Articles / Future Leaders Programme Yorkshire and Humber: Strategic Guide
Development, Training & CoachingDiscover how Yorkshire and Humber's future leaders programmes create transformational leadership capabilities across healthcare, business, and public sectors with strategic career advancement opportunities.
In an era where leadership excellence determines organisational survival and regional prosperity, Yorkshire and the Humber has emerged as Britain's most comprehensive leadership development ecosystem. The region's flagship Future Leaders Programme, established by NHS England Yorkshire and Humber, offers healthcare professionals a transformational one-year Leadership Fellowship that enhances skills essential for future healthcare leaders, whilst complementary programmes across business and public sectors create an unparalleled talent pipeline.
Like Odysseus navigating between Scylla and Charybdis, today's emerging leaders must chart a course through unprecedented challenges—digital transformation, climate imperatives, workforce evolution, and economic uncertainty. The Yorkshire and Humber region recognises that exceptional leadership isn't born from serendipity but cultivated through deliberate, strategic development programmes that mirror the region's industrial heritage of engineering excellence and innovation.
Evidence shows that quality of care and organisational performance are directly affected by the quality of leadership and the improvement cultures that leaders create. This principle extends beyond healthcare into every sector where Yorkshire and Humber's future leaders will shape tomorrow's landscape. From the Pennines to the Humber Estuary, a sophisticated network of leadership development initiatives is forging the next generation of transformational leaders.
Yorkshire and Humber's leadership development ecosystem stands apart through its integrated, multi-sector approach that creates leaders capable of driving system-wide transformation. Unlike isolated leadership programmes elsewhere, the region's initiatives are deliberately interconnected, fostering cross-sector collaboration and knowledge transfer that reflects the complex, interdependent nature of modern leadership challenges.
These programmes are intended to encourage colleagues from across Humber and North Yorkshire to discover their own strengths and fulfil their ambitions of becoming future system leaders, with a key focus on addressing the lack of diversity we see from middle to senior management. This commitment to inclusive leadership development ensures that emerging leaders reflect the communities they serve and bring diverse perspectives to strategic decision-making.
The region's approach combines rigorous academic foundation with practical application, much like the great Yorkshire engineers who built the industrial revolution. Leadership Fellows develop and deliver a specialty, management, or quality-improvement driven project that is relevant to the specific needs of the NHS, whilst business-focused programmes emphasise real-world challenges and measurable outcomes.
Three fundamental pillars underpin Yorkshire and Humber's leadership philosophy:
Systems Thinking Integration: Leaders develop capabilities to navigate complex, interconnected challenges rather than operating in silos. This approach recognises that modern leadership requires understanding of how decisions ripple across multiple stakeholder groups and organisational boundaries.
Evidence-Based Development: All programmes incorporate rigorous measurement and evaluation, ensuring that leadership development investments translate into demonstrable organisational and community outcomes.
Regional Identity and Pride: Programmes deliberately celebrate Yorkshire and Humber's unique heritage whilst preparing leaders for global challenges, creating a sense of place-based leadership that strengthens regional competitiveness.
NHS England Yorkshire and Humber is passionate about leadership, offering opportunities for Postgraduate Doctors in Training, public health registrars, and qualified nurses/midwives, allied health professionals, pharmacists, and health care scientists working within Yorkshire to do a one-year Leadership Fellowship. This comprehensive scope ensures that leadership development permeates every level of healthcare delivery.
The transformation begins with selection processes that identify individuals with demonstrated potential and commitment to healthcare excellence. The current round of recruitment for the Future Leaders Programme is for the August 2025 cohort, with stringent eligibility criteria ensuring that participants can maximise the development opportunity.
The Future Leaders Programme enables Leadership Fellows to enhance skills and competencies that are essential for future healthcare leaders, including those relevant to the domains defined in the Healthcare Leadership Model. These competencies align with the NHS Leadership Academy's evidence-based framework whilst addressing Yorkshire and Humber's specific healthcare challenges.
Strategic Vision and Direction: Fellows learn to articulate compelling visions for healthcare transformation that resonate with diverse stakeholder groups. This involves developing capabilities in scenario planning, stakeholder analysis, and change communication that enable leaders to navigate complex healthcare ecosystems.
Collaborative Leadership: Healthcare delivery increasingly requires seamless collaboration across professional boundaries, organisational structures, and geographical areas. Fellows develop advanced skills in building high-performing multidisciplinary teams and fostering cultures of psychological safety and innovation.
Systems Leadership: Beyond traditional organisational leadership, fellows learn to influence across system boundaries, working with multiple organisations, sectors, and communities to improve population health outcomes.
