Accelerating Potential: Best Practices for Developing Emerging Leaders

Zoom Out to the Big Picture

“What shifts are happening in your organization and in your industry? And how is your organizational leadership proactively preparing for those shifts and transformations?”

When I pose these questions to leaders, the first one is usually easy. Most can quickly list three to five shifts they are experiencing. But, the second question—how they’re proactively preparing—tends to be more difficult.

Let’s face it—being proactive is hard. It demands intentionality, strategic thinking, and the discipline to step away from daily demands. Proactivity requires leaders to zoom out and focus on the big picture. Yet, this zoomed-out perspective is exactly what accelerates potential.

In today’s evolving work environment, leadership pipelines across industries are under pressure. From the ongoing retirement of baby boomers to “quiet quitting” and employee retention issues, organizations must plan to ensure long-term success. A powerful way to do that is by investing in the development of emerging leaders—those who will soon be called on to fill critical gaps.

Identify the Gaps

Succession planning is a classic tool for aligning workforce development with long-term organizational goals. When used well, it’s invaluable. But all too often, succession plans become static documents—filed away and revisited only occasionally. Without intentional use, succession planning can fall short, resulting in leadership vacuums, declining employee morale, and costly missteps in talent transitions.

What if, instead, we used succession plans to guide real-time development? Imagine leveraging these plans to shape learning journeys, assign stretch projects, and hold leaders accountable for developing talent before they step into advanced roles. Succession planning should be a living document—a dynamic strategy that actively informs decisions and priorities across the organization.

How might your organization bring succession planning to life?

Amplify Emerging Leaders

How is your organization amplifying its emerging leaders? These individuals are often adaptable, emotionally intelligent, and great collaborators, as well as eager to contribute. Are you using insights from performance reviews, manager feedback, or developmental assessments to uncover their potential?

When supported meaningfully, emerging leaders thrive through opportunities like cross-functional projects, internal committee leadership, and targeted micro-learning initiatives. These experiences not only build skills—they amplify voices and build confidence.

What might change if your organization deliberately amplified emerging leaders?

Develop the Leadership Skills

High performers are often promoted into leadership roles without being fully prepared for the shift from “doing” to “managing.” They move from executing tasks to directing and supporting others—a significant transition. Have you set them up for success? Did they receive proactive training in management and leadership? Do they understand how their responsibilities will change? And are they ready to embrace that shift?

Effective leadership development programming should include strategy development, leveraging influence, feedback, and decision-making models. These aren't “nice to haves”—they’re essentials for thriving in a leadership role.

How might your organization support leadership development across every stage of the employee journey?

Transform the Culture

Accelerating the potential of emerging leaders is not just about early-career programs (though that is a critical element!). It often requires a broader cultural shift—from one that values only proven experience to one that embraces potential and growth. This cultural transformation means celebrating development, not just output. It means building an environment where employees are encouraged to invest time in learning and where budgets and resources are allocated for continuous development.

How might your organizational culture evolve to embrace potential in new ways?

Make Development a Strategic Priority

The organizations that will thrive in the coming decade are those that invest in their people now, especially their emerging leaders. It is not enough to react when a vacancy appears or promote based solely on past performance. Instead, the future belongs to organizations that plan, develop talent intentionally, and nurture a culture that champions growth at every level.

By zooming out to the big picture, identifying talent gaps, amplifying emerging voices, and fostering leadership skills early, you are not just preparing for the future—you’re shaping it.

How might your organization accelerate potential starting today?