Why Your Organization Needs a Leadership Development Pathway (And How to Build One) by Combating 3 Problems with 3 Moves.

In today's rapidly changing business landscape, organizations face unprecedented challenges and opportunities. To navigate this complex environment and thrive in the long term, a strong leadership pipeline is no longer a luxury—it's a necessity. A well-defined leadership development pathway is crucial for cultivating the next generation of leaders equipped to guide organizations towards success. This article explores the compelling reasons why organizations must prioritize building a leader development pathway and provides a practical framework for its implementation.

Here are three approaches that will completely mess up your organization.

Problem 1: Not developing your people to leadership because "it's common sense"

I had an interesting conversation with a prospect.

They "hired top quality people so that they did not need to have them go for any training."

I nearly fell off my chair. Now, they face growing pains because those who are department heads do not have an aligned approach to lead the organization; it's messy because most defaul to leadership by unconscious style (see my article on Stage Based Leading ).

Leadership competency is most certainly NOT inherited. Or else, every once in a while we'd have a baby leading a country. "Leading is common sense" is a problematic and detrimental approach for several reasons:

1. Leadership is a Complex Skillset: While some aspects of leadership might seem intuitive, effective leadership requires a complex and nuanced skillset that extends far beyond common sense. It involves:

• Strategic Thinking: Analyzing situations, anticipating challenges, and making informed decisions that align with organizational goals.
• Communication Mastery: Conveying a vision, inspiring others, providing clear direction, and navigating difficult conversations effectively, including what I've mentioned before about the 6 Leadership Conversations.
• Emotional Intelligence: Understanding and managing one's own emotions while being attuned to the emotions of others, building trust, and fostering positive relationships.
• Adaptability and Resilience: Navigating constant change, overcoming setbacks, and leading teams through uncertainty.
• Conflict Resolution: Addressing disagreements constructively, finding common ground, and fostering a collaborative environment.

*If you have not built out a leadership framework for your organization, let's have a chat and we can explore what it would take to modernize your leadership framework for current times.

2. Common Sense is Subjective: What one person considers "common sense" can be vastly different from another's perspective. This subjective understanding of leadership can lead to inconsistent practices, misunderstandings, and missed opportunities for growth.

3. Lack of Structure and Guidance: Assuming that leadership skills will develop naturally without any structured guidance or support is a recipe for inconsistency and potential failure. It leaves individuals to navigate the complexities of leadership on their own, potentially relying on ineffective habits or outdated approaches.

4. Failure to Address Specific Needs: Every organization and industry has unique leadership challenges. A "common sense" approach fails to address these specific needs, leaving leaders ill-equipped to handle the complexities of their roles.

5. Stagnation and Lack of Growth: A belief that leadership development is unnecessary can lead to stagnation within an organization. Without a commitment to ongoing learning and development, leaders may fall behind on industry trends, fail to adapt to new challenges, and stifle innovation.

Problem 2: People promoted because of seniority instead of skill and exposure

Promoting based solely on seniority, often referred to as a "seniority-based system," while seemingly straightforward, presents significant problems when used as the primary factor in leadership selection over skills and experience.

1. It will stifle growth and engagement because it is simply not a "just" approach. People will not have any reason to work harder or produce better results.
2. It will cause rigidity and resistance to change because the skills required for building the future need a certain level of understanding of complexity and how to manage it moving forward.

Problem 3: People promoted because of being good in their individual skills rather than people skills

Many organizations I work with prefer to somehow think of rewarding their people by promoting them. That's a terrible, terrible idea.

1. It harms organizational performance. Look, it's obvious that such promotion criteria makes people get to do more without the prerequisite skills. Burnout will be on the horizon.
2. Your best individual contributor will leave because they are going to end up trying, out of sheer responsibility, and failing.

Why a Leadership Development Pathway is Essential

1. Combats Leadership Gaps. A lack of a structured development plan can lead to significant leadership gaps as experienced employees retire or move on. This can leave organizations scrambling to fill critical roles, often with ill-prepared individuals. A defined pathway ensures a consistent pool of skilled individuals ready to step up.
2. Attracts and Retains Top Talent. In a competitive job market, offering clear opportunities for professional growth and leadership development is a powerful tool for attracting and retaining top talent. Employees are more likely to stay with an organization that invests in their future.
3. Improves Employee Engagement and Productivity. When employees see a clear path for advancement and are given opportunities to develop their leadership skills, they become more engaged and motivated. This translates into increased productivity and a more positive work environment.
4. Drives Innovation and Adaptability. Developing leaders at all levels fosters a culture of innovation and adaptability. Empowered employees are more likely to contribute new ideas and help organizations navigate change effectively.
5. Ensures Continuity and Succession Planning. A well-defined leadership development pathway ensures a smooth transition of leadership roles. Organizations can proactively prepare individuals to take on greater responsibilities, minimizing disruption during transitions.

Move #1: From "I" to "We": Shifting Your Leadership from Doing to Empowering

Many leaders fall prey to the myth of the all-knowing, all-doing superhero. They believe that true leadership means having all the answers and single-handedly driving every success. This misconception, while common, is a recipe for burnout, disengagement, and ultimately, less effective leadership.

