In my previous blog post, I explored a theme that has emerged repeatedly in my coaching work: many people pursuing senior roles already have the capability they need. The challenge is recognising and articulating it in a way others can see.

Closely connected to this is something I see just as often. When people begin to recognise the experience and judgement they already possess, they become clearer about who they are as leaders. That clarity creates confidence and adaptability. Instead of trying to present a version of themselves they think others want, they draw on a grounded understanding of their values, strengths and motivations. The result is a more natural conversation and a more coherent leadership narrative.

I first trained with Clore Social Leadership in 2018–19 and now facilitate on their programmes. I continue to return to their model because it captures something essential about leadership development that I see repeatedly in coaching. At its centre sit three simple principles:

Know Yourself. Be Yourself. Look After Yourself.

The model is rooted in the realities of leading in complex systems with limited resources and competing priorities. That practical grounding is one of the reasons it continues to resonate with me and why it helped inspire the Leadership Compass approach I use in my coaching at Developing Leaders.

People often come to coaching wanting answers to important career questions: Should I apply for the role? Should I stay where I am? Should I move sector or pursue promotion? Should I take a different path altogether?

Those questions become easier to answer when we first explore something deeper. Through the Leadership Compass process, I encourage people to explore their strengths, values, motivations, leadership identity and aspirations. We look at patterns across their career, moments when they have been at their best and the environments in which they thrive. The intention is to build the self‑knowledge that enables clearer, more confident decisions.

As one client put it:

“It really helped me to hone in on where I do my best work, where I would like to see my career go, and has even helped me set some objectives to achieve that.”

I have seen similar outcomes many times. People who invest in understanding where they do their best work and what matters to them develop a steadiness that helps them navigate applications, interviews and leadership challenges. They communicate their strengths and motivations more clearly because they understand them. They adapt more easily because they are drawing on a well‑understood narrative rather than trying to create one in the moment. Others, such as panels, recruiters and stakeholders see that too and gain a more authentic sense of who they are and how they lead.

After two years of supporting people through career transitions and leadership development, I have become increasingly convinced that self‑knowledge is not separate from leadership. It is one of its foundations. The strongest candidates I work with are those who have become clearer about who they already are and the contribution they want to make.

Over the next few weeks I’ll continue sharing lessons from supporting people through career transitions, leadership development and progression into senior roles, including communicating your value, building a coherent leadership narrative and creating the conditions for long‑term career success.

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Dan Lyus is the founder of Developing Leaders and a career development coach specialising in leadership transitions, career clarity and senior role progression.

Through his Leadership Compass approach, Dan helps professionals gain deeper self‑knowledge, articulate their strengths and values, and navigate career decisions with greater confidence and intent.

Support is available through one‑off PAYGO coaching sessions for immediate career challenges and the Compass coaching package for those seeking a more structured process of reflection, clarity and development. Find out more at www.developingleaders.co.uk