How to tell if someone on your team needs leadership training

It’s usually easy to spot when someone on your team is missing technical skills. Perhaps they haven’t quite got the hang of a system yet, or they keep making the same mistakes when pulling together reports.

These kinds of gaps are generally straightforward to fix. A bit of mentoring, some on-the-job training, and time to put their skills into practice usually does the trick.

Unfortunately, gaps in leadership skills are a little different. They tend to show up more subtly, and are harder to pin down.

So how can you tell when someone you manage needs support to grow as a leader?

Spotting a need for leadership development

Here are 7 signs that someone on your team (or even your whole team) could benefit from leadership training:

1. You’re not getting the change you’re after

You’ve tried to shift behaviours or lift performance, but no matter how hard you try you’re simply not getting the outcomes you seek.

2. You’re struggling to keep a high performer engaged

Your team member is eager and capable but has outgrown the level of challenge you can give them, and there’s no clear path or structure to help them stretch.

3. They’re technically brilliant, but have hit a wall

You’ve got someone who knows their job inside out. However, they lack that special something needed to influence others, lead meetings, or manage tension.

4. Their approach is high cost

Your team member gets results, yet they do it in a way that leaves a lot of damage. They might not even notice the toll they’re taking on others or the trust that’s eroding around them.

5. Lack of confidence is impacting performance

Some people have everything they need to lead, though for whatever reason they have lost confidence in themselves – perhaps due to perfectionism or a constant fear of making the wrong decisions.

6. They’ve stepped up but weren’t quite ready

You have a team member who recently landed a leadership role and are trying to adapt, but it’s clear they didn’t have a chance to build a strong leadership foundation first.

7. They’re carrying too much and not saying a word

You’ve got someone who’s trying their best to hold it all together. They exceed expectations, take on more, work late, and fix problems before anyone notices. However, you can see the toll it’s taking on them and worry about the repercussions if they burn out.

Choosing the right leadership program

Once you’ve identified the team member(s) who would benefit from leadership development, the next step is to choose the right kind of support.

Here’s what to look for when assessing leadership development options:

Public sector relevance

Leadership in the public sector comes with its own set of challenges. Hierarchies, political scrutiny, ongoing reform, and competing accountabilities all require any training to reflect these realities or it won’t stick.

“You will not regret signing up for this insightful series. I feel equipped to make changes that will get me to the Band 1 level.“

Workshop participant

A foundation of psychological safety

Good leadership programs create the conditions for honest reflection. People should feel safe admitting what they don’t know, exploring blind spots, and learning without the expectation of being a “10 out of 10” performer.

“It gave me confidence that I have a lot of leadership skills, and gave me some targeted direction on where I can improve.“

Workshop participant

Real leadership under pressure

Programs that work tend to use experiential tools like simulations, systems thinking, and applied problem solving. These allow participants to test their leadership in a safe, challenging environment so their learning actually lasts.

“Well planned series that was adaptable to the input of attendees. I liked the mix of activities, videos and talking and changing environments (meeting room, breakout spaces, walking).“

Workshop participant

Credible, experienced facilitators

Look for programs led by facilitators with recognised expertise. That may be ICF credentials, public sector experience, or academic depth in fields like organisational behaviour or sociology.

“Kim makes everyone feel welcome and comfortable. She is generous with her knowledge. I really enjoyed being a part of the leadership series.“

Workshop participant

Peer learning

The best programs build in opportunities for shared learning. Connecting with others who face similar challenges helps to reinforce insights, and creates a community that can last well beyond the program itself.

“A very worthwhile experience with a lot of time to reflect and share experiences with other colleagues.“

Workshop participant

How we approach leadership development

As evidenced by countless testimonials, the Leadership Strategies Workshops we facilitate offer everything we’ve described (and more).

The first workshop, Explorer mindset, runs across two days. Day 1 introduces a strategic framework for the kind of leadership needed in today’s volatile, uncertain, complex, and ambiguous environment. Participants explore the traits that influence their default responses, and learn to recognise the signals that it’s time to adapt.

Day 2 focusses on blending emotional intelligence with political intelligence. It’s about learning to read the room and respond with intent rather than habit. We examine how leaders can become blindsided by emotions or default reactions in complex political environments, and how using the explorer mindset helps create deliberate and strategic responses.

The second workshop, Collaborative leadership, teaches participants strategies to lead across boundaries, navigate tension, and influence without carrying the whole load. Across two days, we explore what happens when collaboration breaks down, trust wobbles, and priorities compete. Participants learn the principles of smart collaboration, going beyond traditional collaboration to shift patterns and rebuild clarity.

We also explore how to protect energy and influence under pressure. Leaders bring a real challenge to the table and design a strategic re-entry – a micro move that builds momentum without burning out or backing off.

Both workshops are delivered in a leadership lab environment, which is a space designed with care and conviction to ensure:

• no one has to prove they belong
• reflection matters more than perfection
• people can test, experiment, and learn through action
• learning is grounded in a cycle of acting, assessing, and adapting

This model creates a safe space to try new things, make micro moves, and prototype real shifts in behaviour. Our goal is to equip leaders with habits that work in the real world, so they can translate them into the workplace with renewed confidence.

To learn more about leadership development through Kim Vella Leadership, including dates for upcoming workshops, visit Leadership Strategies Workshops.