Every leadership position faces different challenges. While executives need to be effective in setting the overarching strategy, inspiring people, and communicating in times of change, new leaders and middle managers need to juggle their own responsibilities alongside supporting their team’s work.
Sanctus delivers leadership development that actually fits your business: structured where it counts, flexible where it matters. Whether it’s your emerging managers, seasoned directors, or C-suite execs, we tailor our training to meet the unique needs of each individual and your organisation. Empower your leaders with the right tools, and watch them elevate not only their teams but your entire business.
Your senior leaders set the tone for the rest of your organization. Ensuring they have the tools to communicate company vision, purpose, goals and changes of direction are key to successful leadership and a positive employee experience.
Executive coaching that uses our unique Sanctus Coaching model can help leaders bring their best selves to work and resolve challenging situations while empowering them with the tactical tools to inspire employees and achieve their personal development goals.
Sanctus Mentoring can connect seasoned leaders with junior colleagues, providing an understanding of challenges faced by client-facing positions or across departments or regions.
Middle managers with a team to support still need to contribute as individuals. Coaching can inspire them to do their best, support their own and their employees’ skill development, and prevent mid-level leaders from struggling under their own workloads as they help employees manage theirs.
Being a good manager isn’t a destination but a continual evolution, so whatever someone’s job title is, or how long they’ve been in a leadership role, there’s always something new to learn from others in the business. Mentoring can provide a new way to look at a problem, a new skill to learn, or a new way to approach inspiring the team.
Coaching and mentoring can make every manager more efficient, resilient, and confident in their roles so that you can get the most from them – and their employees.
A quarter of leaders get promoted without any formal training. This can increase stress for managers and their employees, reducing everyone’s productivity.
A coach or mentor can help with new managers’ career development by giving them the tools they need to grow their leadership capabilities, reach their career goals, and help the company reach its organisational goals.
Leadership support can also foster a stronger team spirit and create your next generation of empathetic, effective leaders.
Our leadership development solutions can provide new perspectives on old challenges, helping leaders work through barriers to achieve—and exceed—their goals. It’s a safe space for them to develop skills like strategic thinking, active listening, and self-awareness, all of which allow leaders to become more effective in their roles and lead by example.
76%
Higher engagement
74%
Less stress
50%
Higher productivity
Give managers the ad-hoc support they need.
Sign up your leaders for a structured programme to grow their skills. We’ve got options for new managers, middle managers, and executives.
Get your managers together in a group to reflect, express and grow.
Share internal knowledge, remove knowledge silos, and support your future leaders.
Hold your leaders accountable to changes within your organisation by connecting them with younger colleagues.
Yes, leadership skills can absolutely be learned. While some people may have natural tendencies toward leadership, it’s really a combination of learned behaviors, self-awareness, and continuous practice.
Leadership is less about titles and more about the ability to guide, inspire, and collaborate effectively—that’s something anyone can grow into with the right mindset and support.
At Sanctus, we have two ways in which we train leaders: through our manager training sessions, where we develop specific skills, in group format, and in our bespoke, 1-to-1 Connected Leadership coaching programs.
Leadership development is for anyone who wants to grow their impact—whether you’re a future leader, a senior executive, or somewhere in between.
Leadership is less about the technical, tactical skills of the work/role you’re in and more about developing the emotional intelligence, decision-making ability and resilience to manage, inspire and support your team.
At Sanctus, we believe effective leadership starts with yourself. If you can tend to your own well-being, mindset and emotional health, you are better equipped to tend to the needs of others.
Leadership development is absolutely critical for success. Not just for your leaders, but for your organization. In fact, research by Deloitte shows that companies with strong leadership development programs report 37% higher revenue per employee and are 9 times more likely to outperform their competitors in terms of innovation and change agility.
Without a focus on leadership development, companies risk stagnation, disengagement, and high turnover rates.
Investing in a leadership program ensures you have more resilient and forward-thinking teams. It also improves retention and engagement by up to 50% more than competitors.
By investing in leadership, you will position yourself better to navigate challenges, inspire innovation, and build long-term success.
Leadership skills are the foundation for creating an environment of trust, engagement, and accountability. A great leader can be the reason why a valuable employee stays or leaves the company, whether they feel comfortable sharing challenges, or quietly disengage. Effective leadership is often the antidote to “quiet quitting.”
Companies with inspiring, motivating, and authentic leaders see a 15% increase in employee engagement. Because—let’s be honest—if you trust your leaders, you would also be “12 times more likely to be fully engaged at work.”
Just like a sports team thrives under a skilled coach and cohesive teamwork, a strong leader empowers individuals to navigate challenges, make sound decisions, and collaborate toward collective goals.
Lastly: psychological safety can only be cultivated through great, honest, authentic and trusted leaders. And it can boost team performance by as much as 20%.
Effective leadership development isn’t just about ticking boxes—it’s about tracking real impact.
