UQ Leadership Logo
UQ Leadership Logo

Leadership development is an ongoing pursuit, requiring commitment and investment. Activities to develop your leadership capability may be formal or informal, and may be integrated with work or take place outside of your usual activities.


  • Stretch assignments can help you to develop a particular skill or capability that you have identified.
  • 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 possiblity that the information you discover may help in another area that you did not anticipate.

Engaging with others

  • A mentor is usually someone more professionally advanced, whom you look up to for guidance when exploring professional decisions, such as career direction. 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. For more information and resources to help you find a mentor, visit the mentoring page.
  • The process of coaching tends to be a more formal relationship in which one person enlists 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 the Organisational Development team to discuss your needs.
  • Networks and learning circles of like-minded people enable you to engage with and benefit from the experience of others. Networks may consist of people in similar roles or with similar interests, and may or may not be intentionally focused on development. In any case, by consciously connecting with others and seeking to understand their experience or area of expertise you open up valuable learning opportunities.
  • 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.

Leadership development programs

Formal development programs can also contribute valuable time out to reflect and gather new perspectives and skills. UQ offers a suite of leadership development programs tailored to all levels of both academic and professional staff through the Staff Development Program:

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 the 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. Specific objectives, dates and application processes are included on the relevant course websites. If you have any further questions or are not sure whether to apply please contact the course coordinator.

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.


Leadership development section

Leading UQ Program

Information about the Leading UQ executive leadership development program