Doing a group communication is one of the most agonised over events in organisational life. The number of meetings about meetings, reviews and circulations of scripts and announcements can be staggering and often result in something that’s so bland and watered down that the message is lost, confusing or ineffective.

Does this sound familiar? There’s a briefing going on, it’s an important project and you’d really like to ask a question. Except that you don’t. If only you had, a little clarity would have made your contribution so much more effective from the outset.

Over the last 15 years we have been working in the field of leadership development we have become fascinated by the questions people ask us about leadership: What makes a good leader? What makes a bad one? Does the world need leaders who are strong, single minded and driven to get things done quickly or leaders that are flexible, able to listen to everyone’s opinions and who take time to reflect and consider before doing anything?

Creative people are often complex, and come with complex issues. It’s part of what makes them great at what they do - but not always easy to manage. Getting top creative talent to work well together calls for an understanding of their motivations and their behaviours.

By creative, we mean truly innovative people and while we tend to think of designers, it also covers professions like architects, product developers and content creators - roles that produce the exceptional work that defines an organisation.

Once again, Gareth Southgate is winning plaudits for his leadership style. And this time, it’s taken England all the way to the final of Euro 2020.

While his famous waistcoat from the World Cup 2018 has been dropped, there’s been no change in the effectiveness of Southgate’s leadership, both off and on the pitch.

You are in a leadership position, but it’s your ability to bring your people with you that will see your visions become reality.

So, how can you get the right response from your people at a time when it matters more than ever? In our view, much relies on a more human style of leadership. We think this has always been at the core of well led organisations. It’s about creating a real connection, one that people choose to follow simply because they want to.

Being a leader or technical expert might carry a leadership title, but that doesn’t mean the team will align. So how do you actually lead and take your people with you? By becoming the confident and engaging leader that others choose to follow.

In this article we look at the reasons for investing in leadership development, the scenarios where it’s needed and ultimately, how to make sure it works for both leaders and their organisations.