Our approach? We use our own 360 assessment, built specifically for leaders who need to thrive in today’s fast-changing world. It gathers feedback from all angles—peers, subordinates, supervisors—and focuses on key areas like empathic connection, transformative change, and human-first leadership which demonstrates our signature, wholebeing approach to leadership development and growth.
Let’s also not forget the ripple effect of coaching you could experience throughout your organization. These are the things that often get overlooked, such as how executive coaching impacts employee well-being and motivation.
To measure leadership effectively, it’s also important to track key metrics like employee engagement, team performance, and retention rates.
And, for more advanced metrics, Sanctus Listening (powered by Rungway) can give you real-life sentiment analysis, so you can truly know the impact your leaders have on their teams.
Leaders who prioritize trust and authenticity see teams that are more energized, collaborative, and willing to push for success. Ultimately, our tailored approach ensures that leadership development is measured not just by day-to-day performance but by how well leaders inspire, connect, and empower their teams toward long-term success.
Supporting leadership development is about more than just teaching new skills—it’s about creating a comprehensive ecosystem of support.
Yes, formal coaching programs, workshops, and mentorship opportunities are crucial, but we also need to acknowledge the unique challenges leaders face.
Leadership can often feel lonely, which is why it’s important to provide spaces for leaders to bond and connect with their peers. At Sanctus, we offer group coaching and Connect & Reflect sessions, creating an environment where leaders can share their experiences, learn from one another, and receive the support they might not always get from their teams.
Leaders, just like their teams, need support too. They’re often the ones giving and holding space for others, so who supports them? At Sanctus, we offer Boost coaching packs designed specifically to provide leaders with a confidential space where they can decompress, navigate stress, and think through their challenges strategically. Whether they’re dealing with a tough decision or just need to process their workload, having this additional buffer is key to staying grounded and effective.
By combining ongoing learning with peer connection and personal support, leadership development becomes not just a skill-building process but a holistic journey. This ensures leaders are equipped not only to perform but to thrive in their roles.
Developing leadership and management skills starts with self-awareness—understanding your strengths, areas for growth, and the impact you have on others. Unfortunately, many new managers are thrown into the deep end. They’re often promoted because they excel in their technical roles, but managing people requires a completely different skill set. Without proper support, new managers are left to figure it out as they go, which can lead to stress, mistakes, and disengaged teams.
That’s why we’ve designed structured programs to help upskill new managers and refine the capabilities of more seasoned leaders. These programs are tailored to meet the demands of modern work environments, particularly remote and hybrid cultures, where communication, empathy, and adaptability are essential.
Whether it’s through coaching, leadership workshops, or real-world learning experiences, we focus on helping leaders build emotional intelligence, resilience, and the skills to foster collaboration in diverse, evolving teams.
The modern leadership landscape has shifted dramatically, with remote work, fast-paced environments, and technology playing a larger role than ever before. Today’s leaders need a blend of adaptability, resilience, and authenticity to navigate these challenges.
In our Connected Leadership coaching framework, we focus on 5 key pillars for effective leadership: Transformative Change, Empathic Connection, Personal Well-being, Ethical Partnership, and Human Leadership. These pillars guide leaders to not only manage tasks but lead with vision and heart.
Key leadership skills in this new era include emotional intelligence, enabling leaders to foster strong connections with their teams and respond with empathy during times of uncertainty. Adaptability is also more crucial than before as leaders must pivot and perform in rapidly changing conditions, particularly within hybrid or remote work cultures. Resilience helps leaders withstand pressures while still prioritizing their own well-being and the well-being of their employees.
Strategic thinking and the ability to inspire and motivate others are also essential for steering teams toward long-term success. And, lastly, especially with younger generations, there is a high demand on leaders to have integrity and authenticity. These traits builds trust and psychological safety, which studies show can boost team performance by up to 20%.
Traditional Leadership programs usually fall short by only addressing one dimension of leadership.
At Sanctus, leadership development requires a wholebeing approach to help leaders thrive without burning out. Our programs provide three core pathways:
These programs develop leaders in an integrated way, ensuring they’re equipped to lead without burnout in complex environments.
Leadership development programs fail when they focus too much on skills and not enough on the whole person. A Harvard Business Review study found that 50% of managers feel unprepared for leadership roles, which often happens because programs only teach tactical skills, leaving leaders to struggle with emotional and personal challenges.
It’s not enough to learn how to delegate or set goals—leaders need support in building emotional intelligence, resilience, and managing stress.
Another reason programs fail is a lack of follow-up. According to McKinsey, 70% of leadership programs fail because they don’t become part of daily work life. Leadership growth requires continuous learning and reflection, which is why we’ve created our Connect & Reflect workshops, and our drop-in coaching — so leaders can receive ongoing support from peers and experienced coaches, not just a one-time training.
Finally, leaders who are promoted for their technical expertise often lack the support to transition into people management, leading to disengagement or high turnover. Without structured programs that address well-being, resilience, and strategic thinking, leaders may struggle to thrive, especially in today’s remote and hybrid work environments.