In his best-selling book The Magic of Thinking Big, Dr. David J. Schwartz shares the story of helping a friend choose a new sales manager for his fast-growing business. He observed three candidates under the guise of being a marketing consultant. Two of them were content with the status quo and uninterested in change. The third was brimming with ideas and excited to share them. Unsurprisingly, Schwartz recommended the third candidate.
This example illustrates how leadership potential isn’t always about tenure—it’s about mindset. When leadership development isn’t intentional, businesses risk promoting based on familiarity rather than true capability.
Leadership vs. Management: What’s the Difference?
Leadership and management are not interchangeable. Leaders inspire, influence, and guide people toward a shared vision. Managers oversee tasks, processes, and performance. You need both, but developing leaders requires different tools and goals.
That’s why setting leadership development goals is so important. These goals help future leaders strengthen emotional intelligence, strategic thinking, and communication—all critical to business success. Combine these goals with a clear leadership development framework, and you have the structure needed to grow talent from within.
Building Effective Leadership Teams
When forming a leadership team, don’t limit your selection to department heads. Look for people who reflect your organization’s mission, vision, and values. These individuals are more likely to take ownership and lead with purpose.
And don’t forget innovation. As Dr. Schwartz’s story highlights, leadership development should encourage fresh thinking. Seek out employees who embrace change and express new ideas—especially those who are also a strong cultural fit.
Try using leadership development tools to assess these attributes. Tools such as 360-degree feedback, personality assessments, and leadership simulations offer valuable insights into a person’s leadership potential.
Leadership Development Goals and Action Plan Examples
To shape well-rounded leaders, set goals that address both people and business skills. For example:
- Improve cross-functional collaboration
- Develop stronger decision-making skills
- Increase confidence in giving feedback
- Learn to lead with emotional intelligence
Pair each goal with action steps. For instance, assign a course on emotional intelligence and follow up with peer coaching sessions. These leadership development goals and action plan examples help turn good intentions into measurable progress.
Activities for Leadership Development
Great leaders aren’t just born—they’re shaped through experience. Incorporate practical, hands-on activities for leadership development, such as:
- Role-play scenarios
- Team challenges
- Job shadowing senior leaders
- Leading short-term projects
Interactive activities help future leaders build confidence and apply what they’ve learned in real-world situations.
Leadership Development Through Mentoring
Mentorship is one of the most powerful strategies for leadership growth. Leadership development through mentoring allows emerging leaders to learn directly from seasoned professionals. This relationship encourages reflection, feedback, and skill transfer in a way that feels personal and impactful.
Pair experienced leaders with rising talent for structured mentoring programs. This can also be an opportunity to diversify your leadership pipeline.
What to Look for in Future Leaders
You’re looking for leadership potential in four key areas: business acumen, analytical ability, creativity, and people skills. These traits are foundational to driving performance and cultivating a positive work environment.
Don’t just look for people who think like current leaders. As Patton said, “If everyone is thinking alike, then somebody isn’t thinking.” Diverse thinking leads to stronger strategies and innovation.
Characteristics of Strong Leaders and Managers
Strong leaders exhibit:
- Integrity
- Clear vision
- Enthusiasm
- Communication skills
- Strategic mindset
Strong managers show:
- People-first focus
- Ability to direct workload
- Strong process management
- Goal-driven execution
One person may not have every trait, so build a balanced team with complementary strengths.
Developing Future Leaders Starts Now
Leadership development isn’t just for executives. Building a strong pipeline through middle management is key to long-term success. Incorporate a structured leadership development framework and ensure your leadership development plan includes succession planning.
The BizLibrary Collection includes training content for every stage of leadership growth—from emerging leaders to seasoned executives. You’ll find resources on emotional intelligence, communication, team building, and more. These programs can be assigned, tracked, and supported by your HR or L&D team.
With intentional development, practical tools, and a mindset focused on the future, you can create a leadership team that’s ready to meet tomorrow’s challenges—and take your organization to the next level.
