Something that I firmly believe is an investment for any company's future is leadership development. As you will go on to read, I'm clearly not alone in that opinion. It’s common sense that training people to be better, more diligent, more focused and finding gaps in their skills is always a positive thing. It's also one of the first things to go when budget constraints are required. So, the big question: is leadership development really worth the money?

Imagine a busy international airport suddenly losing its air traffic controller. Planes are circling, communication is strained, and there’s a very real risk of collision. Who steps in? Not someone you’ll hire after six months of interviews… but a seasoned professional who can slot in now, restore order, and keep everything safely moving. Interim leaders are your organisational air traffic controllers, parachuting in when the stakes are high and time is tight.

Over the years, I’ve seen plenty of leadership teams that look great on paper, strong CVs, strategic minds, ambitious plans. And yet… performance still drags. It’s a bit like driving a high-spec sports car with the handbrake half on. You can move forward, but the engine’s straining, the wheels don’t spin freely, and sooner or later, something burns out. So what’s holding these teams back?

We spend so much time evaluating candidates on what's visible, but it's what lies beneath that truly determines their ultimate success.

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