Is there high potential talent in your organisation? Are you looking into developing emerging leaders? Members of the executive team brimming with capability, drive, and ambition. They’re the managers, project leads, and key contributors poised to step into greater leadership roles. But too often, there are key concerns from executives about moving to leadership positions.
Why aren’t our next-level leaders stepping up?
If your rising leaders aren’t thriving at the pace you expect, it’s not necessarily about capability. More often, it’s about invisible barriers, subtle yet powerful dynamics that hold them back from taking the next leap.
Let’s explore the most common culprits, and how you can put into place tactics to help the developing emerging leaders.
1. They’re managing, not leading
Many next-level leaders remain in a task-oriented mindset, excelling at execution but struggling to transition into a strategic role. They’ve built their careers by “doing”, but next-level leadership demands a shift to influence, delegation, and systems thinking.
Ask yourself: Are we equipping them to think like leaders, or just better individual contributors?
Solution: Provide opportunities for them to lead cross-functional projects, coach others, or shape strategy, not just meet KPIs.
2. What are current leaders projecting?
How are your current leaders projecting themselves? Projections of constantly being too busy and stressed will not come across as an inspirational role for team members to step up. A culture needs to be set that these positions are something to aspire to.
Ask yourself: What are your leaders projecting?
Solution: Offer leadership assessments, coaching, and reflection opportunities to help them uncover and articulate their leadership identity.
3. They don’t feel permission to step up
It’s surprising how often next-level leaders are waiting for a formal invitation, to take charge, to offer ideas, or to challenge the status quo. Without explicit permission, even high performers may hold back out of respect, fear, or uncertainty.
Ask yourself: Are we signalling that leadership is a title, or a mindset?
Solution: Normalise leadership at all levels. Recognise and celebrate initiative, not just results. Create forums where emerging leaders are expected to contribute beyond their roles.
4. Clear pathway for developing emerging leaders
Leadership doesn’t just happen, it’s cultivated. Create structured development opportunities that help your people grow with purpose. Offer tailored leadership programs, carve out time for regular 1:1s, and listen actively to understand where support is needed.
When people see a future, they step into it.
Ask yourself: Is there a clear pathway to leadership?
Solution: Consider implementing a tiered leadership development framework, early talent, emerging leaders, and senior leaders, each with clear milestones, mentoring, and access to coaching. Tools like 360-degree feedback or leadership diagnostics can also uncover hidden potential and guide targeted growth.
The bottom line
Your next-level leaders aren’t lacking ambition or intelligence. What they often lack is intentional development, the permission to evolve, and the conditions to thrive. 88% of companies plan to upgrade their leadership programs to remain competitive, therefore you need have act fast to secure your talent and future leaders.
At Gadby Leadership Consulting, we specialise in identifying and unlocking the potential of your next-generation leaders. Through customised coaching, leadership development, and strategic consulting, we help your people and your organisation level up with confidence and clarity.
Ready to unlock the full potential of your next-level leaders?
Let’s talk about how tailored leadership development can turn high performers into high-impact leaders.