This research will begin with the statement that the need for developing leaders and managers evolved long time ago. Since then, an increasing range of approaches with different interventions has developed some focusing on the education of managers, others on training and development skills, behavioral elements of roles and others on holistic approaches to personal development within the workplace. The array of methods and interventions are still growing along with different types of developers ranging from in-house generalists, educational institutions and to externally outsourced experts. However, the intervention used must be appropriate to the environment and individuals willing to learn. Leadership and management development is still growing immensely within organizations and often in isolation from the HRM and other personnel. While there may be reasons for the isolation, it is important that there exists a link between major human resource management and development areas. In addition, the functions should be able to contribute to and be part of business strategic planning to secure the company’s future senior leaders and managers. Leadership and management development involves the development of individuals and of company’s capacity in respects of operational, goal achievement, trust/direction dimensions. The report looks at the operations of Woolworths Group plc, to examine its leadership and management strategies to give us an understanding of where it failed and how it can revive itself again.