Leadership Training & Development
Tired of leadership training that looks great on a slide and changes nothing on Monday morning? Same here.
At Monkhouse & Company, leadership development isn’t trust falls or box-ticking. It’s straight talk, useful tools and practice under pressure until new habits stick. If your managers aren’t growing into leaders, you’re building a bottleneck. If your senior team can’t set direction, make decisions and hold the line, you’re paying for motion, not progress. We fix that. Simple agenda: raise the bar, raise the standard, raise the results.
What is leadership development?
Leadership development is the deliberate work of turning capable managers into leaders who set direction, align people and deliver outcomes. It blends training, coaching and real-world application so behaviour changes for good. Not theory for theory’s sake. Clarity, cadence, consequences. Learn it, apply it this week, review it next week, level up next month. That’s the loop.
Why choose Monkhouse & Company for your leadership training?
Because you want impact, not certificates. We’ve scaled businesses ourselves and we don’t do generic. We diagnose your context, cut what’s not needed, then build a programme that gets traction fast. Workshops are practical, coaching is candid, and everything maps to business outcomes. Expect challenge. Expect accountability. Expect to leave each session knowing exactly what changes tomorrow.
Benefits of leadership development
When leadership development is done properly, the change is obvious. Decisions get faster and better because leaders learn to frame problems cleanly, surface real options and commit. Teams stop hovering for sign-off and start executing. Execution tightens as priorities are fewer and clearer, owners are named and measures are visible—less thrash, more throughput. Engagement rises too. People don’t quit tough goals; they quit weak managers. Strengthen your leaders and you keep better people for longer. Culture shifts from politics to performance: direct feedback becomes normal, adult-to-adult conversations replace drama, and action beats theatre. And because you’re building a bench rather than relying on heroes, succession planning stops being a hope and becomes a pipeline. The organisation gets more resilient, scaling is smoother, and key-person risk shrinks.
Key skills to elevate with leadership training
We focus on the skills that change Tuesday afternoons, not just away-days. Leaders learn strategic thinking and prioritisation—seeing the system, backing the few bets that matter, and saying no to noise. Decision-making under uncertainty becomes a habit: use simple heuristics, act at about 70% information, then adapt without flapping when reality bites. Communication and influence sharpen so the why, what and when land first time. Coaching and delegation clear the bottleneck: set outcomes, give guardrails, stop hoarding work and grow capability while freeing up your own time. Accountability turns into practice—crisp one-to-ones, clear goals, fast feedback; praise in public, coach in private, act when it counts. Alongside that, leaders build emotional intelligence and self-awareness so they know their triggers, stay curious and create psychological safety without lowering the bar. Finally, resilience and change leadership: model calm in a storm, reset quickly and keep momentum when plans meet reality.
Who we work with
Founder CEOs and leadership teams in ambitious SMEs and scale-ups. First-line managers stepping up. Experienced executives who want sharper edges. Clients who value honesty over comfort and outcomes over optics. If you want polite workshops and laminated values, we’re not for you. If you want behaviour change that shows up in results, we should talk.
Where we work
Across the UK and beyond. In person at The Management Lab in Wiltshire, on site at your place, or virtually for distributed teams. Regular rhythm beats occasional heroics, so we design a cadence that works with your reality. London clients often mix quarterly in-person sessions with monthly virtual coaching to keep the flywheel spinning.
FAQs
How is leadership training different from leadership coaching?
Training gives a group shared tools and language. Coaching is personal, focused on your specific behaviour change and blockers. Together they stick far better than either alone.
What is a leadership development programme, really?
A structured rhythm of workshops, on-the-job application and coaching aimed at clear outcomes. No generic syllabus — we design it around your goals and operating cadence.
Do you run leadership training in London?
Yes. We work across the UK (and online). Many London clients join us for online sessions; others come to our Management Lab in Wiltshire for offsites to gain space, time and perspective.
How do you measure the impact of leadership development?
We agree business outcomes up front, not vanity metrics. Expect leading indicators like faster decisions, shorter meetings and clearer priorities — plus lagging results in delivery and retention.
Can we blend team training with one-to-one coaching?
That’s our default. Shared tools for the team; personal support to remove individual blockers. It’s how behaviour change shows up in results.
What topics do you actually cover?
Strategic thinking, decision-making under uncertainty, communication and influence, delegation and coaching, accountability, EQ and self-awareness, resilience and change leadership. The Tuesday-afternoon stuff.
Will we get a playbook or just theory?
You’ll leave each session with a clear next action, not a thicker binder. Tools are practical: meeting rhythms, decision frameworks, one-to-one agendas, feedback scripts.
How is this different from generic corporate training?
No canned decks, no trust falls, no theatre. We work on your real priorities with your real people and your real constraints. If it won’t changer something important, we won’t do it.
What if our culture is a bit conflict-averse?
Good. We’ll help you build adult-to-adult conversations: clear expectations, fast feedback, consequences. Psychological safety and high standards — not one or the other.
Will training fix a weak strategy?
No. Leadership development amplifies whatever you’ve got. If strategy is fuzzy, we’ll surface that fast and can address it separately.
How How do you keep momentum after workshops?
Practice, coaching, and a simple scoreboard. We agree behaviours, set a cadence, review progress, and remove blockers quickly.
Can this work with hybrid or fully remote teams?
Yes. We design for your reality: short, high-impact virtual sessions, asynchronous prep, and crisp follow-ups.
Do you offer executive team work too?
We do. If the top team needs to operate as one, start here: Executive leadership team coaching
What does success look like at the end?
Leaders who decide and communicate clearly. Teams that execute without drama. Fewer priorities, more progress. A business that scales because the leadership finally can.