The Brief – Breaking Down Silos and Building Leadership Capability
The organisation was facing two pressing leadership challenges:
A disconnected leadership group – With a large number of leaders, teams were operating in silos, focusing only on their own areas rather than collaborating across the business. This lack of cohesion limited their ability to act as a unified, strategic leadership team.
Leaders needing to grow beyond management – Many had stepped up from management into leadership roles but had not yet fully developed the self-awareness, confidence, and strategic mindset to lead effectively.
The goal was not to deliver a generic leadership training course, but to create a tailored leadership coaching programme that would spark self-awareness, improve collaboration, and encourage honest, constructive feedback.
With close working relationships making it hard to give feedback internally, an external, impartial facilitator was essential to provide objective insight and guidance.
The Solution – A Tailored Leadership Coaching Programme Using Insights™ Discovery
Working in partnership with Newland Partners, the organisation implemented a personalised, incremental leadership development programme built around the Insights™ Discovery model, a globally recognised tool for improving self-awareness and understanding leadership styles.
Key elements included:
Individual Insights™ Discovery assessments for each leader.
One-to-one leadership coaching sessions with an experienced external facilitator (Steve) to explore results and identify development priorities.
Tailored conversations linking profile insights directly to organisational goals and real workplace challenges.
This approach was designed to:
Minimise time away from daily responsibilities.
Overcome scepticism about “soft skills” by providing personalised, relevant, and practical tools.
Move beyond simply handing over a report, focusing instead on guided reflection and actionable steps.
Steve worked closely with each leader to connect the profile findings to real behaviours and decisions, ensuring the learning was embedded in day-to-day leadership practice.
The Impact – From Siloed Managers to a Self-Aware, Collaborative Leadership Team
The results were felt almost immediately:
Short-term results:
Increased openness and collaboration in leadership meetings.
Leaders more willing to speak up and share ideas.
Voluntary sharing of Insights™ profiles and learnings among peers.
Rapid adoption of coaching tools and language.
Long-term benefits:
Leaders actively reflecting and adjusting their approach to situations.
Managers more comfortable giving and receiving constructive feedback, depersonalised through the Insights™ model.
Productive handling of difficult conversations that were previously avoided.
More engaging and collaborative senior leadership meetings – no more “tumbleweed moments.”
One participant described it as:
“The best training event I’ve ever done… it’s given me more insight into myself than anything else in my career.”
The programme has also provided a platform for ongoing leadership development, including:
Follow-up workshops using “Stop, Start, Continue” exercises to maintain momentum.
Plans to integrate leadership values with Insights™ profiles for consistent alignment.
Targeted sessions for senior leaders to deepen team leadership skills.
Since launching in March 2025, the programme has delivered 15 one-to-one sessions plus multiple follow-ups, with more planned.
Rachel Martin, Head of People, describes Steve as:
“Not just a supplier, but a trusted partner and sounding board for our leadership journey.”
Conclusion – A Sustainable Shift in Leadership Culture
This tailored coaching programme has transformed a siloed leadership group into a self-aware, collaborative, feedback-ready team. The ongoing partnership with Newland Partners continues to build momentum, ensuring leaders have the tools, confidence, and mindset to drive organisational success.
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