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LEARNING & DEVELOPMENT INSTITUTE
EXCELLENCE IN LEARNING AWARDS 2026
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Judges’ Comments The judging panel observed that leadership development continues to draw appropriately on proven foundations, including individual and team coaching, psychometric profiling, self-awareness and strategic thinking. These approaches remain relevant and valuable. However, as organisations navigate accelerating change and ambiguity, the capacity to lead and enable change must now be treated as a core leadership capability rather than a specialist addition. The panel encourages the L&D community to remain ambitious and to explore emerging ideas and methodologies alongside established practice. AI disruption, sustainability and organisational complexity are converging, creating a need for leadership development that equips leaders to act as catalysts for change. Technical expertise and positional authority are no longer sufficient. Leaders increasingly require sound judgement, critical thinking, adaptability, ethical decision-making and the human capabilities of empathy, communication and collaboration. The strongest initiatives begin with a rigorous discovery phase that identifies the organisation’s core business and capability requirements. They also demonstrate outside-in thinking, drawing on perspectives from within and beyond the organisation to inform their design. Development is most effective when closely connected to work through coaching, reflection, peer learning and practical application to genuine business challenges. It should also enable leaders to create psychological safety, encourage experimentation and support learning from failure.
The panel noted that some promising initiatives were submitted while still at a relatively early stage of their development. While the quality and potential of the work were evident, more time may be needed for outcomes to emerge and for impact to be demonstrated quantitatively against the initiative’s original objectives. Future applicants should therefore consider from the outset which measures matter most and allow sufficient time to build a credible evidence base. Ultimately, leadership development should equip leaders and line managers to build learning cultures, support continuous reskilling and mobilise people around change, ensuring that technology strengthens rather than diminishes human capability.
Lakeland Dairies Lakeland Dairies developed a
Musgrave Musgrave designed a leadership development approach that reflects a strong commitment to continuous improvement and organisational capability. The initiative brought together multiple development streams designed to support leaders at different stages of their journey while reinforcing leadership as a key driver of business success and long-term organisational performance.
Three Ireland Three Ireland developed a leadership development initiative designed to support organisational transformation by strengthening leadership capability across the business. Combining common leadership principles with flexibility for local needs, the programme demonstrates a strategic approach to enabling leaders to support evolving business priorities and organisational growth.
leadership development programme to strengthen leadership capability during a period of organisational change. Built around practical development, measurable progress, and a strong understanding of organisational needs, the initiative demonstrated how focused leadership investment can build confidence and support long-term business success.
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