If you have bought the book and workbook for your own development, this page shows you how to use the full Everyone Succeeds Leadership Cycle independently.

You do not need to be part of a whole school programme. The framework is designed to work at system level and at individual level.

The key is to follow the cycle deliberately:

Diagnose → Learn → Lead

1. Diagnose

Understand your leadership starting point.

There are two ways to begin.

Option A. Start with the book

Read the book’s introduction and explore the structure of the 54 behaviours.

As you read, notice:

• Which behaviours describe your strengths?
• Which behaviours feel underdeveloped?
• Which behaviours would most improve your current leadership challenge?

You can then use the Leadership Focus Triad to narrow your thinking and identify three behaviours that are most relevant to your role and current pressures.

From those three, select one as your primary focus for your first cycle.

Option B. Start with a diagnostic

If you want sharper insight, complete:

• The Self Diagnostic
• The 360 Diagnostic
• Or both, generating a Combined Report

Use the patterns and themes that emerge to inform your professional judgement.

The diagnostic does not choose your development focus for you. It provides clarity. You still decide which behaviour to prioritise.

Once you have insight, use the Leadership Focus Triad to refine your thinking and confirm your three most relevant behaviours. Select one to begin with.

Diagnosis should create focus, not overload.

2. Learn

Deepen understanding and strengthen behaviour.

Once you have selected your priority behaviour:

Read

Study the relevant chapter in the book carefully. Pay attention to:

• What the behaviour looks like in practice
• Why it matters

Avoid reading passively. Anchor your thinking in real meetings, conversations and decisions you face every week.

Reflect

Use the workbook section linked to that behaviour to:

• Clarify what “better” would look like in your role
• The common pitfalls
• The examples from schools
• Identify the situations where you typically struggle
• Plan deliberate actions

The workbook is where insight becomes intention.

Practise

Strengthen your understanding using:

• The Leadership toolkits
• The coach & practice frameworks

Work through a realistic challenge linked to your chosen behaviour. Rehearse how you will act before you are under pressure.

Learning is not complete until it changes how you behave.

• Creates shared language and consistency across leadership teams
• Fits naturally into leadership meetings with a simple routine
• Requires light planning, leaders agree a small shared focus

3. Lead

Translate learning into measurable impact.

This is the stage where many leaders stop too early.

Plan deliberately

Use the 90 day leadership planner to:

• Identify a real leadership challenge you can influence
• Define a clear goal
• Set measurable Key Results
• Identify Lead Measures that predict success

Your chosen behaviour should sit at the centre of this plan.

Apply in real situations

Use the Scenario Finder to identify how your chosen behaviour applies in authentic leadership challenges.

Then act.

Practise the behaviour:

• In meetings
• In line management
• In difficult conversations
• In strategic decision making

Notice where you default to old habits. Adjust consciously.

Review at 30, 60 and 90 days

At each checkpoint ask:

• What is changing in my behaviour?
• What is changing in the responses of others?
• What evidence shows improvement?

At 90 days, decide:

• Deepen the same behaviour
• Or return to Diagnose and select your next priority

Development is cyclical, not linear.

How to pace yourself

The aim is not to work through all 54 behaviours quickly.

It is to strengthen one behaviour at a time, under real conditions, until it becomes habitual.

Three disciplined cycles over a year will transform your leadership more effectively than superficial engagement with many behaviours.

When to widen the lens

If you later move into a whole school or trust implementation, the same cycle applies. The difference is scale, not method.

The discipline you build individually becomes the foundation for collective leadership development.