Innovation and Improvement: Fellows become proficient in quality improvement methodologies, innovation frameworks, and change management approaches that enable continuous enhancement of patient care and organisational performance.
During the 12 month programme Leadership Fellows have access to a variety of development opportunities, including regularly meeting and organising their own annual Future Leaders Conference. This comprehensive development ecosystem ensures that learning extends beyond individual growth to peer learning and knowledge sharing.
The development architecture includes:
Mentorship and Coaching: Each fellow receives dedicated mentoring from senior healthcare leaders, providing personalised guidance and career development support. This mentorship model creates sustainable leadership pipelines whilst ensuring knowledge transfer across generations.
Action Learning Sets: Fellows participate in structured problem-solving groups that tackle real healthcare challenges, developing both analytical and collaborative capabilities whilst generating practical solutions for healthcare improvement.
Academic Partnerships: Many programmes include opportunities for postgraduate qualifications in leadership, medical education, or health management, ensuring that practical experience combines with academic rigour and theoretical foundation.
Beyond healthcare, Yorkshire and Humber's business leadership development landscape demonstrates the region's commitment to economic transformation and competitiveness. The Business Growth Programme includes a Leadership Development programme for senior leaders and managers within SMEs with a potential for growth, recognising that small and medium enterprises form the backbone of regional economic prosperity.
The Leadership Excellence and Development (LEAD) Programme is tailored for business owners who want to strengthen their leadership skills and drive business growth, covering key areas essential for success over six months. This programme exemplifies the region's pragmatic approach to business leadership development, focusing on tangible outcomes and measurable business impact.
The programme is targeted at senior leaders of Small and Medium Sized Enterprises (SMEs) to develop their skills, knowledge and expertise to enable growth within their business, offering support focusing on 1-2-1 coaching, workshop and peer support to develop leadership and management skills. This individualised approach ensures that development interventions align with specific business challenges and growth aspirations.
The business leadership development ecosystem encompasses:
Strategic Planning and Innovation: Leaders develop sophisticated capabilities in strategic thinking, market analysis, and innovation management that enable sustainable competitive advantage. This includes exposure to cutting-edge methodologies in design thinking, lean startup principles, and digital transformation.
Financial Leadership: Comprehensive development in financial management, investment planning, and funding strategies ensures that leaders can navigate complex financial landscapes and make informed decisions about business growth and sustainability.
People and Culture Leadership: As businesses scale, leaders must develop advanced capabilities in talent management, culture development, and organisational design that enable sustainable growth whilst maintaining values and performance standards.
Export and International Development: Given Yorkshire and Humber's strategic location and manufacturing heritage, programmes emphasise international market development, export strategies, and global supply chain management.
Courses in this programme are 50% funded by the UK Government through the Shared Prosperity Fund, as allocated by North Yorkshire Council, making the programme more accessible and allowing leaders to gain valuable skills and insights at reduced cost. This funding model demonstrates public sector commitment to private sector leadership development and regional competitiveness.
The funding architecture includes:
Government Co-Investment: Through various funding streams including UK Shared Prosperity Fund, European Regional Development Fund, and local authority partnerships, the public sector demonstrates strategic commitment to leadership development as economic development.
Business Growth Hub Integration: The Growth Hub provides a one-stop-shop for businesses, and through advisor teams and websites, helps businesses with all manner of enquiries, from funding to apprenticeship recruitment, to exporting, to innovation and business start-up.
Sector-Specific Support: Programmes target key regional sectors including renewable technologies, green energy, ports and logistics, creative and digital industries, chemicals, engineering and manufacturing, food, and visitor economy.
All three programmes are open to all colleagues working in all sectors of health and care in HNY, creating a systemwide, inclusive and co-ordinated talent management model. This cross-sector approach recognises that modern challenges—climate change, digital transformation, demographic transition, and economic uncertainty—require collaborative leadership that transcends traditional sector boundaries.
Leading from the Middle is a 12 month leadership programme aimed at those in a middle management role, while Senior System Leaders is a 12 month leadership programme aimed at those who are ready to step into an executive director role. This tiered approach ensures that leadership development creates sustainable talent pipelines rather than isolated individual development.
The system leadership approach addresses:
Regional Competitiveness: By developing leaders who understand interconnections between sectors, the region enhances its ability to compete globally whilst addressing local challenges collaboratively.
Innovation and Transformation: Cross-sector leadership development accelerates innovation transfer, enabling best practices to flow between industries and creating competitive advantages for the entire region.
