Developing Future Leaders

Real conversations at work feel rare. Lately, in my work with employees and leaders, I’ve noticed a troubling pattern: real conversations don’t happen. Instead, people get stuck in confrontation, cynicism, or silence. This pattern reminded me of a powerful chart I often use with executives to talk about this. It shows that real conversations—where tough topics are discussed productively—only happen when two things are present: high psychological safety and strong relationships. Too often, teams fall into one of these traps instead: (a) Cynicism (low safety, low relationships)—where skepticism and disengagement take over. (b) Omerta (low safety, high relationships)—where people stay silent to keep the peace. (c) Confrontation (high safety, low relationships)—where people speak up but without trust, so nothing moves forward. There are three practical steps to create real conversations that turn constructive discrepancies into progress: (1) Create a norm of curiosity. Ask, “What am I missing?” instead of assuming you’re right. Curiosity keeps disagreements productive instead of combative. (2) Balance candor with care. Being direct is valuable—but only when paired with genuine respect. People engage when they feel valued, not attacked. (3) Make it safe to challenge ideas. Model the behavior yourself: invite pushback, thank people for disagreeing, and reward those who surface hard truths. When safety is high, people contribute without fear. Where do you see teams getting stuck? What has helped you foster real conversations? #Leadership #PsychologicalSafety #Communication #Trust #Teamwork #Learning #Disagreement

In today's rapidly evolving business landscape, two trends are converging with profound implications: the widespread adoption of generative AI and the development of next-generation leaders. I'm pleased to share a new article I've co-authored with Scott J. Allen, Ph.D. and Brian Fishel where we explore 10 innovative ways organizations can leverage generative AI to enhance leadership development. From personalized learning paths to real-time feedback and scenario-based learning, AI offers exciting possibilities to accelerate the growth of future leaders. However, we emphasize that AI should complement, not replace, human coaching and development efforts. I invite you to read the full article and consider: How effectively is your organization using AI in its high-potential development? What other innovative applications of AI for leadership development would you add to our list?

Leader development doesn't happen just because they show up in an office. Leadership development is a key challenge for many firms, including a lot of hybrid and remote-first organizations that I work with. Managers don't know how to lead distributed teams, leaders who are under pressure to deliver and don't have time to learn, and gaps in who gets mentored -- and who doesn't. Michael Hudson and a team from Hudson Institute of Coaching have a case study on how they helped a global consulting firm build an environment that drove development into how people worked. Highlights below, and you should really read the details -- it's well structured and thought through: 🔸 Structured peer learning: Curated 6 person groups, diverse in experiences, backgrounds, and perspectives; "learning pods that might never have formed organically in a physical office." 🔸 Embedded development: Weekly 15 minute practices to build habits, continual learning and reinforcement. 🔸 Expert-facilitated sessions: Monthly structured forums for group learning and peer conversations. Expert coaches can help you get deeper, faster. 🔸 Competency-Focused Curriculum:  Targeted specific leadership skills, especially around issues like belonging among diverse populations and in distributed teams. Check out the article, linked in comments. Also, I'd personally recommend Hudson Institute of Coaching. I found their LifeForward program to be immensely impactful, and know a number of incredible certified coaches who have been through their program. #Leadership #Development #Coaching #Coach #FutureOfWork

Rethinking Entry-Level Hiring: Focus on Potential, Not Just Experience (What your workforce really needs from you) Experience isn't born overnight. It doesn’t materialize from thin air. In today's market, leadership isn’t about demanding prior experience. It’s about nurturing future talent. Here’s how forward-thinking organizations are shifting their approach: 1️⃣ Recognize the Potential Gap Demanding years of experience for entry-level roles creates a barrier. ➜ Acknowledge the current hiring paradox. ➜ Understand the frustration of fresh graduates. ➜ Focus on the skills that can be developed. Open doors, don't build walls. 2️⃣ Value Attitude and Adaptability Years on a résumé don’t guarantee success. Mindset does. ➜ Prioritize a candidate’s willingness to learn. ➜ Look for adaptability in a changing market. ➜ See beyond the paper and into the person. Potential outshines past experience. 3️⃣ Invest in Mentorship and Training Every expert was once a beginner. Build the foundation. ➜ Provide structured mentorship programs. ➜ Offer continuous training and development. ➜ Create opportunities for hands-on learning. Growth is a two-way investment. 4️⃣ Foster an Inclusive Hiring Culture Opportunity shouldn’t be a privilege. It should be a standard. ➜ Break down traditional hiring biases. ➜ Value diverse backgrounds and perspectives. ➜ Create a level playing field for all candidates. Inclusion breeds innovation. 5️⃣ Prioritize Skill-Building Skills are the currency of the future. Invest wisely. ➜ Focus on transferable skills over specific experience. ➜ Identify core competencies and develop them. ➜ Create a culture of continuous learning. Skills grow with opportunity. 6️⃣ Focus on Long-Term Success Short-term experience vs. long-term growth. Choose wisely. ➜ Build a pipeline of future leaders. ➜ Invest in the longevity of your workforce. ➜ Cultivate talent for sustainable success. Future-proof your team. 7️⃣ Leadership is Investing, Not Just Expecting True leadership isn’t about demanding expertise. It’s about building it. ➜ Absorb the initial training burden. ➜ Offer guidance, not just requirements. ➜ Build an environment where potential thrives. Your team will remember the organization that invested in them. Guide them forward. Build their future. Because leadership isn’t about finding perfect candidates. It’s about creating them. Image credit: George Stern

