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Dec 26, 2024
Here’s a question from our marketing agency in Chicago: when was the last time you looked at your team and thought, “Who’s ready to take the wheel next?”
If that thought makes you pause, or maybe even a little nervous, you’re not the only one. Many executives know they need to focus on leadership development, but with all the daily fires to put out, it often gets bumped down the priority list.
Let’s be honest, the people you invest in today will shape your organization’s future. Think about it. If you’re always the one making the big calls or being the go-to person for answers, what happens when you step away? Or move on?
Growing new leaders is more than just securing the company’s future (though that’s definitely important); it’s about creating a ripple effect of leadership that goes beyond what you can achieve on your own.
The good news is, leadership development doesn’t need to feel like some massive project. You don’t need a fancy program or endless resources to make it happen. It starts with small, intentional actions, such as spotting potential, giving people opportunities to stretch, and maybe even letting them stumble a bit so they can learn.
Sound manageable? Let’s talk about how you can start planting seeds for the next generation of leaders.
It’s tempting to look for the “ready-made” leader – someone who already checks all the boxes. But what if we told you that potential matters more than polish?
If you’re waiting for someone to show up with every skill in the book, you’re going to be waiting a long time. Instead, look for someone who’s curious, adaptable, and eager to grow.
You might notice it in little moments. Maybe it’s someone who asks great questions in meetings or steps up when there’s a problem no one else wants to tackle. They don’t need to have it all figured out – they just need that spark. And it’s your job to spot it and fan the flame.
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If you want people to grow, you have to give them space to try – and sometimes fail.
Start by handing over a responsibility that’s slightly outside their comfort zone. You could assign them to lead a team meeting, manage a small project, or handle a tricky client issue. It doesn’t have to be high-stakes, but it should stretch them.
Make it clear that you trust them to handle it. Your confidence in their abilities often sparks their confidence in themselves. And when they make mistakes (because they will), resist the urge to swoop in and fix everything.
Offer guidance, sure, but let them learn from the experience. Growth happens in the messy, uncomfortable moments, not when someone else takes the wheel.
You can’t grow leaders if you’re not leading by example. The way you handle challenges, communicate with your team, and treat people sets the tone. Want empathetic, decisive, and innovative leaders? Show them what that looks like.
Your actions speak louder than any formal training ever could. When people see you navigating tough situations with integrity and grace, it sticks. They learn more from watching how you lead every day than from any leadership manual you hand them.
Feedback is one of the most valuable tools for growth, but our marketing agency in Chicago has noticed that it’s often handled poorly.
Developing strong leaders means creating a culture where feedback flows in both directions. In other words, you should be open to receiving constructive criticisms as well, not just giving them.
When you’re giving feedback, keep it clear and actionable. Make sure to focus on behaviors, rather than just personality traits. And when someone offers you feedback, especially someone you’re mentoring, listen carefully and thank them for their honesty.
It’s a simple way to model humility and show that great leaders are always learning, regardless of their title.
Leadership isn’t a solo sport. The best leaders know how to collaborate, build relationships, and work across teams. So, give your rising stars a chance to connect with people outside their usual circle.
It could be something simple, like teaming them up with someone from another department on a project. These experiences teach them how to navigate different perspectives and solve problems with others – a skill they’ll need in spades as leaders.
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The best leaders never stop learning, and neither should your future successors.
Encourage them to pick up new skills or dive into areas they’re curious about. This doesn’t mean you have to send them to expensive conferences (though that’s great if you can). Sometimes, it’s as miniscule as suggesting a podcast, sharing a great article, or pointing them to an online course.
Even better, learn alongside them. If you’re exploring a new topic, invite them to join you. Not only does this show that growth is a shared value, but it also gives you a chance to connect and brainstorm together.
People thrive on recognition, and it goes a long way in boosting their morale.
When someone takes a big step forward, see to it they know you noticed. It could be as public as a shoutout in a team meeting or as personal as a quick email or conversation.
Besides instilling confidence, celebrating growth reinforces the behaviors you want to see more of. It also shows your team that you’re paying attention and that their efforts matter, which goes a long way in building trust and loyalty.
Mentorship can sound formal, but it’s really just about being there for someone in a meaningful way.
If you’ve spotted someone with potential, take the time to guide them. Schedule regular check-ins where you talk about their goals, challenges, and progress.
The key is to listen more than you talk. Ask questions that make them think, like, “What’s one thing you’d handle differently next time?” or “What do you think went well, and why?” Your job isn’t to give them all the answers; it’s to help them figure out how to find their own.
Here’s something you might not know: the best organizations don’t leave leadership development to chance. They bake it into their culture. This means creating systems, programs, or traditions that make growing new leaders a consistent focus.
It could be something as formal as a leadership pipeline program or as simple as making “Who’s ready for the next step?” a regular topic in leadership meetings. When everyone in the organization is thinking about and supporting leadership growth, it creates a virtuous cycle where talent rises naturally.
When you invest in growing new leaders, you’re shaping the future in ways that will outlast you. Sure, it helps the organization thrive, but the real magic is in the lasting impact you have on people.
Look around your team. Who’s showing potential? Who just needs a nudge to step into their greatness? Start with small steps and keep showing up for them. Your encouragement and guidance can spark something incredible – and that’s a legacy worth building.
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Growing leaders is essential, and so is growing your business. Digital Resource can help you stand out online and create strategies that drive real results – from boosting your online presence to turning clicks into sales.
Book a free consultation with a top marketing agency in Chicago today. Let’s grow your brand together!
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