Insight

DEVELOPING THE NEXT GENERATION OF LEADERS

EGC • December 28, 2018

Successful leaders know that people development is a critical aspect of their role, allowing them to foster a culture of improvement, engagement and growth within teams. In an effort to drive innovation and higher performance, nurturing the abilities that make great leaders means providing a springboard to help people to step up when needed.


With this in mind, here are our tips for how to identify future leaders, as well as some key strategies for developing leaders in the workplace and enabling them to reach their full potential.


How to Spot a Future Leader


Developing skills for a future leadership role starts with specific initiatives that are focused around the people who will benefit from them the most. But how do you identify those in your organisation with the capacity to succeed? There are several key leadership qualities to look out for, including:


A Collaborative Mindset


One of the most important skills for future leaders to have, is the ability to encourage teamwork and buy-in from the rest of the employees. They don’t just take control from afar, but actively drive collaboration by working well within the team. When identifying future leaders, look for people who cooperate effectively to achieve a positive outcome and bring out the best in others.


Strong Communication and Interpersonal Abilities


Leaders need to connect with people across all levels of the organisation, from individuals in a department through to senior managers and stakeholders. It’s essential that they are natural mediators centred on building relationships and interacting diplomatically, especially in challenging situations. Consequently, a flexible communication style that adapts to various circumstances and people is one of the most valuable leadership skills to have. To spot a potential leader, pay attention to how they communicate with team members and external vendors, as well as in meetings. Are they the person people go to for help or advice? How do others respond to their communication style?


Initiative and the Ability to Work Autonomously


Before you begin leadership development, take note of people who are proactive in their approach to work. Those who tackle issues head on often make great leaders. They are confident enough to work autonomously with little supervision and take ownership of tasks assigned to them. Accountability is an important characteristic to keep an eye out for.


Excellent Time Management Skills


Leaders are swarmed with daily responsibilities that keep their schedules overloaded and are often charged with juggling multiple projects simultaneously. Effective managers utilise their time management expertise to maximise opportunities and accomplish their objectives. Employees who can multitask, prioritise work and who manage their time well are worth considering for leadership development. They may also have demonstrated strategies to deal with stress in high-pressured environments.


Ways to Develop Future Leaders


Actively developing skills for future leadership is one of the most important steps for future proofing your organisation. Once you have identified the people who possess the right characteristics, here are some strategies to help nurture and cultivate them:


Widen their Scope and Responsibilities


Good leaders have a thorough appreciation of all areas of a business, not just their own department. Encourage a broader understanding of not only the company but the industry as a whole, as well as how the organisation can fit into future markets. The best way for high potential employees to learn is through gaining hands-on experience by taking on greater authority and challenging assignments. Keep in mind the importance of allowing them to make mistakes, as failures offer valuable lessons that add new skills and help them avoid making the same errors in the future.


Provide Training and Mentorship


Aspiring leaders can benefit significantly from the knowledge, guidance and experience of seasoned veterans. Appoint mentors who can offer relevant advice for future leaders and who are readily available to guide them in the learning process. It’s key that they are not a direct manager of the employee, as the relationship needs to be one of trust and confidence. Retired executives, current business leaders or external professionals are some possible choices.


Keep them Motivated


You’ve ascertained how to identify future leaders and groomed the right person for the role. However, there is no suitable position available. There will be times when the staff you have mentored are ready to move up but are faced with limited opportunities. Leadership positions can be rare, so it’s important to keep them motivated and engaged or you may risk losing them. Where possible, it’s worthwhile considering an internal transfer or secondment position where they can utilise some their new skills. Working on a special project or coaching other team members are also good alternatives until a leadership role becomes available.


Above all, let your future leader know how they are performing and offer praise and critique to guide them along their journey. Feedback is not only motivating but will also diagnose any issues earlier on.


Summary


Developing leaders in the workplace is an essential part of succession planning for any organisation. Companies that don’t engender a culture of leadership growth from within stand the risk of being at a serious disadvantage in the competitive market place. They must actively identify future leaders and galvanise strategies such as those discussed here to nurture and develop that potential. This is what separates truly great businesses from all the rest.


What are some of the ways your organisation develops its future leaders? We’d love to hear from you.