An open door means nothing if people don't feel safe walking through it. Most leaders struggle with team communication. Not because they're bad leaders— But because they mistake silence for everything being fine. Silence hides your biggest risks. If you see even one of these signals, pay attention: 1. The sudden drop in questions → When "any questions?" gets zero response That's fear, not clarity 2. The quick "yes" to every proposal → When pushback disappears overnight You've lost the real conversations 3. The "everything's fine" updates → When status reports are too perfect Problems are hiding in plain sight 4. The private back-channels → When feedback comes through others Direct trust is broken 5. The missing disagreements → When was the last time someone challenged you? Harmony isn't always healthy Here's what actually works: 1. Ask Better Questions → Not: "How's everything going?" → But: "What obstacle should I know about?" → And: "What would you do differently?" 2. Create Multiple Channels → Schedule skip-level meetings → Set up anonymous feedback loops → Use async channels for timely inputs 3. Go Where They Are → Walk the floor (or virtual rooms) → Join project channels → Show up in their space, not yours → Engage with those whom you haven't heard from Most importantly: Act on what you hear—even if you disagree. Nothing kills trust faster than ignored input. When people see their input matters, they'll give you more of it. Leadership is active, not passive. Stop waiting. Start seeking. 💬 Leaders: What other listening mechanisms work for you? ---- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts

Why oversimplified images about leadership miss the mark in 2025 We’ve all seen leadership diagrams like this one from Pinterest, which lists integrity, empathy, drive, and respect as the keys to leadership. These are important, but let’s be honest → in 2025, this is just the starting line. According to LinkedIn’s Future of Skills and Skills on the Rise reports, the most in-demand leadership skills now include AI literacy, adaptability, digital agility, and a growth mindset. Korn Ferry’s 2025 leadership trends echo this: leaders today must drive innovation, create psychological safety, and build inclusive, purpose-driven cultures—none of which show up in oversimplified diagrams. How should this diagram be updated? Add... → AI & digital fluency → Adaptability → Curiosity → Inclusivity → Purpose-driven vision Show leadership as a dynamic, social process—LESS about static traits, MORE about creating direction, alignment, and commitment across teams. Leadership in 2025 is about guiding people through uncertainty, leveraging technology, and fostering cultures where innovation and diverse perspectives thrive. It’s not just about being respected—it’s about empowering others to act, adapt, and grow. Your title doesn’t make you a leader. Neither does checking off a list of virtues. Let’s move beyond feel-good graphics and demand more from ourselves and our leaders. Coaching can help; let's chat. | Joshua Miller Sources: LinkedIn Future of Skills Report LinkedIn Skills on the Rise 2025 Korn Ferry Top Leadership Trends 2025 #ExecutiveCoaching #Leadership #FutureOfWork #Skills2025 #AI

8 rare traits I see in every high-performing leader: I've coached 200+ leaders from companies worldwide. It's not just their strategy and execution that matter. It's the intangibles that often make the biggest impact. Here's what I've seen that sets the best ones apart: 1. Empathetic Strength – They forge deep connections, understanding their teams well beyond the surface. 2. Insatiable Curiosity – Always learning, they're in a constant state of evolution and growth. 3. Adaptive Resilience – Like water, they flow around obstacles with ease. They always find a way forward. 4. Infectious Optimism – Their positive energy not only makes work fun, it elevates everyone around them. 5. Unwavering Integrity – They're true to their word. Building trust is the cornerstone of their leadership. 6. Passionate Drive – It's the journey that thrills them. They're always setting their sights higher. 7. Straight-Up Accountability – Leading by example, they take ownership and inspire others to do the same. 8. Humble Confidence – They know their worth but don't overshadow others. They let their team shine. Great leaders are made, not born. Reflect on these traits. Which do you see in yourself? Which ones will you develop? The best time to start is now. P.S. What's the most important trait of a leader? ___________ If you found this helpful, repost ♻️ to share with others. Thanks! And follow Nihar Chhaya, MBA, MCC for more leadership tips.

