All too often, companies believe their leaders are ready to take the reins. Sadly, many leadership development efforts fail to prepare current leaders and develop new ones. It’s why many employees today say “no” to leadership roles.
Why? Too often, they not only know they are not ready …, but they also believe their company has no commitment in getting them leader-ready.
Let’s explore the common pitfalls and how to overcome mediocre-to-great leadership results.
What Does the Company Normally Do?
- Use generic programs and fail to monitor results.
- Rely on biased and subjective impressions by one or two decision-makers.
- Focus on classroom case studies and hypothetical theories.
- Overlook behavioral and attitude changes required to lead others.
- Fail to acknowledge and refine progress.
What Challenges Does the Leader Normally Fail to Do?
Fail to …
- Ask for help when experiencing problems in situations or working relationships
- Engage distracted team members
- Develop team members
- Balance facts and emotions
- Produce sustainable results
- Focus on tangible metrics (e.g., instead focus on superficial happiness to improve retention).
Ways to Prepare for Outstanding Leadership Results
Personalize Development Plans: Create individualized development plans that align with both organizational goals and personal strengths. The goal is to elevate — first you must establish a baseline. It’s important to remember: Have monthly 1:1 reviews and executive coaching sessions and monitor results.
- Conduct a Thorough Assessment: Evaluate the leader’s current skills and strengths through objective assessments, and identify areas for improvement through self-assessments, peer reviews, and performance evaluations.
- Align Goals: Ensure that the leader’s goals are in sync with the organization’s strategic objectives, driving both individual and company growth.
- Focus on Workshops and Courses: Identify workshops and courses that address the leader’s specific development needs, covering both technical and soft skills, such as communication, emotional intelligence, and leadership. Ensure these skills are being used effectively and developed on-the-job.
- Provide Challenging Projects and Roles: Have them take on projects or roles that push them out of their comfort zones and facilitate practical learning.
- Engage in Cross-Functional Team Participation: Involve them in cross-functional teams to broaden perspectives and understand various aspects of the business.
Establish Continuous Feedback Loops: Implement mechanisms for real-time improvement and growth.
- Monthly Check-Ins: Yes, this is a repeat and often overlooked! Schedule monthly one-on-one meetings between the leader and their mentor and boss to review progress, discuss challenges, and adjust the development plan as needed.
- Feedback Mechanisms: Utilize these reviews to provide constructive feedback and recognize achievements, creating a continuous loop for ongoing improvement.
- Action Plans: Develop action plans during these sessions to address identified issues and set short-term goals for the upcoming month. Be sure to check in during the month. (Don’t make the mistake of creating a laundry list! Only focus on two areas at a time.)
Offer Executive Coaching Sessions:
- Engage with an Executive Coach: Hire a professional executive coach who can offer personalized guidance and support, bringing external perspectives and expertise to accelerate leadership development.
- Advanced Leadership Techniques: Focus on advanced leadership strategies tailored to the leader’s unique style and the organization’s culture (e.g., communication is crucial).
Provide Mentorship Programs: Establish mentorship opportunities where experienced leaders guide and support emerging leaders. Manage and ensure these are supportive, and monitor their impact on situations and working relationships.
Invest in Emotional Intelligence: Encourage leaders to develop emotional intelligence to better connect with their teams and foster a positive work environment.
Please note: By addressing these areas, companies can transform their leadership development programs into powerful engines for growth and success. And leaders can evolve from average to outstanding, making a significant and positive impact on their teams and organizations.
Note 2: While a new trend is focused on AI being able to develop, train, mentor, and coach emerging leaders — they are wrong! Don’t forget that feedback requires the human element!
©Jeannette Seibly 2025 All Rights Reserved
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, boasts over 32 years of hands-on experience. Her expertise helps leaders and bosses refine their hiring, coaching, and management practices and achieve their intended results. Along the journey, she has guided the creation of three millionaires and numerous six-figure earners, all while championing those ready to elevate their game to new heights.