How to Start Developing Leaders in your Organisation
FranklinCovey – July 16, 2025
Amid growing uncertainty and change, the ability to develop strong, capable leaders within your organisation is more important than ever. Leadership development in the modern context requires a strategic approach – one that nurtures individuals not only to fulfil immediate organisational needs but also to drive long-term success. Developing leaders is essential for fostering organisational resilience, enabling businesses to navigate challenges and thrive in competitive environments.
As demands on leaders continue to evolve – spanning areas like organisational agility, digital transformation and employee engagement – organisations need to be proactive about cultivating a consistent approach for leadership development. Doing so will ensure that first-level leaders to C-suite executives receive the support they need to effectively guide teams through what’s ahead and achieve organisational excellence.
Why developing leaders is a business imperative
Leadership plays a fundamental role in shaping performance and engagement within teams and the organisation as a whole. When leadership gaps are present, they create a cascade of challenges across the organisation, including reduced employee morale, misaligned goals and diminished innovation. Organisations with effective leadership tend to exhibit improved employee engagement and retention, with one Gallup study revealing that 70% of variance in team engagement is solely determined by the team’s manager. Additional Gallup data shows that the top themes among employees who left their jobs in 2024 were unrealistic or misaligned job expectations, career advancement opportunities, poor workplace culture and a lack of transparency, honesty, respect and value-driven work – all of which are within an effective leader’s area of influence to at least some degree.
Leadership development doesn’t only impact the individual experience; it also determines whether the organisation can consistently achieve its top priorities. Effective leadership is crucial in maintaining alignment within an organisation, ensuring that strategies are executed with precision and that employees feel motivated to contribute their best efforts. Data shows that anywhere from 67% to 90% of strategies fail to be executed successfully. Long-term strategic vision often falls by the wayside in favour of the daily grind; when leaders don’t have the core competencies required to align teams around key strategies, behaviours and goals, the organisation’s ultimate results will suffer.
The impact of developing leaders extends far beyond individual team performance – it has a direct influence on business outcomes. By investing in leadership development, organisations position themselves to not only achieve short-term objectives but also to drive sustainable growth.
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Core competencies of future-ready leaders
The landscape of leadership is shifting, with leaders now expected to exhibit a wider range of skills that go beyond traditional management practices. Developing leaders requires focusing on key competencies that empower them to thrive in a rapidly changing workplace. These competencies – such as emotional intelligence, adaptability, strategic thinking, communication skills and decision-making abilities – prove essential for leaders in organisations facing unprecedented change and disruption.
Interpersonal skills and adaptability
In the modern workplace, technical expertise alone is not enough. Interpersonal skills, including emotional intelligence (EQ) and adaptability, are increasingly recognised as essential traits for effective leadership. Nearly half of employees believe social and emotional intelligence are key leadership traits, while 71% of executives report that adaptability ranks as the top skill they look for in a leader.
Today’s leaders must navigate complex social dynamics, respond to changing environments and authentically connect with individuals at various levels of the organisation. According to data analysis, the demand for emotional intelligence will increase by 26% by 2030 and will remain among the top 10 most in-demand skills up to at least 2025. What’s more, Gallup found that employees who have emotionally intelligent managers are four times less likely to leave their jobs than those with managers with lower EQ levels. Teams led by managers with high emotional intelligence also exhibit lower rates of absenteeism and increased profitability.
People managers report that a high EQ is most important when leading change, navigating personal issues, giving feedback and identifying talent. That’s because a high EQ enables leaders to build trust, resolve conflicts and inspire collaboration – all outcomes supported by interpersonal skills that prove essential for developing strong teams. Adaptability and agility allow leaders to pivot quickly in response to new challenges, like market shifts, technology changes or evolving customer demands. These personal and interpersonal skills enable leaders to not only react to changes but to proactively drive transformation within their teams and organisations.
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Strategic thinking and vision
Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall.
– Stephen R. Covey
Leaders today must shift from being reactive to becoming proactive and strategic in their approach. Strategic thinking involves anticipating future challenges and opportunities, and aligning the organisation’s efforts with long-term goals.
For leaders to be truly effective, they must have a clear vision for the future and the ability to successfully communicate it to others. This is especially important in times of organisational transformation, when clarity of purpose and a strong direction are vital to ensure everyone is aligned and working towards the same objectives. Leading through change is a critical skill for leaders navigating uncertainty and guiding teams through complex transitions.
Download our free guide to learn how to Execute Your Goals and Create Breakthrough Results with your team.
