Leadership Development

Effective leadership is fundamental to the success of an organisation.

Leaders are crucial to the type of organisation you want to be, the strategic direction you want to take and the culture within which you operate.

Much time and effort is spent developing first line and middle managers in a wide range of skills and techniques. However, this level of development and support often diminishes as they work their way up the chain of seniority and struggle with the transition between management and leadership.

Pearlcatchers Ltd recognise that the identification and development of leaders of the future is essential for the long-term health of an organisation. We have developed a range of activities that will aid organisations in all aspects of leadership development - from the fundamental step of formulating a leadership model with core competencies, through assessing current and potential leaders, developing core skills and increasing the ability to lead strategically.

Developing Potential Leaders - the Transition from Manager to Leader

Developing the style and approach that differentiates a manager from a leader requires a new approach. Every manager has the opportunity to develop their leadership potential, having a positive effect on their motivation, performance and productivity of those they work alongside, whether this is a small team or a whole organisation.


  • The difference between a leader and a manager.
  • The meaning of leadership and its value to organisational success.
  • Mapping the field of leadership .
  • Building blocks of leadership.
  • The actions and qualities of an outstanding leader.
  • Leaders and the 4 "e"s: Envision, enable, empower and energise.
  • Introduction to leadership styles.
  • Identifying the right leadership style.
  • Emotional Intelligence for leaders.
  • Understanding personal preferences for control, inclusion and openness.
  • To know leadership is to know yourself - recognising your impact as a leader.
  • Acting strategically and applying commercial awareness.
  • Leading effectively within the political environment of the organisation.
  • Leading through individual and organisational change.
  • Demonstrating a real interest in others through attention and presence.
  • Developing leadership flexibility to meet differing needs.
  • Developing potential and enabling personal growth in others.
  • Identify how you as a leader can inspire people to achieve more, to energise others to act and to build commitment and high performance through helping individuals find the meaning in their work.


Strategic Leadership

There is a marked difference between thinking and acting operationally and thinking and acting strategically. Moving from the former to the latter can be a complex and isolating experience.

  • What is strategy.
  • Strategic v operational thinking.
  • Understand the link between leadership and the strategic direction of an organisation.
  • Explore the concepts of strategic management, organisational change and organisational culture and develop strategies for working with them.
  • Integrate strategic management and organisational change.
  • Different approaches to leadership and strategy.
  • Strategic thinking / influencing / dilemmas/ strategy and action.
  • Environmental scanning and scenarios.
  • Emergent v planned strategy.
  • Vision building and inspiring a new future.
  • Linking strategic direction with corporate culture and the management of people.
  • Translating strategy into action at a personal level.
  • Changing cultures and leading change.
  • Leadership demands on senior managers.
  • Developing leadership styles.Credibility and dealing with organisational politics.


Creating a Leadership Development Programme
  • Succession Planning - grow your own leaders for the future.
  • Create understanding of the impact leadership has on business success.
  • Leadership - the link to EFQM Excellence Model.
  • Create awareness of the responsibilities, requirements and capability of leaders.
  • Design and implement a Leadership Model.
  • Identify, assess and develop High Performance Behaviours for Leaders.
  • Design a range of assessment techniques to identify current status.
  • Assess capability of current leaders through 360 questionnaires, feedback and assessment.
  • Implement development programmes to address key gaps and create personal development plans to cater for individual needs.
  • Assist all senior managers to achieve current business targets plus build and sustain long term success.
  • Roll out assessment programme to other levels of management to identify future potential.
  • Roll out development programme to potential leaders of the future.