Building the Next Generation of Leaders: A Legacy of Mentorship, Education, and Leadership

Great leadership is more than just driving results or hitting targets—it’s about building trust and empowering people to reach their full potential. Yet, trust in leadership is alarmingly low. According to a 2024 Gallup poll, only 20% of employees strongly agree that they trust their organization’s leadership. This sobering statistic highlights leaders' need to do more than manage—they need to inspire, mentor, and create environments where their teams can thrive.

Throughout my career, I’ve been fortunate to learn from incredible leaders who invested in me—not just as an employee but as a person. They empowered me to take risks, encouraged me to find my voice, and challenged me to grow. I’ve also witnessed the transformative power of mentorship in the journeys of others, including one colleague whose story beautifully illustrates the impact of trust and investment.

This colleague began as a contractor for a client. The client could have kept him at arm’s length, treating him like just another resource, but instead, they chose to invest in him. They made him feel like a true part of the team, sharing strategies, involving him in decision-making, and actively seeking his feedback. Over time, their trust in his abilities deepened, and they hired him for a full-time position within the company. From there, he didn’t just thrive—he became a mentor to others, helping to cultivate new leaders within the organization.

This story is a testament to what happens when leaders trust and invest in people. They create opportunities for individual growth and for an entire ecosystem of leadership to flourish.

We need more of this. Building the next generation of leaders requires intention, strategy, and a commitment to the long game. It’s about more than filling leadership roles; it’s about shaping confident, capable individuals who can lead with purpose. Here’s how we can begin to shift the narrative:

1. Encourage People to Speak Up and Be Heard

Leadership starts with listening. One of the most powerful gifts you can give someone is the confidence to use their voice. Early in my career at Merrill Corp, I worked with leaders who didn’t let titles or hierarchy limit my contributions. They encouraged me to share my ideas in meetings and took the time to value my perspective.

Many professionals don’t feel empowered to speak up, especially in organizations where their input is overlooked. Leaders who actively listen create environments where innovation thrives. When you value your team’s ideas, you’re not just fostering innovation; you’re showing them that their perspectives matter.

2. Shift Focus from Numbers to People

In many organizations, success is measured by metrics—monthly quotas, quarterly goals, or annual targets. While metrics are important, they shouldn’t define how leaders engage with their teams.

I’ve had conversations with colleagues who work in environments that prioritize results over relationships, and I have been in similar environments. These workplaces often leave employees feeling undervalued, uninspired and burned out. Leaders who focus solely on numbers miss the bigger picture: happy, engaged employees are the foundation of sustainable success.

My dear friend and colleague, Zef Deda , who fairly recently was promoted to VP of Sales at his company, captured this sentiment perfectly when he shared:

"I have been fortunate in my career to work with leaders who valued my insights and made me feel truly heard. This is a culture I strive to foster within my own team every day, as I want my team to feel like they always have a voice and to never feel as though they are just an echo. I firmly believe that creating an environment of open collaboration—where every voice matters—cultivates trust and empowers individuals to contribute meaningfully. When we embrace the strengths of each person and promote inclusivity, we build a foundation for exceptional teamwork and sustainable success."

Zef’s words highlight the essence of people-centered leadership: valuing voices, fostering trust, and creating environments where individuals can thrive. When leaders focus on building relationships, they not only achieve better results but also create teams that are engaged, motivated, and prepared for long-term success.

Even worse are those leaders who create a facade of investment, claiming they’ll develop their employees into future leaders while offering no real growth opportunities. This kind of false hope fosters frustration in environments where no one is listening, no one is investing, and no one is building pathways for advancement.

Instead of fixating on outcomes, invest in the people driving them. When leaders show genuine care for their teams’ growth, the results will follow.

3. Involve People in Stretch Projects

Growth happens outside your comfort zone. At Nortel Networks, I was often assigned stretch projects that felt daunting at the time but ultimately helped me grow. One of the most transformative experiences was evaluating the technology of newly acquired companies as part of mergers and acquisitions teams.

These projects gave me a broader understanding of how organizations operate and taught me the importance of cross-functional collaboration. But most importantly, they showed me that my managers believed in my potential.

Leaders who want to develop future leaders should provide opportunities for their teams to take on new challenges. Whether it’s a high-stakes project, a leadership role, or cross-departmental collaboration, these experiences build resilience, adaptability, and confidence.

4. Invest in Mentorship and Professional Development

Leadership doesn’t happen by chance—it requires guidance, education, and intentional investment. During my time at The Cowen Group, I was given the opportunity to work with an executive coach. This experience was transformational. It wasn’t just about developing skills for my current role but about preparing for the complexities of leadership.?

Formal mentorship programs and professional development opportunities signal to employees that their growth matters. Whether providing access to training programs, pairing team members with mentors, or bringing in coaches, these investments create ripple effects that extend beyond the individual to the entire organization.?

