In a world where leadership demands are shifting fast – spanning hybrid teams, rapid technological change, and increasing complexity – many organisations are asking the same question:

Is our leadership development offer working?

Because even with the best intentions – and the biggest budgets – programmes often fall short. They light a spark but fail to sustain it. They deliver insight, but not behaviour change. And they struggle to connect with what’s really happening on the ground. At Thrive Partners, we believe it’s time to shift from leadership development as a tick-box activity to a strategic, systemic investment. One that is coaching-led, digitally enabled, and designed to stick.

The Trouble with Traditional Leadership Programmes

According to Amanda Kerr, Thrive’s Head of Coaching, the most common trap organisations fall into is this: “They treat leadership development like an event, not a journey. And as a result, the learning doesn’t land – or last.” It’s not that organisations aren’t trying. But many programmes:

• Aren’t aligned to real business goals
• Lack senior sponsor involvement
• Deliver too much content, too quickly
• Leave no space for reflection or feedback
• Fail to embed coaching or peer learning
• Ignore the wider system – line managers, teams, culture

The result? Leaders enjoy the sessions… and return to business as usual.

Future-Fit Leadership Needs More Than Content

Pam Bateson, Thrive’s CEO, puts it simply: “Leadership isn’t about knowing more – it’s about doing things differently. That means changing behaviour. And coaching is the most powerful tool we have for that.” That’s why coaching for managers – not just execs – has become a critical lever for business success. It helps people think more clearly, lead more effectively, and grow into roles with confidence. But for coaching to work, it must be more than access to a coach. It needs structure, support, and a clear link to the organisation’s goals.

What ‘Fit for Purpose’ Looks Like Today

A future-fit leadership offer isn’t about doing more. It’s about designing smarter.

From our work with clients across sectors, here’s what we see in programmes that genuinely shift culture and performance:

• Coaching is integrated—not optional: Coaching sits at the heart of the programme. 1:1 sessions are combined with peer learning, feedback loops, and sponsor touch points.

• The platform supports the person: Technology makes access seamless – but the experience still feels deeply human. That’s Thrive’s edge. Our digital coaching platform supports delivery, engagement, and measurement – while our expert coaches drive the transformation.
• Learning is experiential and applied: We connect experiential learning with on-the-job application. From simulations to reflection journals to action planning, it’s always real-world relevant.
• Feedback is the culture, not the exception: We help leaders develop the skills and confidence to both give and invite feedback – shifting culture through everyday interactions.
• Time to learn is protected: As Amanda says, “If learning time isn’t protected like annual leave, it won’t land.” We partner with organisations to embed learning into the rhythm of work.

Competing with the Big Players? Here’s How Thrive Is Different

There’s no shortage of coaching providers. Some offer coaching marketplaces. Others deliver it as a scaled plug-in. At Thrive, we offer something different:

• Strategic partnership: We co-design programmes with clients. We’re not a vendor, we’re a thought partner.
• Human-powered, tech-enabled: Our platform supports delivery, data, and engagement. But it’s our people – expert coaches, brilliant facilitators, and programme architects – who drive the change.
• Systemic change, not transactional coaching: Our programmes are designed to ripple through the organisation, not stay siloed in 1:1 sessions.

We’re not trying to be the biggest. We’re focused on being the most effective.

Self-Check: Is Your Programme Still Fit for Purpose?

If you’re running leadership development right now, ask yourself:

• Is coaching part of the core design – or just an add-on?
• Do leaders have space to reflect – or just more content to consume?
• Is the programme creating cultural buzz – or disappearing quietly?
• Are line managers, peers and sponsors involved?
• Are you measuring behaviour change – not just participation?

If you’re unsure, you’re not alone. That’s exactly why we created a short and handy guide for you.

Download the Free Guide

“How to Design Leadership Development That Sticks” This 5-page resource includes insights, a programme self-check, and design tips for HR and L&D leaders.

Final Word

Leadership is evolving. So should your development offer. If your current programme isn’t delivering the impact you hoped for, it’s not too late to rethink. At Thrive, we help organisations design leadership journeys that engage people, embed learning, and create a ripple effect far beyond the sessions.

Let’s build something that sticks.