Communication and influence
Effective organisational communication is central to leadership. It encompasses more than just giving clear instructions; it involves listening, persuading and aligning others around a shared vision, mission and goals. A leader’s ability to listen actively and to invigorate others can build a foundation of trust that motivates teams to perform at their best.
Good communication requires an open, transparent environment where employees feel heard and valued. This not only enhances team dynamics but also improves organisational cohesion. Leaders who master communication are better equipped to inspire action, engage employees and achieve alignment across teams.
Decision-making and accountability
High-impact leaders consciously, intentionally and methodically make high-value decisions in the midst of unlimited choices.
– Kory Kogon, Vice-President of Content Development, FranklinCovey
Effective leaders are decisive without being reckless. They’re able to quickly make informed decisions, even when faced with uncertainty, and they take responsibility for the outcomes. Strong decision-making skills involve weighing both the pros and the cons, and considering long-term consequences before acting with confidence.
Accountability is equally important, since leaders must own both their successes and their mistakes. It’s not enough to delegate decisions and expect others to take the blame when things go wrong. Great leaders foster a culture of accountability, which contributes to higher trust and improved performance across the organisation. In environments of high trust, decision-making and results can happen more quickly – a vital asset for leaders as they navigate complex, rapidly evolving business environments.
Discover the crucial elements of today’s most effective organisations when you download our free guide, The 4 Pillars of a Thriving Workplace Culture.
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How to develop leaders in your organisation
Developing leaders is not a one-time event; it’s a continuous process that requires thoughtful planning and ongoing investment. Here are a few ways that your organisation can establish a leadership development engine that empowers individuals across all levels.
Identify and nurture high potentials early
One of the first steps in developing leaders is identifying employee potential early on. This requires looking beyond job performance and assessing qualities such as initiative, emotional intelligence and leadership potential. Tools like 360-degree feedback, regular 1-to-1s and feedback loops can help organisations spot these high potentials.
Moreover, providing clear pathways for development – such as tailored coaching or specialised leadership programmes – ensures that employees have the resources they need to grow into leadership roles.
Empower your organisation’s emerging leaders and high-potential employees when you download and share our free guide, 6 Shifts to Develop a Leader’s Mindset.
Design tiered development pathways
Leadership development should be structured around different leadership levels, including frontline, mid-level and senior leaders. Each level requires a different set of skills and training, so it’s essential to design tiered development pathways that address the specific needs of each group.
Frontline leaders, for instance, are directly responsible for leading teams of individual contributors. They play a crucial role in executing day-to-day operations and ensuring that their teams perform at their best. Because frontline leaders are more focused on tactical execution and the immediate well-being of their teams, their development tends to emphasise practical, people-focused skills, like communication, decision-making and team-building skills.
Senior leaders, including executives and C-suite officers, have a much broader scope of responsibility. They focus on long-term vision, strategy and ensuring the organisation’s success at the macro level. As such, their leadership development is centred around different competencies, like strategic thinking, organisational vision and influencing across the organisation. Customising leadership development programmes for each tier ensures that leaders are equipped with the skills they need at every stage of their career.
Provide additional support to your organisation’s newest leaders with our guide, Crucial Insights for First-Level Leaders, and empower your executives when you download our guide, Coaching: Equip Your Leaders to Navigate What’s Next.
Create opportunities for stretch assignments
While training and coaching prove crucial for successful leadership development, some of the most impactful learning occurs through first-hand experience. Stretch assignments are a powerful tool for developing leaders since they provide opportunities to step out of one’s comfort zone and tackle challenges that foster growth. Cross-functional teams, special projects and mentorship or coaching programmes are excellent examples of stretch assignments and hands-on opportunities that can expand a leader’s skillset.
These assignments expose emerging leaders to new perspectives and responsibilities, helping them develop critical problem-solving, decision-making and interpersonal skills in real-world situations.
Learn what it takes to prepare your leadership team for what’s to come when you download our free guide, Building Exceptional Leaders in Uncertain Times.
Future-proof your organisation by developing effective leaders at every level
Authentic leaders invest in who they are – their values, their intent, their character – as intentionally as they invest in getting results.
– Jennifer Colosimo
Developing leaders is an ongoing, strategic investment that pays dividends for organisations in the form of higher performance, improved employee engagement and long-term success. By identifying high potentials, designing tiered development pathways and creating opportunities for real-world leadership experience, organisations can cultivate a strong pipeline of leaders who are ready to take on greater responsibilities and drive transformation.
When you make leadership development a central part of your organisational strategy, you’ll empower your leaders and teams to thrive in an increasingly complex and competitive world.
Learn more about how FranklinCovey Coaching can act as a strategic lever for growth in a changing world.