To provide current and future leaders within the company a clear, consistent pathway for developing essential leadership capabilities.

This was achieved by offering multiple learning methods (eLearning, in-person workshops, virtual sessions, and experiential learning), and by mapping out exactly what skills were needed at each leadership level.

The ultimate aim was to build long-term capability and progression for staff across the organisation.

• Miro – for creating flowcharts, capability maps, and roadmaps

• MS Word – for documenting findings, project plans, and leadership pathways

1. Conducted surveys and interviews (with the Leadership Specialist and Business Insights team) to gather data on leadership skills gaps and pain points across the organisation.

2. Analysed the findings and developed a formal report which was presented and approved by the COO.

3. Created leadership position pathways outlining the essential competencies required for each role, and the proficiency level needed.

4. Mapped out a variety of learning interventions (e.g., coaching, shadowing, eLearning, formal workshops) and matched each learning objective to the most suitable intervention.

5. Developed a 2024–2025 roadmap outlining which initiatives would be launched when, and how learning would be embedded in the flow of work.

6. Piloted the framework through the 2024 SL Conference by introducing content on Situational and Servant Leadership, followed by a rollout and reinforcement plan.

7. Set expectations to follow this roadmap for all future leadership capability projects.

The framework revealed skill gaps across different levels of leadership and helped the L&D team think more strategically about how to embed learning.

One of the biggest takeaways from this project was the importance of executive alignment before communication.