Happy January!

To support you in being F.I.R.S.T. (Future-Ready. Innovative. Relevant. Strategic. Trusted.), here’s 1 tip and 1 quote.

The F.I.R.S.T. Tip

You got promoted because you delivered results. Now you are expected to lead but nobody taught you how.

Leadership development is one of the largest investments in corporate learning and development budgets.
Yet the pattern repeats: despite significant spend, minimal behaviour change on the ground.

The gap isn’t commitment or resources.
It is the approach.

Most programmes treat leadership as traits to assess rather than behaviours to build.
The result? Expensive initiatives that do not translate into capability.

Here’s what organisations rarely confront:
Leadership isn’t a personality trait or charisma. It is a learnable, repeatable capability.

Military organisation prove this daily. Leadership is built systematically through clear expectations, disciplined practice, and reinforcement in real conditions.

The Three Domains of Leadership

Thought (Self) Leadership

The mindset and judgment you demonstrate.
How you take responsibility and decide under uncertainty.
Built through reflection, feedback, and structured practice.

People Leadership

How you influence, communicate, coach, and manage conflict.
These are observable, teachable skills.

Results Leadership

Your default habits under pressure.
What you actually do when it matters.
Built through repetition and affirmation.

All three depend on deliberate design.

How to Build Leadership Capability Systematically

1. Define leadership as behaviour, not buzzwords

Replace vague phrases like “embraces change” with clear actions such as
“escalates risks with solutions within 24 hours.”

2. Teach through practice, not lectures

Use realistic scenarios, coached feedback, peer exchange, and simulations.
Let leaders practise influencing competing stakeholders and learn by doing.
This is the foundation of our High-Trust Leadership™ and Influence 24/7™ programs.

3. Embed leadership in everyday work

Weekly 1:1s focused on growth.
After-action reviews on decisions.
Monthly leadership circles to share lessons learned.

4. Reinforce through feedback and modellingCollect structured data, such as:

“How often did this leader clarify expectations?”
Not: “Rate their communication.”
Senior leaders must demonstrate the behaviours they expect and reward actions, not just outcomes.

Three Strategic Advantages

• Leadership density

Capability at every level creates resilience and agility

• Talent retention

People stay where they see growth and trust

• Business results

Better decisions, higher productivity, stronger financial performance

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Try This week

• One conversation with your team: “Which leadership behaviours should we consciously practice here?”
• One development question for each direct report: “What leadership capability do you most want to strengthen this quarter?”
• One role-model moment: Demonstrate a behaviour you want others to build; for example, giving clear direction under pressure, inviting dissent, making tough calls with transparency.

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Ready to Build Leadership as a System

At Influence Solutions, we develop leadership as organisational capability, not individual traits:

• High-Trust Leadership™ – building behaviours that enhance trust, sustain confidence and performance
• Influence 24/7™ – leading without relying on authority
• F.I.R.S.T.™ Leadership & Execution – translating intent into focused action

Based in Singapore, serving 500+ organisations across 70 countries. We bring deep expertise in developing leadership capability in diverse, high-growth environments.

Explore our programs
Connect with us

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The F.I.R.S.T. Quote