“My people won’t solve their own problems!”

This is something I’ve heard from leaders.  What they are really saying is “I need my people to think more like leaders.”   Developing people to be leaders takes time and is a big topic—so big that I’ve created an entire leadership roundtable series dedicated to it. However, in this post, I want to share three practical strategies that you can implement immediately to cultivate leadership within your team.

Why does this matter? Because if you’re only developing followers—people who simply execute instructions—then your organization becomes fragile. What happens when you’re gone? True success comes from building leaders—people who can solve problems, make decisions, and lead others. That’s how an organization grows sustainably, even in your absence.

Formally Develop Leaders

The first strategy is to intentionally and formally create an environment for leadership development. This could look like one-on-one coaching, leadership training workshops, or scheduled development conversations with your team. You might offer training on communication, emotional intelligence, strategic thinking, or conflict resolution.

At Wheeler Coaching, I often partner with organizations to lead regular sessions that create a consistent rhythm of growth and reflection for emerging leaders. This kind of structured investment is a powerful way to elevate your team’s capacity to lead.

Develop Leaders Informally Through Experience

Not all learning comes from formal training. One of the most effective ways to develop leaders is through real-life learning moments. Consider the famous story of an IBM employee who made a multi-million-dollar mistake. Expecting to be fired, he came to the CEO with his resignation. But the CEO responded, “Why would I fire you? I just spent millions of dollars on your education.”

Mistakes are powerful teachers. When you create a culture where people are allowed to fail, reflect, and grow—rather than fear punishment—you’re building resilient, thoughtful leaders. Use these moments to coach and mentor, helping team members turn setbacks into stepping stones.

Strategically Develop Future Leaders

Finally, be intentional and strategic in identifying and nurturing future leaders. Maybe there’s someone on your team who stands out—they’re humble, hungry, and people-smart, as Patrick Lencioni would say. They show initiative, listen well, and demonstrate leadership potential.

Give that person a project. See how they handle responsibility. Coach them through the process. If they succeed, give them more. Gradually increase their leadership responsibilities and exposure to different areas of your organization. Let them observe and learn from other strong leaders. This strategic development plan helps you cultivate the next wave of leadership from within.

These three approaches—formal, informal, and strategic—are foundational for creating a culture of leadership development. And the best part? You don’t have to wait. You can begin implementing them today.

Want more support in building leaders within your organization? I’d love to connect. Take the free leadership assessment here, and contact me if you want to explore ways to partner in developing leaders within your organization.  Let’s keep growing—because as we grow, so do the leaders around us.  Lead Well!

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