For most of my career, I worked inside large organisations, and in recent years I have designed and delivered leadership development for people identified as having “potential.” High performers. Emerging leaders. Future talent.
Organisations are getting much better at spotting potential — using assessment processes and tools, through talent reviews and performance data. But few are investing early enough, deeply enough, or consistently enough in developing it. That gap — between identification and real development — is where I saw many capable people stall, struggle, or quietly lose confidence. That gap is why I built LUMA Leadership Development.
The problem I kept seeing
Again and again, I worked with people who were clearly capable — intelligent, motivated, trusted by others — yet felt uncertain about stepping fully into leadership.
Not because they lacked ability.
But because they lacked space, support, and structured development at the moment it mattered most.
Many were navigating:
- The shift from individual contributor to leader
- Increased visibility and expectation
- Pressure to “have the answers” before they felt ready
- Unhelpful patterns emerging under stress
- A growing sense of self-doubt, despite strong performance
Often, development arrived too late — once confidence had been knocked, habits were entrenched, or issues were already visible to others.
Why traditional leadership development often falls short
Much leadership development still relies on:
- One-off workshops
- Generic content
- Insight without follow-through
- Development disconnected from real work
- Little or no involvement from line managers
Insight alone doesn’t change behaviour. And development that isn’t anchored in someone’s real context rarely sticks. What does create change is ongoing reflection, personal insight, applied learning, and support over time — especially during transitions.
What I wanted to do differently
I didn’t want to create another programme focused on fixing people or fast-tracking them. I wanted to create a development journey that:
- Starts with deep self-awareness
- Normalises uncertainty and learning
- Helps people understand their impact on others
- Supports leaders before patterns become problems
- Turns insight into practical, sustainable change
One that feels human, thoughtful, and grounded in real organisational life.
From potential to impact
At the heart of LUMA is a simple idea:
Identifying potential is only half the equation.
Development is what turns it into lasting effectiveness.
That development needs time, trust, and structure.
It needs space to think, challenge assumptions, test new behaviours, and reflect honestly — without judgement.
And it needs to recognise that leadership growth isn’t about becoming someone else.
Why this matters now
The leaders stepping into roles today are facing:
- Greater complexity
- Higher expectations
- Constant change
- Increased emotional and relational demands
Developing people early, thoughtfully, and in a way that reflects the reality of leadership is no longer a “nice to have.”
It’s essential.
Looking ahead
LUMA is intentionally small, personal, and focused. It’s designed for real people, in real roles, navigating real leadership challenges. This blog is the start of sharing the thinking behind that work — and the experiences that shaped it. If you’re an organisation thinking differently about how you develop future leaders, or someone stepping into leadership yourself, this work is for you.