It is important to think about how, as organisations, we can shape the next generation of leaders who can cultivate happy workplace cultures.

Aside from the important impact on employee wellbeing, several studies over the past few years have found that happy employees work more efficiently and are more productive, using the time they have more effectively.

This means that leadership development must go beyond technical skills and strategy. True leadership must begin with personal insight and transformation. It stems from understanding oneself deeply and translating those insights into actions that inspire others. The task is to foster leadership from within—helping leaders cultivate self-awareness, purpose, and resilience, in order that they might, in turn, nurture happy, engaged and thriving teams.

By focusing on critical areas of self-leadership within leadership development  it is possible to guide leaders to build a meaningful, positive impact on their teams and the wider organization:

Self-Awareness: The First Step to Great Leadership

A key aspect of leadership development is helping leaders cultivate self-awareness. Understanding their strengths, limitations, and how their behaviours impact others is the foundation of strong leadership. Without it, even skilled leaders may struggle to build happy, engaged teams.

Self-Esteem: Building Confident and Aligned Leaders 

Self-esteem – the confidence that comes from aligning one’s thoughts, words, and actions – is essential for leadership. Organisations can help leaders build self-esteem by encouraging them to act consistently with their values and beliefs. When leaders express their true selves and lead with integrity, they cultivate trust and inspire their teams.

In particular, leadership training can guide them in identifying environments where they feel drained or disconnected and provide support in finding ways to align their actions with their core values in these environments. This alignment not only strengthens leadership but also contributes to a more positive workplace culture where people feel respected and empowered.

Encouraging leaders to develop strong self-esteem helps them model confidence and authenticity for their teams, creating a culture of trust.

Purpose: Helping Leaders Stay Grounded and Focused 

Successful leadership development also includes helping leaders connect with their purpose. A clear sense of purpose keeps leaders grounded, enabling them to navigate challenges with clarity and focus. Purpose-driven leaders are better equipped to motivate their teams, creating a shared sense of direction and fulfillment.

During Insights Discovery workshops, we ask leaders to identify traits that define them on their best days—qualities that align with their core purpose. For example, a leader might be driven by curiosity, empathy, or decisiveness. Leaders can use these insights to stay aligned with their purpose, even in difficult times, by encouraging them to draw on their strengths.

By staying focused on what matters most, leaders can remain resilient and effective, especially when facing challenges. Purpose-driven leadership not only benefits the individual leader but also inspires teams to work towards shared goals with enthusiasm and commitment.

Authenticity: Cultivating Integrity in Leadership 

Authentic leadership—when leaders show up as their true selves and foster an environment where others can do the same—is critical to building trust and long-term success. Organisations – led by HR teams –  are in a prime position to nurture authenticity in future leaders by encouraging them to embrace their individuality and lead with integrity.

It is important that leaders feel able let go of the need to conform to external expectations or wear a “mask” in the workplace. Instead, they should be encouraged to embrace their unique strengths and lead in a way that aligns with their values. This authentic approach not only creates a positive work environment but also empowers leaders to make decisions with confidence and clarity.

Resilience: Equipping Leaders to Overcome Challenges 

Resilience—the ability to bounce back from adversity—is a vital leadership trait. In today’s fast-paced, ever-changing business environment, future leaders must be equipped with the tools to manage stress, recover from setbacks, and remain adaptable in the face of challenges.

Those responsible for development within organisations can guide leaders in building resilience by helping them identify stressors, focus on what they can control, and let go of what they cannot.

Developing a strong support system, both within the workplace and outside, is also key to resilience. By integrating resilience-building practices into leadership development—such as encouraging mindfulness, fostering a work-life balance, and promoting mental well-being— future leaders can maintain their well-being while effectively managing the demands of leadership.

Development professionals have an opportunity to reflect on how their leadership programmes can support both individual and organisational well-being.

By ‘leading from within,’ leaders can be equipped not only to meet business challenges but also to create a culture where happiness, fulfillment, and success thrive together.