I recently spoke with Shana Pederson , a close friend and the founder of the nonprofit Life Preservers Project, where I serve on the board. We were reflecting on leadership, mentorship, and the people who’ve influenced us throughout our careers. Shana shared her perspective on what outstanding leadership looks like:

"I’ve been extremely fortunate to work for leaders who embraced my creativity and outside-of-the-box thinking. What makes them great leaders isn’t because they always say ‘yes’ or allow me to consistently push the limits without boundaries. Rather, they challenged me to articulate the ‘why’ and develop a sound business case for each new idea. The ‘no’s’ are always accompanied by wise rationale and teaching moments. These lessons inspire me to always seek new paths, think critically, allowing innovation and collective growth for our business and colleagues."

Her words perfectly capture the essence of effective mentorship: challenging others thoughtfully, encouraging critical thinking, and inspiring growth. These principles are relevant not only in the workplace but also in the work we do together at Life Preservers Project, an organization committed to raising awareness about human trafficking and supporting survivors.

Even minor, informal mentorship efforts—such as teaching a skill, offering constructive feedback, or encouraging someone to pursue a new opportunity—can have a significant impact.

5. Redefine Leadership Beyond Titles

Leadership is not confined to job titles. Some of the most impactful leaders I’ve encountered weren’t in executive roles but were colleagues who led by example. They inspired, collaborated, and elevated those around them.

I met Nirav Shah ah through the UF Law E-Discovery Conference and other legal industry events, and we’ve become fast friends over the last couple of years. While preparing for sessions at an upcoming conference, we discussed leadership, mentorship, and the environments we create for our teams. Nirav shared a perspective that genuinely resonated:

"I’ve been lucky to experience both sides of the relationship—being a mentor and having incredible mentors. As a mentor, I think it's crucial to give people the space to make mistakes. I’ve seen too many colleagues hold back from trying new things because they’re afraid of being reprimanded. It’s true that we work in an industry where accuracy is critical, and mistakes in discovery can be costly. However, a good leader creates an environment where their team feels safe to experiment and innovate, as long as it’s within the boundaries of the project. Then, when your mentees succeed, don’t let it go unnoticed. Talk about their wins. Advocate for them in rooms they aren’t in yet. I wouldn’t be where I am today without my mentors and sponsors doing exactly that for me—speaking my name in their networks and opening doors I couldn’t reach on my own."

Nirav’s insight reminds us that leadership involves more than managing tasks; it’s about fostering an environment of trust, empowering others to develop, and advocating for them when they can’t speak up for themselves.

Organizations must recognize and cultivate leadership at all levels. This approach will enable individuals to assume leadership roles when opportunities arise and promote a culture where everyone feels valued.

Transformational leaders are more than effective managers—they catalyze a ripple effect of growth, innovation, and empowerment. They inspire others to think bigger, aim higher, and become leaders themselves.

My friend of over a decade, Wale Elegbe , is one such leader. We’ve grown alongside each other in our careers, and I deeply value his insights and guidance. Wale shared his reflections on transformational leadership and its profound impact:

"Cultivating a strong followership is integral in becoming an effective leader. My ability to lead high-performing teams, but more importantly, to teach others how to be effective leaders themselves, has allowed me to excel throughout my career. I learned early on that transformational leaders are motivated by creating a positive change in the lives of others—this stays with me as I continue to cultivate relationships throughout my career."

Wale’s words beautifully capture the essence of transformational leadership. It’s not just about achieving results; it’s about leaving a legacy by building others up and inspiring them to lead with the same passion and purpose.

Organizations must embrace this mindset to create the next generation of leaders. Transformational leaders prioritize relationships, foster collaboration, and consider leadership development a long-term investment. They don’t just lead—they create leaders who will carry their lessons forward.

Final Thoughts: Leadership Is a Legacy

The Gallup statistic shows that only 20% of employees trust their organization’s leadership, which is a wake-up call. It reminds us that leadership is more than directing—connecting, empowering, and inspiring trust.

The leaders who shaped me didn’t just influence my career—they left a lasting legacy of mentorship, education, and leadership. By investing in others, we can create a future where leadership is not just about meeting goals but building trust, fostering innovation, and positively impacting those we lead.

Ask yourself: How are you building the next generation of leaders? What legacy are you leaving? The choices we make today will shape the leaders of tomorrow—and the trust our teams have in us.

Spotlight: Leadership in Action

Leadership isn’t just about titles or positions—it’s about how we inspire, empower, and guide others daily. I’m constantly inspired by individuals who embody these qualities in everything they do, regardless of their roles. Two remarkable leaders, Bobby Williams, GCFE, IED Chair and Stephanie Clerkin, CEDS, RCA , were recognized in December 2024 with the 2024 Gayle O’Connor Spirit Award for their unwavering dedication to mentorship, leadership, and community impact.

In this video discussion, Bobby and Stephanie share insights into their leadership journeys and how they’ve made an indelible impact in their communities and organizations.

You’ll hear how they:

• Foster mentorship by creating opportunities for others to grow.
• Embrace collaboration and inclusivity to build stronger teams.
• Lead with authenticity, resilience, and a commitment to excellence.

Their recognition with the Gayle O’Connor Spirit Award underscores their ability to inspire and elevate those around them. Bobby and Stephanie remind us that leadership is about more than driving results—it’s about leaving a legacy by lifting others. I encourage you to watch the video and reflect on how you can incorporate their lessons into your own journey as a leader or mentor.?