Leadership Development

Growing Edge offers clients expertise in Leadership and Talent Development strategies. We work with you to deliver programmes aligned to your leadership and talent needs and organisational goals.


Leadership is at the core of organisations.

Leadership is about generating a culture for others to excel.

We focus our leadership development across four areas starting with the leader themselves:

Our Leadership Thinking

Leadership development needs to be an inside-out experience that focuses less on the acquisition of skills and techniques and more on the acquisition of self insight and an understanding of how their behavior impacts others.

Leaders influence others more so by actions than words. Leaders need to gain a deeper understanding of themselves to enable them to master their emotions and manage and respond appropriately to the emotion’s of others.

Resilience as a leader is paramount. This is not about being able to bounce back from set backs or adversity; it is about maintaining emotional energy through reflection, introspection and mindfulness to balance the creation of a culture of ‘doing’ with ‘being’.

From this we move to:


Leadership is not a position. A title may give you authority but it won’t necessarily generate followers. Leadership is about working with others, enabling a passion for the task at hand and unlocking the wisdom of the collective rather than issuing directives from high.

Building a culture of trust is critical. Giving staff the space to experiment, feel comfortable with failing fast and being open to new ideas are all essential components for innovation and creativity.

Success is increasingly seen as the effectiveness with which teams operate and collaborate with other teams, inside and outside the business. Developing high performance teams, starts with clarity of purpose and creating psychological safety within the team. As the team matures it’s about recognising and embracing the value of diversity and the role each team member plays in achieving success for the team and the business.

From building the ability to lead others and teams we move to:


Research by McKinsey (Why effective leaders must manage up, down, and sideways April 2017) has shown that strong team leadership isn’t enough. For greater business impact and career success the importance of mobilising your boss and colleagues is equally as important.

We work with leaders to facilitate true dialogue and collaboration – to involve people from all parts of the organisation to engage with solutions. Utilising positive personal power brings greater sustainability of relationships and influence with colleagues across the business.

Forging strong ties with peers to build momentum, leading from the front with an inspiring story to win hearts and minds of colleagues, the ability to reach beyond personal silos to others, increases a leader’s performance and business impact.

Whilst it is important that leaders can develop strong teams and Influence across the business, it is also recognised that leadership is all about change and continuous improvement:


Change cannot happen without leadership.

By integrating leadership development and change, leaders throughout the organization, engage in a process of learning how to enact a desired change in an organization’s culture or continuous improvement in the everyday experiences of organisational life.

We are strong advocates of supporting the learning of leaders to enact change by working with senior executives to become role models and advocates for change. For change to occur in an organisation there must be support at senior levels for that change to happen. We work within the organisation to help equip senior executives to become the champions for change and support leaders through mentoring and coaching.


Trusted Partnership

We work closely with you to understand your unique needs. Not merely a transactional relationship, we co-create a solution that is fit for your purpose and business goals.

Genuine Care

We care about the participant’s and organisation’s goals. We build strong, ongoing relationships, to ensure that we are ‘in-touch’ with evolving needs of both the participants and the organisation.


We listen to understand your needs. We seek to truly deliver value through practical tools and methodologies. We want people to feel that they are gaining useful takeaways which they can immediately apply to their work.


As our client we see you as unique, therefore we do not seek to deliver a ‘one size fits all’ solution. We tailor our approach and services to your needs and context. We constantly grow and evolve our skillset to ensure we continually deliver effective and sustainable results.


Development as an Ongoing Process

We see development as a process, not an event. We seek to embed leader’s development back into the organisation.

Through advocating buddy groups, the provision of mentors and leaders as coaches, this equips organisations to further sustain the development of their leaders.

Horizontal & Vertical Learning

To affect positive change in behaviour, we address individuals’ mindsets and beliefs; enabling deep understanding (vertical learning).

When leaders can see what holds them back from the behaviours to be the best version of themselves, the skills that are acquired can be put into action (horizontal learning).

Responsive & Personalised

We respond and give feedback ‘in the moment’.

We challenge and support, boldly asking: “What would work here? How do we provide what you need?”

We personalise our approach according to the individual and what each situation calls for.

Range of Experiential Methodologies

We utilise a host of adult learning and experiential approaches to ensure that participants are fully engaged. We then create space for leaders to explore their own understanding and application.

We don’t teach, we provide a learning experience that is memorable and applicable to their context.


It’s hard to deny that engaged employees are a key competitive differentiator. The drivers for engagement vary hugely by company, culture and state of the business. However, good and trusted leadership finds commonality in a few core traits:

Are leaders doing what they say they will do?

Is there consistency between the values that the frontline is asked to demonstrate and how leaders behave?

Do staff have contact with leaders or are they always behind closed doors?

Do employees get the information they need to perform their roles effectively?

Do employees’ opinions count, and are they genuinely listened too and acted upon?

How effectively do different parts of the organisation speak to each other?

Each of our Leadership programmes equips your leaders with the tools and knowledge they need to engage employees, develop potential, and retain top talent.

Read a case study to find out how the New Leader Workshop has helped businesses achieve breakthrough results. Contact us to find out how the New Leader Workshop can help your organisation.