The Trap of "Doing It All"

The "I do everything myself" attitude might seem like dedication, but it's a trap that can sabotage your leadership and your team's potential. Here's why:

• Thinking Time Evaporates. When you're bogged down in the weeds of execution, you lose precious mental bandwidth for strategic thinking, problem-solving, and innovation—the very things that differentiate leadership from simply managing tasks.
• Burnout Becomes Inevitable. Taking on an unsustainable workload leads to exhaustion, stress, and decreased job satisfaction, ultimately impacting your health and well-being. This is another reason why well-being initiatives these days are just too superficial. They need to be managed at the root of the problem, often a mindset issue.
• Engagement Plummets. When team members feel like their contributions are undervalued or that they have no autonomy, their motivation and engagement dwindle. I had a client whose leaders were very engaged, but everyone else was disengaged. When interviewing their people, they were shocked to the core to find out that it was their positive traits - strong leaders - that got in the way of engagement.
• Diversity of Thought Suffers. A "my way or the highway" approach stifles creativity and prevents the team from leveraging the diverse perspectives and ideas that lead to well-rounded solutions.

The Power of "We"

Effective leadership is not about doing it all yourself; it's about inspiring and empowering others to achieve a shared vision. It's about shifting your mindset from "I" to "We":

• Shared Vision, Collective Effort. Involve your team in setting goals and developing strategies. When everyone understands the "why" behind their work and feels a sense of ownership, engagement and motivation soar. I've seen this happen with simple things like planning a trip together, or even organizing a talk. When a team intentionally builds collective working muscles, it can be gratifying!
• Leveraging Diverse Strengths: Recognize and utilize the unique skills and perspectives of each team member. Delegate tasks strategically, allowing individuals to grow and excel in their areas of expertise. We've looked at strength profiles to enable development and co-piloting of strengths to adjust from burnout through team pairing.
• Empowerment, Not Micromanagement: Provide clear expectations and guidelines, but give your team the autonomy to make decisions and take ownership of their work. This fosters trust, accountability, and a sense of pride in their contributions.
• Creating a Culture of Collaboration: Encourage open communication, feedback, and idea-sharing. Celebrate successes as a team and view challenges as opportunities for collective problem-solving.

The Lever Principle of Leadership

Think of leadership like using a lever. The lever itself isn't the most important element; it's the fulcrum, the point of leverage, that amplifies your efforts. As a leader, your team is your fulcrum. By strategically empowering and supporting them, you create leverage that allows you to achieve far more than you ever could alone.

Maturity Through Letting Go... When Appropriate

Shifting from a "do it all" to an "empowerment" mindset requires a conscious effort and a willingness to relinquish some control. MAybe it's not just about letting go of everything all the time. But it certainly is about trusting your team, fostering their growth, and recognizing that your greatest impact comes not from what you do yourself, but from what you empower others to achieve.

Move #2: Beyond Technical Prowess: Cultivating People Leadership

In today's collaborative work environment, technical expertise alone is no longer enough. While individual brilliance is valuable, it's the ability to leverage the skills and talents of others that truly elevates a technical expert into an effective leader. Recognizing this distinction is crucial for organizations looking to develop well-rounded leaders from within their ranks.

The Pitfalls of Unilateral Promotion

It's tempting to promote solely based on technical competency. After all, if someone excels in their field, shouldn't they lead others doing similar work? However, this approach can be shortsighted and lead to unforeseen challenges:

• The "Lone Wolf" Syndrome. Technical experts, accustomed to working independently, may struggle to transition to a leadership role that requires collaboration, communication, and people management.
• Hitting the "People" Roadblock. Without guidance and support, newly promoted leaders may struggle to navigate team dynamics, delegate effectively, or provide constructive feedback, hindering their effectiveness and team morale.
• Stifled Potential. Pushing individuals into leadership roles without adequate preparation can be detrimental to their confidence and long-term growth. They may feel overwhelmed, leading to frustration and a sense of failure.

Nurturing People Leadership: A Gradual and Intentional Approach

Developing people leadership skills is a journey, not an overnight transformation. Here's how organizations can cultivate this crucial competency:

1. Initiate the Conversation

• Career Aspirations. Engage in open and honest conversations about individual career goals and aspirations. Not everyone aspires to lead, and that's okay. We did this in a couple of large organizations, and the outcome was that people were more engaged because their leaders wanted to hear about desired career growth options.
• Gauging Interest. For those interested in leadership, explore their understanding of what it entails. Do they see leadership as simply giving directives, or do they grasp the nuances of inspiring, motivating, and empowering others?

2. Provide Early Exposure and Observation

• Project Leadership Opportunities. Offer opportunities to lead smaller projects or initiatives, allowing individuals to gain experience in delegation, communication, and team coordination within a controlled environment.
• Collaboration and Mentorship. Pair technical experts with experienced leaders or mentors who can provide guidance, feedback, and role-modeling in effective people management. We did a recent program with a global organization to provide opportunities for women to get mentors and support for their leader growth, and the exposure has proven to be very positive, boosting engagement and energy.

