Intentional Leadership Development
Cathie Leimbach • September 24, 2024
Most leaders aren’t born with the natural ability to lead well. Effective leaders usually result from intentional leadership development. Here are some helpful strategies for developing the mindset and skills for effective leadership:
- Leaders' Buy-In: Ensure leaders fully understand and support the organization’s strategic objectives and initiatives. Their commitment is crucial for success.
- Time and Resources: Dedicate sufficient time and resources to help potential leaders grow. Investing in their development is key to their success.
- Critical Mass Training: Train a significant number of leaders to create a meaningful impact. A larger group of well-trained leaders can drive positive change more effectively.
- Value-Adding Practices: Focus on leadership practices that add the most value. Prioritize skills and behaviors that benefit the organization the most.
- Experiential Activities: Include hands-on activities that shift mindsets and encourage change. Practical experiences are powerful in fostering growth.
- Measure Impact: Regularly measure the overall impact of leadership development efforts. This helps ensure the strategies are effective and making a difference.
By using these strategies, organizations can cultivate strong and effective leaders.
Most CEOs focus on strategy, systems, and talent. But the biggest driver of performance is already in place: managers. Manager behavior influences about 70% of team engagement and results. What happens in everyday conversations matters more than perks, pay, or policies. Managers either multiply energy or drain it. Clear, supportive managers raise performance. Avoiding, inconsistent managers quietly lower it. The good news? Small habits make a big difference: Clarifying expectations Giving timely feedback Addressing issues early Reinforcing priorities These moments add up. Instead of telling managers to “motivate people,” try asking: Where might expectations be unclear? Where is inconsistency allowed? What conversation is being avoided? When managers improve just a little, results improve a lot. 👉 Join our 60-minute Leadership Conversation to explore how everyday manager habits quietly shape engagement and results.
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.