As organisations look ahead, many are still relying on leadership practices that offer reassurance rather than readiness.

Succession planning has become a ritual of names in boxes, and leadership development too often defaults to familiar personality tools instead of building real capability. In a world defined by uncertainty, that approach is no longer enough.

This month’s newsletter explores what it means to diagnose leadership properly, define the skills that matter under pressure, and develop leaders for the future rather than the past.

In this month’s newsletter:

➕ Our latest blog from COO Pat Chapman-Pincher on why succession planning must start with diagnosis, not guesswork

➕ Why leadership development keeps missing the mark, featuring our CEO Helen Honisett’s LinkedIn article

➕ A coffee break podcast listen from The Visibility Factor Podcast, discussing the human element in leadership.

Why Leadership Development Keeps Missing the Mark

Leadership development often leans on familiar tools like personality profiles because they feel practical and reassuring. But as Helen argues, they rarely get to the heart of what leadership actually requires in complex, high pressure environments.

In this article, she explores why so much development investment misses the mark, and how organisations can shift toward a clearer, skills based diagnosis that drives real capability, not just activity.