3. Emphasize the Power of Communication

• Communication as a Core Skill. Highlight that effective communication—active listening, clear articulation of ideas, and constructive feedback—is as vital as technical expertise for successful leadership. Contact me for a checklist of competencies related to the six leadership conversations.
• Role Modeling and Training. Provide access to communication training programs or workshops to equip individuals with the skills needed to communicate effectively with their teams.

4. Cultivate Essential Leadership Skills

• Emotional Intelligence (EQ). Develop self-awareness, empathy, and social skills, enabling leaders to understand and manage their own emotions and those of their team members.
• The 6 Leadership Conversations. Equip leaders with the skills to navigate crucial conversations around connecting, setting expectations, giving and receiving feedback, coaching and mentoring, influencing others, and resolving conflicts constructively.

Remember: Developing strong people leaders is a long-term investment. It requires the correct mindset. Patience, mentorship, and a commitment to fostering a culture of continuous learning and growth. Yes, I know time is tight. But let's be reasonable: you want me to develop a super leader in 4 hours to take over a base of operation responsible for $1bn... or even $100m revenue? Really.

Move #3: Cultivating Fertile Ground: Building an Ecosystem for Leader Growth

Just as a plant needs the right soil, sunlight, and nutrients to thrive, leaders need a supportive and nurturing environment to flourish. Unfortunately, many organizations unknowingly cultivate conditions that stifle leadership growth, leaving promising individuals wilted and ineffective.

Recognizing the Warning Signs of a Toxic Leadership Environment

Identifying the hallmarks of an environment hostile to leadership development is the first step towards cultivating a more fertile ground for growth:

• Organizational Injustice and Poor Psychological Safety. A culture of fear, blame, and silence, where individuals are afraid to speak up, share ideas, or take risks, stifles creativity and innovation. Sometimes, a lack of fairness, transparency, and equitable treatment erodes trust and creates a demoralizing environment where leadership struggles to take root. I've got just the tools to help organizations study your current levels of psychological safety, and learn how to take effective action to build it.
• Groupthink Prevails. When conformity is prized over critical thinking and diverse perspectives are silenced, decision-making suffers, and opportunities for growth are missed. In order to gain ground with innovation, I've worked with organizations to deliberately shift to facilitation methods that elevate teams from groupthink.
• Stagnant Pace of Activity. A lack of urgency, unclear priorities, and prolonged decision-making processes can lead to apathy and disengagement, hindering the development of proactive leadership. In many of my trainings, I emphasize activities to show leaders how activity can cause massive disruption and unease with their employees.
• Mismanagement of Ideas. When valuable ideas are ignored, dismissed without consideration, or met with resistance, it discourages initiative and stifles creativity. Being able to listen and lend an assuring, active presence is also critical. We often are asked by clients to incorporate aspects of this powerful skill, especially in leadership and team development.
• Incongruent Leadership Styles. When leaders cling to outdated or ineffective leadership styles that don't resonate with the current team or organizational needs, it creates dissonance and hinders progress. This is often caused by a lack of a better mental model of leadership, and is frequently corrected by leaders watching out for better alternatives during a concerted training program.

How to Nurture a Thriving Leadership Ecosystem

Cultivating a thriving ecosystem for leader growth requires a proactive and multifaceted approach:

1. Prioritize Psychological Safety

• Open Communication. Foster a culture of open, honest, and respectful communication where individuals feel safe to voice their opinions, share ideas, and challenge the status quo without fear of retribution.
• Embrace Mistakes as Learning Opportunities. Shift from a blame culture to a learning culture where mistakes are viewed as opportunities for growth and development.

2. Foster a Growth Mindset

• Mentorship Programs. Establish structured mentorship programs that pair emerging leaders with experienced mentors who can provide guidance, support, and share valuable insights.
• Coaching Culture. Train managers to adopt a coaching leadership style, empowering their team members to identify their strengths, set goals, and take ownership of their development.

3. Invest in Continuous Learning

• Learning Communities. Create communities of practice or learning groups where leaders can connect, share best practices, learn from each other's experiences, and stay abreast of industry trends.
• Access to Resources. Provide access to leadership development programs, workshops, books, and online resources that support continuous learning and skill development.

4. Establish Feedback Loops

• Regular Feedback Collection. Implement systems for regular feedback collection, such as 360-degree reviews, pulse surveys, and one-on-one meetings, to gather insights and identify areas for improvement.
• Actionable Insights. Ensure that feedback is acted upon, demonstrating a commitment to continuous improvement and creating a sense that leadership development is valued and prioritized.

5. Promote Emotional Intelligence

• Self-Awareness and Regulation: Encourage leaders to develop self-awareness, manage their emotions effectively, and cultivate empathy and social skills essential for building strong relationships.

Hopefully this explanation helps to serve you if you are concerned about the development of your leaders within your organization. It's never a one-size fits all. Talk to me about your training and HR development strategy, and I'll provide you with ideas that can help move your organization forward through the leaders that you truly deserve!