Developing your next generation of leaders isn’t just about handing them bigger responsibilities and hoping for the best. It’s about guiding them, giving them the right kind of feedback at the right time, and building a foundation of trust.
This article is for leaders who want to develop their successors effectively, helping them grow, learn and step into leadership roles with confidence. Because the best leaders don’t just lead, they create more leaders.
Ever had a boss who thought they were amazing but everyone else had a different opinion? That’s what happens when feedback isn’t part of the process. But just as important as giving feedback is when and how you give it. Regularly checking in with emerging leaders and their teams is crucial, but timing and context can make all the difference. Trust grows when feedback is delivered at the right moments, in ways that nurture real improvement.
Develop them like you mean it
Once you’ve identified your future stars, don’t just give them a generic online course and call it a day. Create tailored development plans with real impact. This means targeted training, hands-on experience, mentorship from seasoned leaders, and – here’s the kicker – actual opportunities to lead. No one ever became a great leader just by watching PowerPoint slides.
Feedback: The breakfast of champions (served at the right time)
Feedback isn’t just a nice-to-have – it’s the backbone of strong leadership development. But timing is everything. Give feedback too late, and they might have already formed bad habits. Give it too soon, and they might not have enough experience to apply it effectively. The key is to provide feedback in situations where it will have the most impact:
After key milestones: Following a big project, presentation or decision-making moment, feedback should be timely and focused on what worked and what could be improved.
In real-time (when appropriate): If an emerging leader is making a mistake that could have immediate consequences, step in with constructive guidance on the spot.
During one-to-one check-ins: Scheduled feedback sessions allow for deeper reflection and more structured discussions.
Post-challenge reflection: After navigating a particularly tough situation, leaders can benefit from feedback that helps them unpack their experience and grow.
When they’re ready to listen: Feedback should be delivered when the recipient is in a mindset to absorb it – avoid giving it in high-stress moments when emotions are running high.
Make leadership development a priority, not an afterthought
If your organisation’s leadership development strategy consists of hoping for the best, it’s time to rethink things. Start identifying potential leaders now, equip them with the right tools, and, most importantly, trust them enough to grow. Because the only thing worse than an underprepared leader is a trusted underprepared leader. And nobody wants that.
So, what’s your next move?
Are you building a succession leadership pipeline, or just hoping someone miraculously figures it out? The future of your organisation depends on your answer.
Let’s design a strategy tailored to your organisation’s needs.
Contact me today for a free consultation and take the first step toward building a stronger, more agile leadership pipeline with matt@twentyoneleadership.com.
When the time is right, and you’re ready to transform your succession strategy, let’s set up a 45-minute discovery call to see how my approach is right for you.
Take the first step towards a successful future! Book direct with me here.
Matt