Share This Article

Recent Articles

By Sarah McCandless June 11, 2025
Enterprises operate under continuous pressure to drive innovation, scale operations and respond effectively to evolving technologies, market dynamics and regulatory requirements. Successfully managing this complexity demands seasoned, strategic IT leadership—precisely what fractional IT leadership provides. What Is Fractional IT Leadership? Fractional IT leadership refers to experienced CIOs, CTOs and senior IT executives who engage with organisations on a part-time, project-based or interim basis. Unlike traditional full-time hires, fractional leaders provide targeted expertise and strategic guidance aligned with your immediate priorities and long-term goals. This flexible model allows businesses to access top-tier leadership without the full-time overhead. Meeting Market Demands with Agile IT Leadership Technology innovation and digital disruption continue at breakneck speed. Businesses must rapidly pivot IT strategies, embrace cloud migration, enhance cybersecurity and integrate increasingly complex systems. All while managing budgets and talent shortages. Achieving this demands IT leadership that can respond swiftly and decisively, steering transformation initiatives with clarity and confidence. Engaging fractional IT leaders brings a range of strategic advantages: Access to senior expertise: Gain insights from seasoned professionals with diverse industry backgrounds and proven track records. Cost efficiency: Avoid the expense and commitment of full-time executive roles, paying only for the leadership you need. Scalability: Scale leadership involvement up or down as your projects and priorities evolve. Accelerated execution: Drive faster decision-making and execution of critical digital initiatives. Risk mitigation: Leverage expert guidance on governance, security and compliance to reduce operational risks. How Enterprise Group Consulting Supports Fractional Leadership At Enterprise Group Consulting , we provide a curated network of senior IT leaders ready to engage flexibly with your organisation. Whether you need interim leadership to guide a transformation, niche expertise to augment your team, or ongoing part-time CIO support, we tailor our solutions to fit your strategic needs. Our approach ensures seamless collaboration with your internal teams to deliver measurable outcomes. To successfully engage fractional IT leadership, consider these steps: Define clear objectives and the scope of leadership involvement. Establish measurable success criteria to track progress. Ensure cultural and strategic alignment between fractional leaders and your organisation. Plan for integration with existing teams to maximise impact. Ready to explore how fractional IT leadership can transform your IT strategy? Contact us to learn more about our leadership solutions tailored to your business goals.
A group of chess pieces are connected to each other on a table.
By Sarah McCandless April 29, 2025
At Enterprise Group Consulting (EGC), we know a tough truth: not every project, hire or operational strategy deserves infinite perseverance. Sometimes the smartest move isn't to push harder — it’s to pause, rethink and pivot. The line between persistence and sunk-cost stubbornness can get blurry. Leaders often find themselves asking: Should we keep going? Or is it time to change direction? Projects: Progress vs. Stagnation Every project hits speed bumps. But when challenges turn into chronic roadblocks — missed deadlines, scope creep without end, endless rounds of "re-scoping" — it might not be about effort anymore. It might be about fit.  Signs it’s time to pivot: The original business problem no longer exists (or has shifted) Team engagement has plummeted beyond repair Costs are ballooning with no path to ROI.
A man and a woman are standing in an office looking at a tablet.
By Kara Porter April 3, 2025
Spoiler: It’s not more strategy documents or inspirational speeches.
By Sarah McCandless March 7, 2025
Leaders are told to give feedback regularly, but many struggle to do it effectively. And when the tables are turned, receiving feedback can be just as uncomfortable. But why? What makes something so essential to growth so difficult to master?
By Sarah McCandless February 10, 2025
Active listening - the ability to fully understand, engage with, and respond thoughtfully - has the potential to transform workplace relationships, enhance team performance, and cause meaningful change.
By Sarah McCandless January 2, 2025
Onboarding has always been a critical part of employee engagement and retention. But as hybrid and remote work environments become the norm, traditional onboarding practices are falling short. In 2025, the most successful organisations will be those that reimagine their onboarding processes to reflect the realities of a flexible workplace while encouraging connection, culture, and productivity.
By Sarah McCandless December 4, 2024
As the year draws to a close, it’s natural to focus on planning for the next one. But before you dive in head first to setting goals and strategies for 2025, there’s great value in pausing to reflect on the past year.
By Sarah McCandless November 14, 2024
For many years, companies have treated sustainability as a matter of compliance, ticking boxes to meet environmental regulations and corporate social responsibility targets. But in 2024, we’re seeing a major shift: sustainability has evolved from a regulatory obligation into a key
By Sarah McCandless October 8, 2024
Without the natural interactions that happen in an office setting, leaders need to rethink how they build trust and engagement in a digital environment. The good news? Building trust remotely is absolutely achievable, but it requires a different playbook - one that focuses on transparency, communication, and autonomy.
Women-Owned Businesses
By Sarah McCandless September 2, 2024
In this blog, we’ll explore the impact of women-owned businesses, the unique challenges they face, and how supporting these enterprises can lead to a more inclusive and prosperous future for all.
Show More