Resilience and Sustainability: Leaders who understand multiple sectors are better equipped to navigate crises, identify opportunities, and build resilient organisations and communities.
These programmes focus on addressing the lack of diversity we see from middle to senior management, with Advancing International Talent designed to support the career development and progression of internationally educated colleagues. This commitment recognises that diverse leadership teams consistently outperform homogeneous ones and that regional prosperity requires inclusive leadership development.
The diversity and inclusion framework encompasses:
Cultural Competency: Leaders develop sophisticated understanding of cultural differences and capabilities in leading diverse teams and serving diverse communities effectively.
Inclusive Leadership Practices: Training in bias recognition, inclusive decision-making, and equitable resource allocation ensures that emerging leaders can create organisations where all individuals can contribute and thrive.
Community Connection: Programmes deliberately connect leaders with community organisations and grassroots initiatives, ensuring that leadership development serves broader social and economic development objectives.
Yorkshire and Humber's leadership development ecosystem ranks among Britain's most comprehensive and innovative. Unlike many regions where leadership development remains fragmented across sectors and organisations, Yorkshire and Humber has created integrated pathways that recognise the interconnected nature of modern leadership challenges.
Scale and Scope: With programmes spanning healthcare, business, public sector, and community leadership, the region offers more comprehensive development opportunities than most comparable areas.
Evidence Base: The emphasis on rigorous evaluation and outcome measurement ensures that programmes continuously improve and demonstrate value for money—a crucial consideration in resource-constrained environments.
Regional Integration: The deliberate connection between programmes creates knowledge transfer and collaboration opportunities that strengthen the entire leadership ecosystem.
Innovation Focus: Programmes consistently incorporate cutting-edge leadership thinking whilst maintaining practical focus on regional challenges and opportunities.
Compared to London-centric programmes that often emphasise individual advancement over regional development, Yorkshire and Humber's approach prioritises collective leadership that strengthens community and economic outcomes. This reflects the region's collaborative heritage whilst preparing leaders for global challenges.
Programme designers draw inspiration from international leadership development excellence whilst maintaining distinctly Yorkshire characteristics. Scandinavian approaches to collaborative leadership inform cross-sector programmes, whilst Singapore's integrated talent development strategies influence the region's systematic approach to leadership pipelines.
Silicon Valley's innovation methodologies combine with German approaches to technical leadership development, creating programmes that are simultaneously globally informed and locally relevant. This synthesis ensures that Yorkshire and Humber leaders can compete internationally whilst strengthening regional competitiveness.
Leadership programme completion serves as a launching pad for accelerated career progression across multiple sectors. The Mary Seacole programme, created by the NHS Leadership Academy in conjunction with internationally renowned business and academic experts Korn Ferry Hay Group, provides higher trainees leadership and management development, demonstrating the progression pathways available to programme graduates.
Leadership Fellows meet regularly and also organise their own annual Future Leaders Conference, building networks of expert contacts with medical and NHS management leaders. These alumni networks create sustained professional development opportunities and collaborative relationships that extend far beyond programme completion.
Alumni networks provide:
Mentorship Opportunities: Graduates often become mentors for subsequent cohorts, creating sustainable knowledge transfer and continuous programme improvement.
Professional Collaboration: Alumni frequently collaborate on cross-organisational projects, leveraging their shared development experience to address complex challenges.
Career Support: Networks provide ongoing career guidance, reference opportunities, and knowledge sharing that accelerate professional advancement.
Innovation Incubation: Alumni often initiate innovative projects and social enterprises that address regional challenges whilst creating new employment and development opportunities.
Programme graduates consistently achieve rapid advancement to senior leadership positions across healthcare, business, and public sectors. Healthcare fellows frequently progress to clinical director, medical director, and chief executive roles within 5-10 years of programme completion. Business programme graduates demonstrate similar advancement patterns, with many becoming managing directors, chief executives, or successful entrepreneurs.
The combination of rigorous development, practical experience, and strong networks creates graduates who are exceptionally well-prepared for senior leadership challenges. Their track record of success reinforces the programmes' reputation and attracts high-quality candidates, creating a virtuous cycle of leadership excellence.
Applications for 2025-26 vacancies are due to open on Mon 4 October 2024, with virtual drop-in sessions for potential applicants hosted by current fellows. The application process is designed to identify candidates with both leadership potential and commitment to regional development.
Medical Specialty Trainees (ST3+ by programme start date), Dental Specialty Trainees (StR by programme start date), and Public Health Registrars (ST3+ by programme start date) are eligible, with candidates in other professions needing to be band 6 or 7 with minimum 3 years experience in the role. These criteria ensure that participants have sufficient professional foundation to maximise development opportunities.
