How well does your leadership development align with your strategic priorities?
Directly, it supports key business goals and execution focus
Partially, some links, but not consistent
Not well, it’s generic or disconnected from strategy
Unsure, we haven’t thought about that link
How clearly do your leaders understand the commercial impact of their role?
Very clearly, they link decisions to business outcomes
Somewhat, stronger in senior roles than emerging ones
Not well, leadership is seen as people-focused, not commercial
We haven’t framed leadership this way
How confident are you that your current leadership culture will scale with your business growth?
Very confident, we’ve built a strong, intentional leadership culture
Reasonably confident, there’s a good foundation but room to grow
Unsure, we’re not aligned on what good leadership looks like here
Not confident, our leadership approach hasn’t evolved with the business
How engaged are current participants in your leadership programs?
Eager and ready, they’re asking for development
Open to it, but not actively seeking it
Reluctant or unsure, not sure they see the value
We haven’t clearly identified future leadership candidates
How motivated are your next wave of leaders (i.e. those not yet in a formal program)?
Eager and ready, they’re asking for development
Open to it, but not actively seeking it
Reluctant or unsure, not sure they see the value
We haven’t clearly identified future leadership candidates
How involved are line managers in the leadership development process?
Actively engaged and they reinforce and support learning
Some involvement, usually around sign-off or feedback
Not involved, learning happens in isolation
We haven’t included them yet
Who currently “owns” leadership development inside your business?
A clear internal champion with time and mandate to lead it
HR or People team manage it alongside other priorities
It’s spread across a few people with no real owner
No one, it’s reactive or outsourced case by case
What return are you currently seeing on your leadership development efforts?
We’re tracking impact clearly and can tie it to business results
We see anecdotal improvement, but it’s hard to measure
It’s unclear, we’re not sure what we’re getting out of it
We haven’t really measured ROI
What tangible outcomes has your business gained from leadership development so far?
Improved retention, capability, and confidence across teams
Some shift in behaviours, but not consistently
Participants enjoy it, but there’s little follow-through
Honestly, not much has changed
How visible is participation and progress in your leadership programs?
Clear and we track engagement and outcomes across cohorts
Some visibility through managers or HR
It’s hard to tell who’s doing what or what’s landing
There’s no tracking in place
What signs do you see that leadership learning is being embedded into everyday work?
It’s showing up in conversations, decisions, and team dynamics
Some leaders apply it, but inconsistently
It feels like a separate ‘thing’ from the work
No noticeable difference post-training
How prepared are your leaders to lead through ambiguity and change?
Very, they’re equipped to lead in complexity and adapt fast
Somewhat, but it’s mostly reactive, not proactive
Not well, change usually causes friction or confusion
We haven’t focused on this yet
How many leadership cohorts have you actively invested in over the past five years?
Several, it’s part of our long-term talent strategy
One or two but development has been ad hoc
None, we haven’t prioritised structured leadership development
Not sure, we haven’t tracked that
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