Imagine leadership development that actually works. 

Where: 

• Operational managers develop strategic, enterprise leadership capability 
• Leadership behaviours improve measurably through 360° feedback 
• 56% of participants are promoted internally to senior roles 
• 100% retention, well above industry benchmarks 

This gives your organisation a credible internal leadership pipeline, reduces reliance on external hiring, and builds leaders who can operate through complexity, ambiguity and change. 

But we know most Heads of L&D experience leadership development that: 

• Feels engaging but doesn’t translate into behaviour change 
• Develops individuals, but doesn’t strengthen the pipeline 
• Leaves uncertainty about who is actually ready for senior roles 

Which means leadership gaps widen, and succession plans stay theoretical. 

Maybe you can relate? 

Unfortunately, it happens all too often. 

We see it with our clients every day. 

We’ve worked with many Heads of L&D to take leadership development from event-based and theoretical to practical, evidence-led approaches that stick and scale. 

For instance: 

Noble Foods achieved a 56% internal promotion rate and 100% retention among leaders developed through the programme. These leaders went on to drive a 32% uplift in engagement, a 67% increase in employee retention, and a 31% growth in revenue. 

• One client saw measurable improvements in leadership behaviours through follow-up 360° feedback, alongside stronger confidence and leadership presence 

…just a few of the organisations we’ve supported. 

👉 If this resonates, and you’d also like to build senior-ready leaders and stronger pipelines, send us the word LEADERS and we’ll share the details. 

Talk soon, 
Esendia Team

Esendia

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