Professional Standing: All applicants must be registered and in good standing with appropriate professional bodies, demonstrating commitment to professional excellence and ethical practice.
Employment Status: Applicants must currently be in a substantive healthcare role working for an NHS employer, and not in a senior leadership position, with those currently in bank work, locum positions or working through agencies not eligible.
Development Readiness: Selection processes evaluate candidates' readiness for intensive leadership development and ability to apply learning immediately in professional contexts.
Successful applications demonstrate clear understanding of leadership challenges, evidence of leadership potential, and commitment to regional development. Candidates should:
Articulate Leadership Vision: Applications should clearly express candidates' understanding of leadership challenges in their sector and vision for addressing these through their development and subsequent leadership roles.
Demonstrate Impact Potential: Evidence of previous initiatives, innovations, or improvements provides insight into candidates' ability to translate development into organisational and community benefit.
Show Regional Commitment: Successful candidates typically demonstrate understanding of and commitment to Yorkshire and Humber's specific challenges and opportunities.
Professional Development Planning: Applications should show how programme participation fits within broader career development plans and professional advancement objectives.
The leadership, talent and succession group is exploring how to create best practice for leaders at all levels, a common induction for colleagues new to the system, the creation and delivery of a career progression curriculum, and working with wider systems across the North East and Yorkshire region to explore succession planning for senior talent. This forward-thinking approach ensures that leadership development continues evolving to meet emerging challenges.
The future landscape will increasingly emphasise:
Digital Leadership Competencies: As artificial intelligence, automation, and digital transformation reshape industries, programmes will incorporate sophisticated digital leadership development that enables leaders to navigate technological change whilst maintaining human-centred approaches.
Sustainability and Climate Leadership: Given the region's industrial heritage and renewable energy development, future programmes will increasingly emphasise environmental leadership and sustainable business practices.
Global-Local Integration: Leaders will need enhanced capabilities in global thinking combined with local action, enabling the region to compete internationally whilst strengthening community resilience and prosperity.
Innovation and Entrepreneurship: Programmes will increasingly integrate entrepreneurial thinking and innovation methodologies, recognising that future leaders must create new solutions rather than simply managing existing systems.
Yorkshire and Humber's commitment to leadership excellence positions the region as a beacon for transformational leadership development. Like the great industrial pioneers who built the region's prosperity, today's leadership programmes are forging the capabilities that will drive tomorrow's success. Through comprehensive, integrated, and innovative approaches to leadership development, Yorkshire and Humber creates leaders capable of navigating complexity, driving transformation, and building prosperous, sustainable communities.
The investment in leadership excellence represents more than professional development—it embodies the region's commitment to creating a future where exceptional leadership drives prosperity, innovation, and community wellbeing for generations to come.
The Future Leaders Programme offers opportunities for healthcare professionals to do a one-year Leadership Fellowship, whilst business-focused programmes typically range from 6-12 months depending on the specific development pathway and sector focus.
Yes, programmes are open to all colleagues working in all sectors of health and care in HNY, and separate business leadership programmes serve SME leaders across multiple industries including renewable technologies, green energy, ports and logistics, creative and digital sectors, chemicals, engineering and manufacturing.
Posts are funded to remunerate fellows at the grade/level of their existing substantive role within the NHS, allowing them to leave those posts for a year while they engage in this educational opportunity. Business programmes often include government co-funding of up to 50% through various schemes.
Selection is highly competitive, with rigorous assessment processes evaluating leadership potential, professional competence, and commitment to regional development. Current or previous Leadership Fellows are not eligible to apply to ensure as many healthcare professionals as possible have opportunity to benefit from the programme.
Fellows build networks of expert contacts with medical and NHS management leaders and have access to variety of development opportunities including coaching, 360 appraisal, participation in Action Learning Sets, and Myers Briggs Type Indicator feedback, with alumni networks providing ongoing career support and collaboration opportunities.
Doctors, Public Health Registrars and Dentists who are sponsored for visa purposes by NHS England should contact the Yorkshire and Humber sponsorship team to discuss eligibility, with other applicants requiring sponsorship only eligible if their current sponsor will continue sponsorship for the programme duration. Advancing International Talent programmes specifically support career development and progression of internationally educated colleagues.
The leadership year is very busy and full, including additional demands of a Postgraduate Certificate, with all leadership posts funded for 12 months only, irrespective of post holders' working pattern. Programmes provide structured support including mentoring, coaching, and peer support to help participants navigate intensive development requirements whilst maintaining professional and personal wellbeing.