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝘄𝗼𝗻’𝘁 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝘁𝗵𝗶𝘀 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗳𝗮𝗰𝘁𝗼𝗿: 𝗔𝗱𝘃𝗼𝗰𝗮𝗰𝘆. Too often, high-potential talent doesn’t advance—not because they lack ability, but because no one is championing them. 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 𝗶𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲. 𝗜𝘁’𝘀 𝗽𝗲𝗿𝗰𝗲𝗽𝘁𝗶𝗼𝗻, 𝗮𝗱𝘃𝗼𝗰𝗮𝗰𝘆, 𝗮𝗻𝗱 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆. Organizations don’t just need better leadership development programs—they need better advocacy cultures. 𝗔𝗱𝘃𝗼𝗰𝗮𝗰𝘆 𝗵𝗮𝘀 𝘁𝗵𝗿𝗲𝗲 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗲𝗹𝗲𝗺𝗲𝗻𝘁𝘀: - 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 – Ensuring talented leaders are seen at the right time by the right people. If no one sees their impact, they will be overlooked. - 𝗥𝗲𝗹𝗲𝘃𝗮𝗻𝗰𝗲 – Connecting their strengths to what the business values most. If contributions don’t resonate, they won’t gain traction. - 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 – Ensuring their value is acknowledged and rewarded. Without this, even high-potential leaders stagnate. HR leaders and senior executives play a critical role in shaping this advocacy culture. Leadership development isn’t just a process—it’s a strategic investment in visibility, relevance, and recognition. Over the years, I’ve worked with leaders on the verge of being overlooked—not due to lack of skill, but because they weren’t positioned for success. Coaching isn’t just about skill-building; it’s about navigating perception, influencing narrative, and aligning strengths with what the organization values most. In my Harvard Business Review article on advocating for your best people, I explored how leaders who champion their employees build a reputation as effective talent developers, which can positively impact their own career progression as well. Great organizations don’t just identify talent—they champion them. That work starts with #HR and senior leaders willing to challenge outdated definitions of leadership success. Who has helped champion your success—and how are you paying that forward? Link to article in first comment 🔗 #ExecutiveCoaching #LeadershipDevelopment #OrdinaryResilience #CHRO #HRLeadership #OrganizationalCulture #HighStakesLeadership #PerceptionMatters #StrategicInfluence

In my conversations with the top C-suite leaders, one thing often comes up: the hesitation and fear to step into personal branding. I hear things like: “What if I look self-promotional?” “I’m too busy running the company.” “My work should speak for itself.” But here’s the truth I share with my clients: You’re not just competing for market share, you’re competing for attention. And in a world where 82% of people trust leaders who have a visible presence online (LinkedIn, Edelman Trust Barometer), staying invisible is no longer an option. Here’s why personal branding is non-negotiable for high-authority leaders: 1️⃣ People trust leaders, not logos. Your corporate brand can only go so far. Studies show that 76% of executives are more likely to trust a company led by a CEO they recognize and respect (Harvard Business Review). By building your personal brand, you humanize your business and earn the trust of stakeholders, employees, and even investors. 2️⃣ Your influence can attract top talent. Nearly 50% of employees say they research a company leader’s social presence before deciding to join (Glassdoor). Personal branding doesn’t just help you attract customers—it’s a magnet for the best and brightest talent. 3️⃣ A strong personal brand is crisis insurance. Think about it: When a crisis hits, would you rather be an anonymous figure scrambling to explain yourself or a respected thought leader people already trust? Leaders with strong personal brands have an edge in controlling the narrative. 4️⃣ You’re already being Googled: control what they see. Like it or not, 71% of professionals Google their leaders (Forbes). If your online presence is nonexistent or outdated, you’re missing a huge opportunity to tell your story your way. I tell them: Personal branding isn’t about self-promotion, it’s about leadership. Here’s how you can start: 1. Share your expertise. Write LinkedIn posts or articles about the challenges your industry is facing and how you’re solving them. Thought leadership builds authority. 2. Show your values. Highlight causes or initiatives you care about. Employees and customers want to align with leaders who stand for something bigger than profits. 3. Be visible but authentic. It’s not about perfection—it’s about being relatable. Share stories from your leadership journey, lessons learned, and even failures. If you’re afraid of personal branding, here’s the truth: Your reputation isn’t optional, it’s already being built, with or without you. The question is, will you own it or let others decide it for you? The leaders dominating their industries today aren’t just experts in their fields- they’re visible, trusted, and human. And when you build your personal brand, you’re not just investing in yourself. You’re building credibility, trust, and opportunities for your company. Are you ready to take control of your narrative? #Leadership #PersonalBranding #Headhunting #ExecutiveHiring #Growth