Tips for Developing Future Leaders

If you're tired of hearing "not yet," start here (Save this) I’ve seen talented, hardworking people get stuck for years in “almost ready” territory. They’re smart. Driven. Respected. And leaders say all the right things: “You’re doing great work.” “You’re definitely on our radar.” “We see your potential.” Then they hear: “𝗜𝘁’𝘀 𝗷𝘂𝘀𝘁 𝗻𝗼𝘁 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝘁𝗶𝗺𝗲.” That’s why I built this 3-part habit framework. To help future leaders stop waiting and start getting promoted with clarity, not guesswork. 🔴 𝗗𝗼𝗻’𝘁 𝘄𝗮𝗶𝘁 𝗳𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗼 𝗰𝗵𝗼𝗼𝘀𝗲 𝘆𝗼𝘂. 𝗦𝘁𝗮𝗿𝘁 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝗻𝗼𝘄. Too many future leaders are told: “Just keep doing great work. Your time will come.” 𝗪𝗿𝗼𝗻𝗴. Doing more work doesn’t get you promoted. Demonstrating readiness does. That starts with showing up differently, right now: ▶ Own outcomes, not just tasks ▶ Speak up in meetings with clarity ▶ Solve problems that aren’t technically “yours” Your title doesn’t make you a leader. But your behavior can prove you’re ready to be one. 🔴 𝗟𝗲𝗮𝗿𝗻 𝘁𝗵𝗲 𝗰𝗵𝗲𝗰𝗸𝗽𝗼𝗶𝗻𝘁𝘀 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗹𝗼𝗼𝗸 𝗳𝗼𝗿. Getting promoted into leadership usually follows an invisible process. Here’s the 3-stage path I coach: 𝗖𝗵𝗲𝗰𝗸𝗽𝗼𝗶𝗻𝘁 𝟭 (𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆): People need to know you exist and notice how you carry yourself under pressure. 𝗖𝗵𝗲𝗰𝗸𝗽𝗼𝗶𝗻𝘁 𝟮 (𝗖𝗿𝗲𝗱𝗶𝗯𝗶𝗹𝗶𝘁𝘆): You consistently deliver, manage up well, and bring ideas forward. 𝗖𝗵𝗲𝗰𝗸𝗽𝗼𝗶𝗻𝘁 𝟯 (𝗧𝗿𝘂𝘀𝘁): Your manager sees you as someone who could lead others, not just yourself. Each one builds on the last. Skip a checkpoint? You stay stuck. 🔴 𝗦𝘁𝗼𝗽 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗹𝗶𝗸𝗲 𝗮𝗻 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲. 𝗦𝘁𝗮𝗿𝘁 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗹𝗶𝗸𝗲 𝗮 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗶𝗲𝗿. The best emerging leaders don’t just get stuff done. They make other people better. They: ▶ Share credit ▶ Coach peers ▶ Protect team bandwidth ▶ Think about culture, not just output This is the part no one tells you: Leadership potential isn’t about doing more, it’s about elevating more. Once you adopt that mindset, everything changes. If you’re stuck in “not yet,” this 3-step path is how you start moving toward “now you’re ready.” And here’s what I’ll leave you with: 𝗬𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝗽𝗲𝗿𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝘁𝗼 𝘀𝘁𝗮𝗿𝘁 𝗯𝗲𝗰𝗼𝗺𝗶𝗻𝗴 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿. Start shaping how you show up. Start making decisions like a leader would. Start learning what will be expected. 𝗔𝗻𝗱 𝗱𝗼 𝗶𝘁 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝘁𝗶𝘁𝗹𝗲 𝗲𝘃𝗲𝗿 𝗰𝗼𝗺𝗲𝘀.

I’ve trained 10,000+ top-performing leaders in the past decade. Every effective leader I work with focuses on these 2 key areas: 1. Clearly Define The Destination An effective leader must create a compelling vision for the future and clearly articulate goals for the team. Do not operate aimlessly. Provide specifics: • A long-range target that’s three years out that rallies the team • No more than three Key Results for the next calendar year • The why for both - make it compelling! Without this clear destination, teams lack purpose and urgency. Defining the destination gives them a shared mission to work towards. 2. Remain Focused On The Controllables Once the destination is set, successful leaders maintain focus on aspects within their control, such as: • Model a no-excuses culture - resist the temptation to blame • Create an environment of trust between teams that foster collaboration • Define the mindset needed to deliver what we outlined in #1 above Avoid wasting energy on uncontrollable external variables. Expect endless obstacles and distractions. Remain steadfastly focused on the controllable factors within your reach. Shape these, and you shape the team's future. In short, leaders of high-performing teams create clarity, alignment, and movement. This focus rallies teams toward achieving a shared vision. With commitment in these two areas, you are on the path to effective leadership. --- If you enjoyed this, download the Syllabus for Lead In 30 - the leadership development training program that transforms leaders in just 30 days: https://www.leadin30.com

