It’s all Amazon’s fault.
How convenient it is to order anything we want and for it to be delivered the next day, or the same day in some instances. Just in Time, click and collect, on-demand TV, there is everything, everywhere all at once (a great film by the way).
And yet, some things take time and forethought. Some things benefit from time out, consideration, discussion and reflection. Putting together a sophisticated programme of training and coaching, that aligns with succession planning and strategic goals is one such thing. And the summer months is when a lot of our clients choose to do that. So while our delivery days may drop during August, our consultancy and client contact increase.
We’ve come to expect instant results. But when it comes to developing leaders, growth that’s meaningful takes time. Strategic planning, not reaction, is what builds sustainable success.
From Decision to Delivery: Short-Term Planning (3–6 Months)
For when you already know what you need.
These are tactical programmes, where the internal wheels have turned, the budget is set, delegates are named, and your focus is on making it happen smoothly and effectively. The need is now, but success still relies on careful design and coordination.
Often, this means working with post-appointment leaders: newly promoted managers or recent team changes where development needs to catch up with evolving responsibilities. Logistics and availability become key considerations.
You still need quality and tailoring, even under time pressure.
But what if you want to move beyond the reactive? That’s where medium-term planning begins.
Aligning Development with Strategy: Medium-Term Planning (12+ Months)
For organisations looking to embed learning into their annual rhythm.
These are repeatable, strategic programmes that support known objectives, like preparing new leaders, developing coaching skills, or supporting mental health and wellbeing. With time to plan, we can align content with culture, integrate evaluation, and build in layered support like Action Learning or mentoring.
It’s at this stage we often support both post and pre-appointment learning. The forward-thinking organisations use this window to get ahead of skills gaps and succession planning challenges.
This is where pre-appointment learning often thrives.
For those thinking even further ahead at the succession planning and future-readiness level; long-term planning is where real transformation starts.
Shaping the Future Leadership Landscape: Long-Term Planning (3+ Years)
For businesses investing in talent strategy and culture shift.
This isn’t about plugging a skills gap. It’s about asking:
- Who do we want leading our business in 2028?
- What capabilities will we need that don’t exist yet?
- How do we prepare people who aren’t even managers yet?
We partner with organisations at this early vision stage; mapping out what success looks like before a single workshop is planned. These programmes are often part of wider people strategy reviews and involve co-creating pathways that support long-term growth.
Research in 2024 (from advisory firm Azets) found that while 58% of UK firms had considered succession planning, only 9% had fully integrated it into their strategy.
And younger professionals are already wary:
- A 2019 Gallup report showed millennials associate management roles with burnout and stress.
- A 2023 Deloitte survey found that only 25% of millennials were strongly interested in leadership roles.
- Harvard Business Review (2019) highlighted that many felt unprepared for the emotional and mental toll of leadership.
Future-fit leadership is not a last-minute decision.
Planning early doesn’t mean locking everything down. It means giving space for creativity, alignment, and quality, so your people get more than just a training day. They get development that shapes careers.
Find Your Planning Window: From Quick Wins to Long-Term Growth
A quick stir-fry is just as satisfying as slow-roast lamb. But a dinner for twelve, or a healthy eating plan, takes more time to prepare than a ready meal. Not everything in life needs to be planned out in advance. The rush of a deadline, reacting to a short-term need, helping a client out at the last minute are all part of our services.
However, given time, long-term objectives and a collaborative approach to partnerships, well, that is where the deeper relationships are formed and the more impactful learning takes place.
Take the Next Step in Your Succession Planning
Whether you’re preparing for a new intake of managers this autumn or laying the foundations for your future leadership pipeline, we’re here to help you make that planning count.
Want to build something that lasts? Get in touch to explore how we can support your development strategy across any time horizon.