In a fast-moving industry, professionals who develop their leadership and decision-making skills are making a real difference in their workplaces.
For Maurice, an Engineering Manager at Ocado, and Melanie, the company’s Global Share Plans Manager, undertaking the Corndel Leadership and Management Diploma was more than just an academic exercise—it was an opportunity to refine their skills, boost their confidence, and make a lasting impact on their teams and the business as a whole.
For Maurice Ballard, an Engineering Manager at Ocado, leadership had always been a part of his role. But it wasn’t until he embarked on the Corndel Leadership and Management Diploma that he truly began to see the bigger picture.
From skilled managers to strategic leaders
“I’ve been managing for years, but this programme made me realise management isn’t just something you ‘do’—it’s a profession,” Maurice reflects. “It’s possible to be a manager without any formal training, but I wanted to go beyond intuition. I wanted to understand the ‘why’ behind the decisions we make as leaders.”
Similarly, Melanie Keegan, Ocado’s Global Share Plans Manager, saw the programme as an opportunity she couldn’t pass up. “I don’t turn down opportunities like this. If I had the chance to do something like that, backed by the company, alongside my day job, there was really no question—I was going to apply.”
Learning that lands in the workplace
“I’ve been managing for years, but this programme made me realise management isn’t just something you ‘do’—it’s a profession.”
One of the most significant revelations for Maurice was recognising how leadership decisions connect to business objectives. “Every module kept circling back to a central question: what’s the company trying to achieve? As managers, we can get lost in the details, but real impact comes from aligning our efforts with corporate goals.”
Melanie found that the structured learning around project management was a game-changer. “That was really super helpful because project planning is something you often fall into as part of your role, but this gave me the formal structure behind it. I now feel more confident in keeping projects on track and ensuring they deliver results.”
Charlie, a Management Development Specialist at Ocado, reinforces this point, stating that the programme has helped leaders become more self-aware and agile. “As a tech company and market disruptor, change is part of Ocado’s DNA. The programme aligns well with Ocado’s focus on managing change effectively and making data-informed decisions.”
Strengthening the team and measuring success
"It’s not just about telling people what to do; it’s about giving people clarity of what they’re doing and why it is really important.”
The impact of Maurice’s learning is tangible, not just for him but for his entire team. “We measure engagement, and right now, it’s particularly high. I hope that part of that is because I’ve been able to bring in concepts like the ‘golden thread,' ensuring people understand exactly how their work ties into our wider objectives. It’s not just about telling people what to do; it’s about giving people clarity of what they’re doing and why it is really important.”
Melanie has seen a transformation in her decision-making. “I now have a framework for decision-making and can show people on paper how I’ve arrived at a conclusion. I used to just make decisions instinctively, but now I can document my thinking and align it with business goals. That’s been a huge confidence booster for me.”
A key focus for Maurice has been personal development plans which have given him motivation and clarity in his role. “Before, if someone asked, ‘What do I need to do to get promoted?’, the answer was often vague. Now, with the tools I’ve gained from this programme, we’ve built a clear career structure. We diagnose strengths and weaknesses, and map out what people need to do to progress.”
The power of coaching
“I used to look forward to my coaching sessions. My coach wasn’t just guiding me through the course; she had a great understanding for the challenges I was facing at work."
A highlight of the programme for both Maurice and Melanie was the coaching element. Maurice reflects “I used to look forward to my coaching sessions. My coach wasn’t just guiding me through the course; she had a great understanding for the challenges I was facing at work as well as supporting me through those questions of how I applied this day to day and week to week in my work.”
Melanie emphasised that coaching was crucial in managing the workload. “The way it was structured—broken down into bite-sized pieces—was key. There was a point where I asked my coach, ‘What’s coming up next?’ and she said, ‘Don’t worry about that. Focus on this now, and I’ll make sure you get through the next step.’ That approach was absolutely critical. Without that structured guidance, I don’t think I would have completed the programme.”
Charlie stresses that the coaching aspect was crucial for participants to balance learning with their demanding roles. “Time management was a big challenge. The most successful learners were those who protected time for study and proactively sought projects where they could apply their learning. That’s where coaching played a critical role in keeping them engaged and accountable.”
Confidence in decision-making
"The long-term effects will only become more evident as these leaders embed their learning into everyday decision-making.”
Before completing the diploma, Maurice admits that some management challenges felt daunting. “I used to shy away from addressing difficult behaviours or team dynamics. Now, I have the confidence to tackle those issues because I know the frameworks and I feel much more confident as a manager.”
Melanie similarly found that her confidence in having difficult conversations increased. “That was covered really well in the course, and I now feel much more assured when addressing challenging situations. Before, I might have hesitated, but now I step into those discussions with confidence.”
Charlie agrees, noting that as leaders develop a stronger understanding of structured management, the company benefits. “We’re already seeing the impact through 360-degree feedback assessments and real-life projects driven by programme participants. The long-term effects will only become more evident as these leaders embed their learning into everyday decision-making.”
A leadership journey that’s just beginning
"It’s not just about professional development; it’s about shaping the future of leadership within Ocado.”
While Maurice and Melanie have completed the diploma, their learning journey is far from over. “I’d love to do an MBA one day, but for now, I’m focused on embedding everything I’ve learnt into my day-to-day work. I don’t want this to be a course I did once and forgot about—I want it to be something that I use daily and that becomes part of my normal routine” Maurice reflects.
Melanie offers advice for others considering the programme. “If you have the time for it, it’s absolutely worth it. You’ll need to involve other people, it is worth pointing out that this is something that’s going to impact more than just yourself.”
Charlie agrees, emphasising that Ocado’s long-term business objectives align with this kind of learning investment. “The programme supports our people management principles—delivering results, championing talent, and actively caring. It’s not just about professional development; it’s about shaping the future of leadership within Ocado.”