A practical way to rethink leadership development post-apprenticeships. Step back and sense-check what leadership development actually needs to do in your business.
How to use this tool
1 Read each question and the examples provided
2 Reflect on your current reality
3 Capture your thoughts in the text box
4 Score yourself from 1–5
Scoring guide
1Unclear or inconsistent. Happens by accident.
2Some awareness, but not embedded.
3In place in parts, but not consistent.
4Clear and applied in most areas.
5Fully embedded and driving performance.
Understanding your current state
What are your leaders really accountable for delivering?
Not their job description. What are they actually being measured on day to day?
What to look for
Clear link to business outcomes
Consistency across roles
Examples
"They're accountable for hitting targets, but not for team performance"
"Success varies depending on the department"
"Strong leaders deliver results through their teams, not around them"
Understanding your current state
Where does leadership capability currently break down?
Where do things slow, stall, or become inconsistent?
What to look for
Repeated friction points
Patterns across teams
Examples
"New managers struggle with performance conversations"
"Decisions get escalated instead of owned"
"Some teams rely heavily on one individual"
Understanding your current state
How does effective leadership show up currently?
If you looked at your strongest leaders, what are they actually doing differently?
What to look for
Observable behaviours
Real examples, not frameworks
Examples
"They set clear expectations and follow through"
"They coach instead of stepping in"
"They manage performance early"
How development currently shows up
How is current leadership development linked to real work?
Is leadership development something separate — or part of day-to-day delivery?
What to look for
Application in real scenarios
Line manager involvement
Examples
"Training happens, but doesn't show up in behaviour"
"Leaders struggle to apply learning back in role"
"Development is tied to real challenges"
How development currently shows up
What is currently driving your leadership development decisions?
Structure? Funding? Habit? Or a clear view of business need?
What to look for
Reactive vs intentional decisions
Reliance on legacy programmes
Examples
"We've always done it this way"
"We used apprenticeships because funding was available"
"We design development based on current priorities"
How development currently shows up
What would improve if leadership capability genuinely shifted?
What would you expect to see change?
What to look for
Clear link to business outcomes
Specific improvements
Examples
"Improved retention"
"More consistent performance across teams"
"Less reliance on senior leaders stepping in"
How development currently shows up
If you were starting from scratch, would you design what you have today? Optional
What to look for
Honest reflection
Signs of legacy vs intentional design
Examples
"No, it's evolved over time and it shows"
"Some elements work, others are inherited"
"We would simplify and focus more on application"
Interpreting your results
Your score pattern
Look at where your scores cluster. This reveals where clarity exists — and where it doesn't.
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Complete the questions to see your total
Question scores
Step 2 — What does this tell you?
Are you clear on outcomes, but unclear on how leaders deliver them? Do you know what good looks like, but not where it breaks down? Are you relying on structure rather than clarity?
Reflection
Turning insight into action
This doesn't need to be overcomplicated. But without clarity, it's easy to default back to structure — or pause altogether. The organisations using this moment well are not rushing to replace what's gone. They are using it to build something more aligned to how they actually operate.
Almost done
Please complete your contact details
Thank you for taking the time to complete the Leadership Clarity Tool. A member of the ELR Talent team will be in touch to discuss your results.
Thank you for completing the Leadership Assessment
Your responses have been submitted to the ELR Talent team. We'll be in touch to discuss your results and how we can support your leadership development journey.
What happens next
A member of the ELR Talent team will review your responses
We'll be in touch to explore your results in more detail
Together, we'll identify the best next steps for your leadership development
In the meantime, reflect on your lowest-scoring areas — these are often the biggest opportunities for growth.
