Case Study #23: How to Develop Other Leaders

They will learn by doing, or don't they?

You probably know this fairy tale.

In a bustling corporate kingdom, managers believed that new leaders would grow strong simply by doing, much like plants thriving in the wild.

Without guidance or wisdom shared, the young leaders stumbled through their roles, making the same mistakes their predecessors had.

Over time, the kingdom's projects faltered, and morale dipped as chaos reigned. One fateful day, a critical venture failed disastrously, leaving the kingdom in disarray.

The lesson became clear: leaders must be nurtured and taught, for without mentorship, they cannot truly flourish.

---

Why is it wise to help develop others

I could give hundreds of fluffy sentences about why investing in developing other leaders is important. You have heard them before:

• “Create a culture of excellence.”

• “Enhance team performance.”

• “Boost employee morale and retention.”

• “Unlock the power of synergy.”

• “Fosters innovation and adaptability.”

These are nice to have. But at the end of the day, the next promotion goes again to an employee with no management skills or interest in working with others. Leaders are way too often promoted based on their tenure rather than skills or talents.

So is there a way out of this classic situation?

There are two reasons why you should share your time with future leaders:

1. Team sustainability and value continuation

A small team is fun. Everyone is motivated. You are like best friends. Then, the next chapter of growth happens. More people, more personal agendas, more values.

When organizations grow, the hope is their cultures will last, and new people will continue with the same passion as the ‘older’ teams. That is hardly the case.

The passion, the drive, and the energy are never the same. The team dynamics change with new people, and especially new leaders.

Companies act like fools. They promote abruptly, and then they are surprised it is not working. Being a manager is so much more than a title.

If you want to build a sustainable culture and carry on values, you need to promote the right people. The good thing is, that you don’t have to wait for them, you can develop them.

2. Career opportunities and human growth

You hire people as project managers, accountants, IT consultants, etc. But do you also realize this job is one step in their career growth? In fulfilling their dreams?

When you help people gain new skills, and achieve something, make it happen for them, they will remember your work and will become your advocates.

As we study, we move from one grade to another with time, in most cases, it is what people need and want at work, as well. To move.

Think about it next time, someone is fishing for some opportunity. They don’t want to get bored in your class.

---

How do you develop other leaders?

Time, effort, and loads of communication and planning. (If you have some budget, write me at ivona@ivonahirschi.com and I will organize it for you).

5 steps you can start doing and continue doing because developing others is not a single event but a process.

Step 1: Believe in their interests