plan. You assume that your best employees will want to stay with you and that they can learn everything they need to know on the fly. Sometimes that works…. until it doesn’t. Leaving it up to chance isn’t enough anymore. You need to get your leadership bench in gear if you want to grow or scale your business in 2026 and beyond. Give some deep thought to these three questions: Does your company culture truly support leadership development? If not, the risk is huge. When top management invests in its potential C-Suite leaders up front, it makes a huge difference to the performance of your business. Plus, your employees can see it and feel it. If you want your best performers and rising stars to stay, your opportunity to help them grow and develop through executive coaching is key. Which potential leaders need development? I’d say that everybody does! Consider what leaders you need now and who can help with strategic changes. Remember to always think two positions down the line. What leadership competencies are critical? What do your best leaders look like? What do you need from them in order to fulfil their role effectively? Once you know the answers to these questions, then you can assess who you already have in place, who needs additional training and development, or who else you need to hire into the business. With business moving at such a fast-pace you can’t risk investing in a lacklustre leadership team, or hiring managers based on their management performance and expecting them to be great leaders naturally.
RkJQdWJsaXNoZXIy MTUyMDQwMA==