Articles / How Your Leadership Will Improve: Proven Development Strategies
Development, Training & CoachingDiscover proven strategies for improving your leadership skills. Learn how to develop capabilities that make you a more effective, inspiring leader.
Written by Laura Bouttell • Sat 10th January 2026
Leadership skills can be developed through deliberate practice, feedback, and experience—the idea of continuous learning and development is an essential trait of effective leaders. Research consistently shows that whilst some individuals may have natural tendencies that support leadership, the capabilities that drive leadership effectiveness can be cultivated by anyone willing to invest the effort.
Whether you're an emerging leader seeking to build foundational skills or a seasoned executive looking to refine your approach, your leadership will improve when you apply proven development strategies with commitment and consistency. This guide provides a roadmap for that improvement, drawing on research and practical experience.
According to Harvard Business Review, six essential skills distinguish effective leaders. Understanding these provides a framework for targeted development.
The ability to read and respond to the emotional climate of groups, not just individuals. Leaders with emotional aperture sense tension in a room, recognise when teams are struggling, and adjust their approach accordingly.
How to develop:
The capability to adjust communication style based on audience, context, and purpose. Effective leaders communicate differently with boards, frontline workers, customers, and peers.
How to develop:
The ability to consider multiple perspectives and change course when evidence warrants. Rigid thinking limits leadership effectiveness.
How to develop:
Understanding others' viewpoints, incorporating them into your thinking, and helping groups find common ground.
How to develop:
The capability to challenge the status quo constructively and lead change effectively.
How to develop:
The capacity to sustain effectiveness through setbacks, criticism, and extended pressure.
How to develop:
Research and practice have identified approaches that accelerate leadership development.
"The idea of continuous learning and continuous development and continually trying is an important trait of leaders. Organisations that are continuous learning organisations tend to be more effective than those that aren't."
Learning approaches:
| Method | Best For | Investment |
|---|---|---|
| Formal programmes | Structured skill building | High time, moderate-high cost |
| Reading and study | Conceptual understanding | Low time, low cost |
| Workshops and seminars | Specific skills, networking | Moderate time and cost |
| Online courses | Flexibility, breadth | Low-moderate time and cost |
| Coaching | Personalised development | Moderate time, high cost |
Commit to ongoing learning, not one-time events. The leaders who continue to improve are those who never stop learning.
Mentorship and coaching offer structured, real-world feedback that accelerates leadership growth by providing tailored guidance and accountability.
Benefits of mentorship:
Finding mentors:
Leadership develops primarily through experience, not instruction. Seek opportunities to lead:
"Practice in real situations allows you to strengthen key leadership skills like conflict resolution, communication, and decision-making while gaining real-world experience."
Self-aware leaders lead with authenticity, make informed decisions, and build stronger relationships with their teams.
Building self-awareness:
Self-aware leaders manage their emotions, adapt to change, and handle stress more effectively than those who lack this foundation.
"Understand that failure is a natural part of the learning process and a stepping stone to success."
Growth mindset practices:
Leaders with fixed mindsets plateau; those with growth mindsets continue improving throughout their careers.
"People respect someone who walks the walk. A core characteristic of transformational leaders is the ability to be a role model."
Modelling excellence:
Good leaders with well-developed strategic thinking can separate the critical and urgent from the merely important.
Building strategic capability:
"Good leaders are good communicators. Good leaders are also good listeners."
Communication development priorities:
| Skill | Development Approach |
|---|---|
| Active listening | Practice focusing fully on speakers; summarise to confirm understanding |
| Clear expression | Organise thoughts before speaking; use simple, direct language |
| Difficult conversations | Learn frameworks; practice in lower-stakes situations first |
| Public speaking | Join speaking groups; seek opportunities to present |
| Written communication | Study effective writing; get feedback on important documents |
Communication starts with active listening—listening in a way that seeks to understand meaning and intent, not just the words being said.
Improvement requires more than good intentions. Structure your development deliberately.
Use multiple sources to understand where you stand:
You cannot develop everything simultaneously. Select priorities based on:
Focus on two or three areas at most. Depth beats breadth in development.
Match methods to your needs and learning style:
| Need | Recommended Methods |
|---|---|
| New skills | Training, coaching, practice |
| New perspectives | Reading, mentorship, stretch assignments |
| Behaviour change | Coaching, feedback, deliberate practice |
| Broader experience | Stretch assignments, rotations, projects |
| Deeper expertise | Advanced programmes, certifications |
Development intentions often fade without accountability:
Development plans need regular review:
Recognise and address obstacles that limit development.
Leaders often feel too busy for development. Yet the busiest leaders often need development most. Build learning into your schedule; don't wait for free time that never comes.
Adequate current performance can reduce motivation for development. Remember that what got you here won't get you there—future challenges require additional capabilities.
Without honest feedback, you don't know what needs developing. Actively seek input; don't wait for others to volunteer it.
Acknowledging weaknesses feels risky. Yet leaders who appear to have no development needs seem either unaware or dishonest. Openness about development builds rather than undermines credibility.
Sporadic development efforts produce little improvement. Sustainable progress requires consistent, sustained investment.
Leadership development is ongoing rather than completed. However, meaningful improvement follows predictable patterns:
Don't expect overnight transformation, but do expect visible progress with sustained effort.
The fastest improvements come from focused attention on one or two specific capabilities, combined with immediate practice opportunities, regular feedback, and coaching support. However, meaningful leadership development takes time; beware of shortcuts that promise rapid transformation without sustained effort.
Research suggests the most effective leadership development combines formal learning (providing frameworks and concepts), challenging experiences (providing practice and context), and feedback and coaching (providing perspective and accountability). No single method suffices; integrated approaches outperform singular ones.
Most people can improve their leadership capabilities through deliberate development, though the degree of improvement varies. Leadership skills can be learned and refined throughout a career. Even those with limited natural inclination can develop competence; those with natural advantages can refine and extend their capabilities.
Track improvement through multiple indicators: feedback from others, team outcomes, engagement scores, your own sense of effectiveness, and progress on specific development goals. Improvement should be visible to others, not just felt by you.
Prioritise based on what would most improve your effectiveness in your current context, what capabilities your future roles will require, and where you receive consistent feedback. Common priorities include communication, emotional intelligence, strategic thinking, and developing others.
Effective development requires sustained investment, not occasional attention. Many successful leaders dedicate several hours weekly to learning and reflection, along with periodic intensive experiences like programmes or retreats. Build development into your regular routine rather than treating it as an exception.
Formal programmes accelerate development but aren't essential. Self-directed learning (reading, online resources), mentorship relationships, stretch assignments, and peer learning groups can support significant development. The most important factors are commitment and consistency, not access to expensive programmes.