Goodbye, Leadership Development: Achieve more with Leadership Performance
This article was originally published on LinkedIn on February 27, 2026 and a version was also published on the Expert Services Directory Blog on March 26, 2026.
The Value of Leadership Performance over Leadership Development
Leading in an organisation, at any level, is challenging and we continue to need a lot from those leading in our organisations.
Leadership is continually evolving and it requires new levels of capability and confidence from our leaders, all the time.
Creating an approach to development that focuses on performance will increase buy-in, implementation and impact.
Because, taking a performance led approach provides an immediate focus on the real requirements, to achieve real results.
Individual plans that reflect the individual performance needs.
Shaping individual leadership performance to enhance cultural requirements.
Avoiding a “one-size-fits-all” approach that switches people off.
Practical approaches that turn into action, quickly.
Closer and more regular support, that reflects reality.
All of this is achievable and results in:
Greater clarity and engagement with their leadership role, so that the leadership element is front and centre not an after thought.
Focus on the key capabilities they need to build, so that they can lead in a way that increases their team engagement and performance.
Confidence through support and networks, so that they never feel isolated in a role that can feel overwhelming, reducing your attrition rates of talent.
If you want to take a step towards Leadership Performance, book a call by sending me a direct message by sending me an email . I’ll help you create a plan to move towards an approach that meets the needs of your leaders and your organisation, with a long term view.
Break free of the traditional approach for a real and sustainable impact.
The typical approach to leadership development sees periodical investment in one-off programmes. They are generally group based and lack a focus on the individual. Even when 1:1 coaching is included, it normally involves a session or two, which isn’t enough to identify and embed change.
Any ”feel good” factor or initial energy from this type of programme, fades, quickly. Because it doesn't feel real or relevant enough.
A leadership performance approach shifts the focus from one-off to everyday, making it sustainable.
If you want to take a step towards Leadership Performance rather than stick with the traditional leadership development, book a call by sending me an email. I’ll help you create a plan to move towards an approach that meets the needs of your leaders and your organisation, in a sustainable way.
The hidden (and not so hidden) costs of leadership development that doesn’t lead to improved performance
Everyone feels the impact of a leader who isn’t performing.
The high-performers in their team who resign, the increases in team absences and grumbles, or a difficult project performance review at the board meeting.
The costs:
Employee engagement: 70% of engagement is directly as a result of the line manager.
Performance: a struggling leader negatively impacts performance, on average by 15% and there is an estimated £84 billion lost annually by UK businesses due to ineffective leadership.
Wasted investments in leadership development that don’t work: with roughly £11 billion invested yearly and 86% of organisations reporting leadership gaps.
Unrealised culture change: as ineffective leaders fail to model new behaviours or ways of working.
And…we could go on.
If you know your leaders aren’t consistently performing in a way that builds engagement, culture and organisational success, book a call by sending me an email, and I'll help you identify the priorities for action to enhance leadership performance in your organisation.
There are many reasons why a leader can struggle with their performance but ensuring they don't begin to struggle starts with a Leadership Performance approach. This will be hugely impactful for them, their team and the organisation.
Building for a performance approach rather than focusing on development only is a sustainable and realistic way to identify and close the gaps.
If you are ready to shape a bespoke approach that goes beyond a one-off development programme and delivers on sustainable leadership performance, book a call to start creating your plan. Sending me an email and I'll get us a call booked in.
Have a great weekend,
Anwen
Have you listened to the HR Strategy in the Hot Seat podcast yet? The third episode is out and you can find it here.