Changing perceptions and progress over perfection – reflecting on my key learnings from the Future Leaders Programme

At the first Future Leaders session, I had recently been made permanent in a new role I had been covering for a colleague’s maternity leave. We were asked to introduce ourselves and I told the group I was hoping to use my time on the programme to continue growing into the bigger responsibilities the role carried, as well as thinking about what might come next. I felt very settled in my workplace (the lovely National Care Forum), but spoke about the circuitous route I took through education and into the social care and housing sector - via a Chemistry BSc, Sociology Masters, and a part-time role at NCF whilst still at university. I felt this brought me distinct advantages, but meant in some areas my skillset was not as specialised as my colleagues’.

I was therefore reassured to hear from speakers throughout the Future Leaders Programme who highlighted that they too had followed an unconventional career path into the sector. They worked in a variety of settings, each with different responsibilities, backgrounds and challenges but in all cases emphasised how their broad experience across a range of disciplines was a strength in their work.

As well as providing re-assurance, the programme pushed me to think more ambitiously about the future; my previous perception of leadership was largely based on high-pressure and isolated roles reserved for people already confident in their abilities, but many speakers challenged this. They highlighted that leadership can be a vibrant, exciting experience in which you can work with others and make a real impact both within and beyond the workplace. Rather than withstanding pressure and working alone, many foregrounded alternative skills as being central to leadership like recognising and maximising your strengths, bringing your passions to your role, and being quick to resolve issues or mistakes with the support of colleagues. Some speakers and peers spoke of coming into leadership despite not seeking it out, experiencing imposter syndrome, and growing into leadership roles despite not necessarily feeling ‘ready’ for them.

Writing this eight months on from our first day on the programme, I have expanded my skillset and have settled permanently in the role I was covering. Throughout this period, Future Leaders has been a regular touch point for me to reflect on my development as intended. However, more importantly, it has adjusted and consolidated my perception of what leadership and leaders look like, with both now feeling more accessible to me.

Honor’s blog is one of many by members of the 5th cohort of Housing LIN’s Future Leaders Programme who have agreed to share what they learned on the 2025/26 programme. We are excited to publish these ahead of recruiting for the 2026/27 intake onto our Future Leaders programme, sponsored by SNG.

And, if you found this of interest, do check out the other blogs in this series along with the TikTok videos being recorded.