How to Recognise Emerging Leaders (Even Those Who Don’t See It in Themselves) and Why You Should Invest In Them

Great leaders don’t always recognise their own potential. Some naturally step forward, while others quietly demonstrate the qualities of leadership without realising it. As a manager, identifying and nurturing these emerging leaders – especially those who may not yet see it in themselves – is key to building a strong, future-proof organisation.

How to Spot an Emerging Leader

Leadership isn’t just about titles or experience; it’s about mindset, influence, and potential. Look for individuals who:

• Take Initiative?– They go beyond their job description, spotting challenges and finding solutions without being asked.
• Lead by Example?– Others naturally look to them for guidance, even if they aren’t in a formal leadership role.
• Show Emotional Intelligence – They build strong relationships, listen well, and manage challenges with empathy.
• Demonstrate Growth Potential – They’re eager to learn, take on new challenges, and adapt quickly to change.
• Remain Committed to Team Success?– They celebrate collective wins, support their peers, and put the organisation’s goals ahead of personal gain.

What Motivates Emerging Leaders?

True leaders are driven by more than just career advancement. They thrive when given:

• Purpose & Meaning?– They want to feel their work contributes to something bigger.
• Opportunities for Growth?– They excel when given challenges and learning opportunities.
• Recognition & Trust?– Being valued and encouraged boosts their confidence.
• Support & Mentorship?– Many need guidance to recognise and embrace their leadership potential.

Recognising Potential Leaders Who Don’t See It Themselves

Some of your best future leaders may not yet see themselves as such. They may be humble, unsure, or unaware of their strengths. As a manager, your role is to help them recognise and develop their abilities. This can be done by:

• Giving them small leadership responsibilities to build confidence.
• Providing direct, positive feedback on their leadership qualities.
• Encouraging professional development through coaching, mentorship or peer groups.
• Helping them to see how their skills align with leadership success.

Why Investing in Emerging Leaders Matters

Failing to nurture leadership talent can lead to disengagement and missed opportunities. By investing in these individuals early – especially those who don’t yet see their own potential – you create a motivated, forward-thinking team ready to step up when the time comes. Leadership development isn’t just about filling roles – it’s about building a culture of growth, confidence, and success.

So, take a look around… Who in your team is showing the signs of leadership, even if they don’t realise it yet? Now is the time to help them grow into the leader they were meant to be.

Once you’ve identified an emerging leader in your organisation, one of the most powerful ways to accelerate their development is by encouraging them to join a peer group of other emerging leaders. The Manufacturers Alliance Emerging Leaders Peer Group creates a supportive environment where rising leaders can learn, challenge themselves, and grow together. Here’s how being part of a leadership peer group can benefit them – and ultimately, your organisation.

1. Exposure to Diverse Perspectives

Emerging leaders often face similar challenges, but in different contexts. The Emerging Leaders group allows them to engage with individuals from other manufacturing businesses, broadening their thinking and helping them see new approaches to leadership and problem-solving.

2. Real-World Learning and Shared Experiences

Leadership development isn’t just about theory—it’s about applying real-world skills. In the Emerging Leaders group, members discuss their challenges, share successes, and learn from each other’s experiences. This creates a learning-rich environment where insights can be applied immediately.

3. Building Confidence and Self-Awareness

Many emerging leaders experience imposter syndrome or doubt their abilities. By engaging with peers at similar stages in their leadership journey, they gain validation and encouragement. Seeing others navigate leadership challenges successfully helps them develop greater confidence in their own capabilities.

4. Strengthening Communication and Leadership Skills

The Emerging Leaders group provides a safe space to practice leadership skills, such as giving feedback, decision-making, and handling difficult conversations. Engaging in discussions, offering solutions, and receiving feedback from peers helps sharpen their ability to lead effectively in their own roles.

5. Expanding Their Professional Network

Relationships built in leadership peer groups can last a lifetime. These connections provide ongoing support, mentorship, and potential collaboration opportunities in the future. For emerging leaders, having a trusted network of like-minded professionals can be invaluable as they progress in their careers.

6. Increased Engagement and Retention

Investing in leadership development sends a clear message: “We see your potential, and we’re committed to your growth.” Employees who feel supported in their development are more engaged, motivated, and likely to stay within the organisation.

7. Accelerating Readiness for Leadership Roles

By regularly engaging with others on leadership topics, emerging leaders develop a proactive mindset, learn from different leadership styles, and gain insights that prepare them for more senior roles. The Emerging Leadership group essentially fast-tracks their leadership growth,?making them ready to step up when opportunities arise.

Why It’s a Win-Win for Organisations

Being part of our Emerging Leaders peer group isn’t just about personal development – it benefits the entire business. Your Emerging Leaders will bring fresh ideas, improved problem-solving skills, and enhanced leadership abilities back to their teams, creating a more resilient, innovative, and high-performing workforce.

By fostering a community of learning and leadership, you’re not just developing individual leaders – you’re building a culture of growth and success. So, if you’ve spotted an emerging leader in your organisation, the next step is clear: connect them with their peers, and watch them thrive by inviting registering them to attend a free taster session.

This article was written by Victoria Hopkins, one of the experts within the Manufacturers’ Alliance team and facilitator of the Emerging Leaders peer group. Victoria began her career in manufacturing in 1998 when she was asked to help out in her family’s engineering business.?What should have been 2 weeks turned into 20 years and her eventually becoming Managing Director and taking turnover from ￡2 million to ￡6 million. She also expanded into exports opening a subsidiary of the business in Canada. Over the last 4 years, she has dedicated her expertise to supporting emerging leaders develop the confidence, skills, tools and techniques required to progress into more senior roles.