation grows or changes.
Ian underscores the importance of leadership development for those who have been in leadership roles for several years. Leadership psychology and workforce dynamics evolve continuously, and leaders must stay informed about new techniques and the needs of a younger, more diverse workforce.
As Ian points out, many seasoned leaders have not updated their training in years, potentially relying on methods that no longer resonate with today’s employees. Research supports this, indicating that younger generations in the workforce value authentic leadership, psychological safety, and opportunities for personal growth.
Paula also highlights the importance of targeted leadership development for underrepresented groups within organisations. Diversity and inclusion efforts often require additional support to ensure all employees have equitable opportunities to advance. Tailored leadership development programmes can help bridge this gap, ensuring that diverse perspectives are represented in leadership roles.
Studies by the Centre for Creative Leadership show that organisations that prioritise diversity in leadership see better decision-making, greater innovation, and improved organisational performance (CCL).
Leadership development becomes especially important when cultural issues arise within an organisation. Katy points out that when communication breakdowns, lack of team cohesion, or other cultural challenges affect productivity, leaders must step up to address these issues effectively.
Focusing on leadership during these times can help reshape organisational culture, fostering environments of trust, psychological safety, and collaboration. This is supported by research from Amy Edmondson on the role of leadership in creating psychologically safe workplaces (Edmondson, A., The Fearless Organization).
Leadership development is always important, but it becomes critical during moments of change, challenge, and transition. Whether preparing individuals for promotions, addressing organisational challenges, or adapting to a changing workforce, effective leadership development ensures that leaders are equipped to inspire, motivate, and lead their teams toward high performance.
At FidesOak®, we understand the complexities of leadership and provide tailored development programmes that support leaders at every stage of their journey. If your organisation is ready to strengthen its leadership capabilities, we invite you to connect with us. Together, we can build the foundation for sustainable leadership excellence.
