Tips for Developing Future Leaders

Arguably, the most important job of a leader is to develop talent and build great teams, starting with their direct reports and their direct report team. Great leaders understand that investing in the individuals on their team, to help them grow and have greater impact, is their core job and not an overhead or a chore for them. They also know that great individuals don’t necessarily make a great team and that building high performing teams requires even additional investment. Finally, they recognise that these investments are key to transformative and sustained growth of the company. Here are some of my reflections and learnings in regard to developing talent. I will share some thoughts on building high performing teams in a separate post. 1. Enable your team member to soar with their strengths. Often leaders spend too much time agonising about the gaps or opportunities their team member may have. Amplifying what your colleague is really good at is good for the organisation and for the individual. This is about providing them with challenging opportunities where they can make a massive impact with their strengths, and celebrating their accomplishments. 2. Actively invest in helping your team member neutralise their major weakness(es), especially if the latter is preventing them from being effective or achieving their true potential. This is about building context with them as to why this weakness can slow them down and helping them internalise that working on this opportunity is good for them. Coaching in the moment or reflecting about situations which you were both part of and helping them recognise an action or behaviour that could have been different is often powerful. 3. Build an environment of transparency so that the individuals understand where they stand within the organisation. Being unclear with feedback or holding back on sharing how an individual is perceived within an organisation so as to avoid hurting them, is actually counter productive. Helping team members sharpen their antennas around how they come across to others goes a long way towards developing reflective, continually learning leaders. 4. Make development conversations an integral part of the work related discussions to the extent possible. Avoid making them awkward, one off events but rather an ongoing commitment to supporting your colleague in their development journey. 5. Most importantly, recognise that the responsibility you have is a privilege and not a license to preach. We could all be working for each other some day and just because one is leading someone within an organisational context doesn’t make one “superior” to their direct report. Helping develop leaders of the future is one of the most impactful and rewarding aspects of being a leader. What are some of your reflections on this topic? #leadership #development #talent #careergrowth

Most CEOs will tell you talent retention is their biggest challenge, but that's only half the truth. Lack of succession planning is the real culprit. Our latest CEO Survey revealed that 37% of leaders struggle with retention, and many admit they lack robust succession plans. Here’s the risk: if the next generation of leaders isn’t ready to step up, even the most successful firms could face a leadership void in the years ahead. I’ve seen it firsthand. Many firms are so focused on today’s hiring shortages that they overlook the long game. The lack of a sophisticated succession plan is a major risk. Here are four strategies for building a stronger leadership bench: 1. Spot hidden talent Look beyond titles. Your next great leader is the manager quietly solving problems behind the scenes. Creating opportunities for these individuals to step into higher-stakes roles can reveal untapped potential. 2. Build leadership DNA into culture Succession planning isn’t just an HR exercise. It involves embedding mentorship, collaboration, and growth into the everyday fabric of your firm. Leaders should be intentional about sharing their knowledge. 3. Adapt to new generational needs The workforce is changing. Younger leaders expect different things from their careers, like flexibility, purpose, short-term incentives and opportunities for impact. 4. Create a continuous development pipeline.   Leadership development shouldn’t happen only in reaction to immediate needs. Introduce leadership academies to prepare future leaders at different career stages. Incorporate real-time feedback, coaching, and self-assessment tools into development plans. I’ve learned that succession planning is less about replacing people and more about future-proofing your culture. I'd like to hear about any succession planning strategies that you have in place.

Leaders are not born with some rare leadership gene. Leadership comes through years of practice filled with ups and downs. It is a developed skill, not an inherent trait. However, before someone receives their first promotion and is put in charge of teams, there are often telltale signs that hint at future leadership success. These signs have nothing to do with work effectiveness, efficiency, or hitting targets. The signs instead revolve around soft skills and outlook. Here are five qualities that I look for in potential leaders: 💡 Resilience Leaders must see adversity as a possible positive and not a definite negative. They must be able to adapt and thrive when faced by the unknown and unexpected. • Do ask for help. There will be setbacks or challenges that you cannot overcome alone. • Don't deny obstacles with toxic positivity. 💡 Continuous Learning Leaders must always be gathering new ideas and knowledge. They must always be honing their existing skills and abilities too. • Do demonstrate your willingness to learn. Seek out books and podcasts; tap into a network of experienced professionals; and/or find a coach or mentor. • Don't avoid new challenges, as these provide opportunities for growth. 💡 Flexible Thinking and Creativity Leaders must regularly think outside the box so as not to just meet expectations and the demands of business, but to exceed them. • Do ask "why" and "what if" questions. • Don't blindly accept a way of doing something, especially if the reason is: "This is just how it's done." 💡 Self-Reflection Leaders need to be introspective and understand themselves. They need to consider their thoughts, motivations, and actions, and how these impact the decisions they make. • Do share your thoughts with your manager and ask for input. • Don't agonize over setbacks and failures. Understand what you did, why you did it, and what you would do differently next time. Then move on. 💡 Collaboration Successful teams work together. Leadership means fostering an environment of trust, support, and psychological safety. • Do seek other's opinions. Accept differing perspectives as a way to improve your work product. •  Don't approach collaboration with an attitude of "what's in it for me?" Lend support to others whenever possible. When team members ask "what if" questions, display self-awareness, or take on new challenges, it always catches my attention. And if it regularly occurs, I try to further foster these soft skills, preparing the person to possibly become a leader at some point in their career. PS. Did you have a boss who helped you become a successful leader?