3 crucial mindset shifts to make during your leadership transition: 1️⃣ From ‘Me’ to ‘We’: As a leader, it’s no longer just about your personal success; it’s about fostering a collaborative team spirit. Shift your focus from “What can I achieve?” to “How can we succeed together?” 2️⃣ From Task-Oriented to Visionary: While individual contributors excel at tasks, leaders inspire with a vision. Elevate your thinking to see the bigger picture and communicate a compelling direction. 3️⃣ From Doing to Developing: Instead of doing everything yourself, empower your team. Your role is now to guide, mentor, and nurture their growth. When I transitioned from an individual contributor to a people leader I was excited and scared at the same time. Will I do good?, how will I manage certain situations?, what is my style as a leader? Looking back I messed up so many times and I learned that this is part of the journey. I learned to be honest and transparent to build confidence in the team, and I learned to own up to my mistakes. Embracing these shifts will not only make you a more effective leader but also empower your team to shine. Your journey to leadership is a path of growth and impact. #LeadershipDevelopment #LeadershipJourney #FindYourVoice #WomenInLeadership #NatashaTousLeadership #ElevatingLatinaLeaders ------------------------------- 👋🏼 Hi, I’m a Leadership Development strategist helping talent development teams and mid-career women - through leadership workshops - break into executive leadership positions. ✉️ Join me in changing the face of leadership: https://lnkd.in/dbaMVvmb

🚨 Have you noticed a lack of leadership education and training for those who aren't in official leadership roles? 🤔 To Serve and Protect… In law enforcement, leadership is crucial at all levels, not just among those with titles. Reading John Maxwell's books I’ve seen that servant leadership philosophy emphasizing that anyone can be a leader, regardless of their position. 👮♂️👮♀️ To cultivate a strong leadership culture, we need to: 1. 🧠 Encourage a leadership mindset: Leadership is a choice, not a position. Encourage everyone to think like a leader, take initiative, and be proactive. 2. 🎓 Provide leadership training at all levels: Offer workshops, seminars, or mentoring programs focused on key leadership skills to all employees. 3. 🏆 Recognize and reward leadership behaviors: Acknowledge individuals who demonstrate leadership qualities to reinforce the importance of leadership at all levels. 4. 🤝 Foster a culture of servant leadership: Promote a department-wide culture that values serving others, both within the organization and in the community. 5. 🚶♂️ Lead by example: Ensure those in official leadership roles consistently model servant leadership behaviors to set the tone for the entire organization. 6. 💼 Provide opportunities for leadership practice: Give employees chances to lead projects, mentor new hires, or contribute to decision-making processes. 7. 📣 Incorporate leadership principles into daily operations: Make leadership a part of everyday conversations and practices to keep the concept top-of-mind. How can we be expected to lead others when we haven’t learned to lead ourselves? It's time to shift our mindset and embrace servant leadership at all levels. Let's work together to create a culture where everyone has the opportunity to lead and serve. 💪 #ServantLeadership #LawEnforcement #LeadershipDevelopment

Ready for a career hack? Your own success as a leader lies in: Nurturing the success of others. This benefits everyone...including you! Here's why developing future leaders on your team matters: >>>Empowered Team -> Team Success When you help team members grow into leaders, they become more engaged & motivated. Future leaders feel empowered, taking ownership and pride in their work. This motivates the whole team, making them see their roles as vital to the bigger picture. They understand their purpose and how their work contributes to customer's and company success. By delegating and giving ICs an opportunity to step up it allows leaders to spend their time in more productive ways while also allowing the future leaders to be challenged and develop their strengths. >>>Boosted Innovation Developing leaders bring new ideas and skills to the table. They have a unique perspective that when tapped into, allows for better processes and enhanced change management for the whole team. Having diversity of perspective and experiences can also help prevent "group think". >>>Your Growth and Legacy Investing in future leaders leaves a lasting legacy in your organization, carrying your values forward. One of the most fulfilling parts of leadership is hearing from people I worked with years ago and the lasting impacts. Mentoring others sharpens your leadership skills and paves way for your future success and growth. Developing future leaders not only builds up others; it's also a pathway to your own growth and the sustainability of your organization. When you empower others to lead, you're also empowering yourself to reach new heights in your leadership journey because you have someone ready to step into your shoes.