Leadership Development: Trust vs. Control

Just like a tip jar thrives on goodwill and contributions because you love your local coffee shop, development should build on intrinsic motivation and a shared desire to grow—not on coercion or compliance.

Leadership development initiatives play a crucial role in shaping the culture and success of large organisations. Having worked on several projects aimed at implementing new leadership models, I’ve observed that how these initiatives are framed significantly influences their outcomes.

Most projects end up taking a prescriptive, top-down stance. No matter how thoughtfully the message is crafted, the underlying tone often feels like: “We don’t trust that you know how to be a good leader, so we’ve developed a set of rules. We’ll measure your performance through tools like 360 feedback to ensure compliance.” While this method provides clarity and structure, it often feels restrictive—more like a box to check than an opportunity to grow. As a result, it tends to stifle inspiration and genuine engagement.

The alternative approach, which I’ve found to be far more effective, is rooted in trust and shared commitment. Its message is: “We know we can all improve as leaders. Together, we’ve identified some key focus areas, and we’re investing in developing these over the long term. We don’t need to measure you against these because we trust you care about improving as much as we do. Instead, we’ve created opportunities for open feedback—both constructive and appreciative—so we can all grow together.”

This second approach fosters a learning mindset. Leaders feel supported rather than scrutinised, encouraged to explore and evolve instead of simply conforming. It emphasises partnership, trust, and a shared investment in growth, which in my experience leads to more sustainable and meaningful change.

Leadership development isn’t about rigid guidelines or compliance—it’s about creating an environment where leaders feel empowered to learn, adapt, and thrive. By choosing trust over control, organisations can inspire their leaders to reach their full potential, ultimately driving progress and innovation.