Leadership development requires ongoing commitment and investment.

Activities to develop your leadership capability may be:

  • formal or informal
  • integrated with work or take place outside of your usual activities.

Self-development activities

  • Stretch assignments are projects or tasks that can help you to develop a particular skill or capability beyond your current ability.
  • Reflective practice involves taking time out to review and reflect on your own behaviour and skill, and looking for ongoing ways to improve. Keeping a journal can be extremely useful for such purposes.
  • Professional reading allows you to learn from the latest thinking in the area that you wish to develop.
  • Intentional curiosity is as simple as setting out to learn as much as you can from any given situation. Ask questions to learn what others know and offer. Be open to the possibility that the information you discover may help in another area that you did not anticipate.

Professional reading

We’ve selected some readings that offer sound advice and perspective to support you in your ongoing leadership development:

Engaging with others


There are many different models of mentoring, and mentoring relationships may last for a long time, or be short and specific to a particular situation or challenge.

A mentor is usually someone more professionally advanced, who you can look up to for guidance when exploring professional decisions, such as career direction. You may also find peer mentoring useful, where you work with somebody at a similar career stage but with complementary skills and experience.


Coaching tends to be a more formal relationship in which you enlist the assistance of a professional in order to support the achievement of specific personal or professional goals. A coach’s job is to support you in a training or development process in order to find what drives you, where you want to go, and the best way to get there.

If you're interested in working with a coach, contact UQ Leadership to discuss your needs.

Networks and learning circles

Networks and learning circles of like-minded people enable you to engage with and benefit from the experience of others.

Networks can be formal or informal. They may consist of people in similar roles or with similar interests, and may or may not be intentionally focused on development. In any case, you open up valuable learning opportunities by:

  • consciously connecting with others
  • seeking to understand their experience or area of expertise.

You can join existing leadership networks at UQ, or organise your own.

Learning partners and peer coaches

Learning partners and peer coaches are more informal, and can help you keep yourself accountable for progress towards your learning goals. In both cases, this is a trusted partner who can help you to identify learning strategies and reflect on progress.

Formal development programs

Formal development programs can contribute valuable time out to reflect and gather new perspectives and skills.

We offer leadership development programs tailored to all levels of both academic and professional staff:

Each course involves a series of interactive workshops, plus self-directed activities. You will take an active role in developing yourself by:

  • establishing a network with your fellow participants
  • sharing the experience you bring to the group, whatever your background
  • applying what you learn in your workplace.

You will be supported to build on the strengths you already have and develop new leadership capabilities and behaviours that you can demonstrate at any level.

New to UQ Senior Leaders Program

The New to UQ Senior Leaders Program supports senior leaders to streamline their transition to their new leadership role at UQ, and provides a strong foundation for success.