As an HRBP, one of the most rewarding aspects of my role is identifying and nurturing future leaders. Leadership is everywhere—it just takes the right approach to uncover it. Here are my go-to strategies: 💡 Spot the Potential: Great leaders aren’t always the loudest in the room. Look for employees who: - Take initiative without being asked. - Influence their peers positively. - Show resilience in the face of challenges. 👩💻 Create Opportunities: Leadership doesn’t bloom in a vacuum. I ensure growth by: - Assigning stretch projects that push comfort zones. - Encouraging cross-functional collaboration to broaden perspectives. - Providing opportunities to mentor or coach peers. 🎯 Invest in Development: Leaders are built, not born. I focus on: - Personalized training plans aligned with their aspirations. - Access to resources like leadership workshops or online courses. - Continuous feedback sessions to refine their skills. ✨ Celebrate Wins, Learn from Failures: Recognizing and supporting employees during these moments boosts confidence and fosters a growth mindset. Remember, leadership isn’t a title—it’s a mindset. Let’s work together to empower the leaders of tomorrow! 🌟 💬 What strategies have worked for you in identifying and fostering leadership potential in your teams? Let’s share ideas and build a leadership toolkit together! #HRBP #leadershipdevelopment #employeegrowth #futureleaders #growthmindset

When developing leadership development frameworks for organizations, I like to ask their leaders this: “Can you pinpoint what helped you elevate your leadership? What happened that caused you to show up as the leader you are today?” I like doing this because you can find out what kind of learners they are, what’s already working in the organization, and what kind of development they’ll likely be open to in the future. In a recent sessions with leaders, the top moments were: 1. Their own leader seeing their potential and giving them a stretch opportunity. 2. Their own leader noticing what held them back and helping them work through it. 3. Self-awareness/reflection in a moment where they saw the opportunity to act differently so they did. 4. A situation where no one else was taking the lead, so they stepped up to do it. 5. Business classes at a university. When you compare the answers to most leadership development plans, you’ll notice that many organizations use workshops and classes as 80% of the way they develop leaders. Yet, leaders are saying that’s not what impacts them. And often the response to low transfer of knowledge becomes switching up the courses you offer leaders. But a more useful way to think about it is this: what if workshops and courses can only make up 15% of how we develop leaders - what could the other 85% look like? This is where the fun starts, for the organization, the L&D team, and the leaders. #leadershipdevelopment #learninganddevelopment

Throughout my career, I've had the privilege of mentoring and developing leaders across various industries. One thing has become abundantly clear: the strongest organizations prioritize leadership development at every level. It's not just about finding the right people; it's about continuously nurturing their potential and making learning and growth a part of the organizational DNA. This realization has profoundly shaped my approach to leadership, pushing me to invest time and resources into building robust leadership development experiences and learning to add value to leaders. Here's what I've found to be critical in successfully developing your leaders: ▶ Create a Culture of Continuous Learning: Great leaders are lifelong learners. As executives, we must create an environment that encourages and celebrates curiosity, growth, and development. This involves offering continuous development opportunities, supporting leaders to step out of their comfort zones, and rewarding those who seek new challenges and perspectives. ▶ Be the Leader People Want to Follow: Leadership development starts at the top. You must model the behaviors and values you wish to see to grow leaders within your organization. Lead with integrity, demonstrate a commitment to personal growth, and show resilience in facing challenges. Your actions set the standard for the leaders you're developing. ▶Mentor and Coach: Effective leadership development goes beyond formal training—it involves real-world experience, coaching and guidance. As executives, we mentor and coach emerging leaders, offering them insights from our experiences, helping them navigate complex situations, and supporting their professional and personal growth. This hands-on approach accelerates their development and builds a deeper connection to the organization's mission and values. 💭 #TakeBackYourMonday by igniting the future of leadership and reflect on the following: 1️⃣ How are you fostering a culture of continuous learning within your organization? 2️⃣ How can you become the leader others aspire to be? 3️⃣ What opportunities are you providing for mentoring and coaching emerging leaders? Remember, your leadership legacy is not just in what you accomplish—it's in the leaders you help create to lift the room. Your role in this process is invaluable, and your efforts in developing leaders will shape the future of your organization. Take action now, and lead with purpose to inspire and elevate those who will follow. #leadership #leaders #futureofwork #leadershipdevelopment

Leaders, here’s a practical way to develop your team members. Does this sound familiar? • You talk about career goals with your employees maybe once a year (during review season). • You spend more time on “look backs” (last quarter’s results) than “look aheads” (next year’s needs). • You focus on what has to get done right now but rarely pause to ask: What skills will my team need 12 months from now? If you see yourself here, you’re not alone. Most leaders want to develop people, but don’t always make the space for it. Here’s what you can do today: 1. Block time for development. Schedule quarterly 60-minute meetings with each direct report. Make development the only agenda item. Ask them to bring: • Their next big career goal (new role, new skills, leadership… whatever matters to them). • A request of what they want from you: mentorship, sponsorship, introductions, accountability… 2. Keep it alive in your 1:1s. Use a consistent place to track their goals. In weekly or biweekly check-ins, ask simple, forward-looking questions: • What new learning have you had recently about your goal of ___? • What’s the next opportunity on your radar to practice ___, and how can I help? • Tell me about the progress you’re making on your goal of ___? Here’s an example of what this looks like: I had a team member who aspired to be an executive leader. They identified communication as the muscle they needed to build. They invited feedback from peers, practiced in meetings, and refined both written and verbal skills. We talked about it in this 1:1s. Over time, their progress was undeniable because we kept it on the radar. Development needs to be intentional, consistent, and focused on what’s ahead, not just what’s behind. What’s one small shift you’ve made (or seen others make) that really accelerated growth?