Archive

By Sarah McCandless June 11, 2025
Enterprises operate under continuous pressure to drive innovation, scale operations and respond effectively to evolving technologies, market dynamics and regulatory requirements. Successfully managing this complexity demands seasoned, strategic IT leadership—precisely what fractional IT leadership provides. What Is Fractional IT Leadership? Fractional IT leadership refers to experienced CIOs, CTOs and senior IT executives who engage with organisations on a part-time, project-based or interim basis. Unlike traditional full-time hires, fractional leaders provide targeted expertise and strategic guidance aligned with your immediate priorities and long-term goals. This flexible model allows businesses to access top-tier leadership without the full-time overhead. Meeting Market Demands with Agile IT Leadership Technology innovation and digital disruption continue at breakneck speed. Businesses must rapidly pivot IT strategies, embrace cloud migration, enhance cybersecurity and integrate increasingly complex systems. All while managing budgets and talent shortages. Achieving this demands IT leadership that can respond swiftly and decisively, steering transformation initiatives with clarity and confidence. Engaging fractional IT leaders brings a range of strategic advantages: Access to senior expertise: Gain insights from seasoned professionals with diverse industry backgrounds and proven track records. Cost efficiency: Avoid the expense and commitment of full-time executive roles, paying only for the leadership you need. Scalability: Scale leadership involvement up or down as your projects and priorities evolve. Accelerated execution: Drive faster decision-making and execution of critical digital initiatives. Risk mitigation: Leverage expert guidance on governance, security and compliance to reduce operational risks. How Enterprise Group Consulting Supports Fractional Leadership At Enterprise Group Consulting , we provide a curated network of senior IT leaders ready to engage flexibly with your organisation. Whether you need interim leadership to guide a transformation, niche expertise to augment your team, or ongoing part-time CIO support, we tailor our solutions to fit your strategic needs. Our approach ensures seamless collaboration with your internal teams to deliver measurable outcomes. To successfully engage fractional IT leadership, consider these steps: Define clear objectives and the scope of leadership involvement. Establish measurable success criteria to track progress. Ensure cultural and strategic alignment between fractional leaders and your organisation. Plan for integration with existing teams to maximise impact. Ready to explore how fractional IT leadership can transform your IT strategy? Contact us to learn more about our leadership solutions tailored to your business goals.
A group of chess pieces are connected to each other on a table.
By Sarah McCandless April 29, 2025
At Enterprise Group Consulting (EGC), we know a tough truth: not every project, hire or operational strategy deserves infinite perseverance. Sometimes the smartest move isn't to push harder — it’s to pause, rethink and pivot. The line between persistence and sunk-cost stubbornness can get blurry. Leaders often find themselves asking: Should we keep going? Or is it time to change direction? Projects: Progress vs. Stagnation Every project hits speed bumps. But when challenges turn into chronic roadblocks — missed deadlines, scope creep without end, endless rounds of "re-scoping" — it might not be about effort anymore. It might be about fit.  Signs it’s time to pivot: The original business problem no longer exists (or has shifted) Team engagement has plummeted beyond repair Costs are ballooning with no path to ROI.
A man and a woman are standing in an office looking at a tablet.
By Kara Porter April 3, 2025
Spoiler: It’s not more strategy documents or inspirational speeches.
By Sarah McCandless March 7, 2025
Leaders are told to give feedback regularly, but many struggle to do it effectively. And when the tables are turned, receiving feedback can be just as uncomfortable. But why? What makes something so essential to growth so difficult to master?
By Sarah McCandless February 10, 2025
Active listening - the ability to fully understand, engage with, and respond thoughtfully - has the potential to transform workplace relationships, enhance team performance, and cause meaningful change.
By Sarah McCandless January 2, 2025
Onboarding has always been a critical part of employee engagement and retention. But as hybrid and remote work environments become the norm, traditional onboarding practices are falling short. In 2025, the most successful organisations will be those that reimagine their onboarding processes to reflect the realities of a flexible workplace while encouraging connection, culture, and productivity.
By Sarah McCandless December 4, 2024
As the year draws to a close, it’s natural to focus on planning for the next one. But before you dive in head first to setting goals and strategies for 2025, there’s great value in pausing to reflect on the past year.
By Sarah McCandless November 14, 2024
For many years, companies have treated sustainability as a matter of compliance, ticking boxes to meet environmental regulations and corporate social responsibility targets. But in 2024, we’re seeing a major shift: sustainability has evolved from a regulatory obligation into a key
By Sarah McCandless October 8, 2024
Without the natural interactions that happen in an office setting, leaders need to rethink how they build trust and engagement in a digital environment. The good news? Building trust remotely is absolutely achievable, but it requires a different playbook - one that focuses on transparency, communication, and autonomy.
Women-Owned Businesses
By Sarah McCandless September 2, 2024
In this blog, we’ll explore the impact of women-owned businesses, the unique challenges they face, and how supporting these enterprises can lead to a more inclusive and prosperous future for all.
More Posts