When things get busy, it’s easy to default to a sink-or-swim approach to developing the next generation of leaders. I remember being “prepared” for a more senior leadership role by being handed a thick policy book and told, “You’ll do great.” While I appreciated the vote of confidence, a sole on-the-job training approach is inefficient and may yield disappointing results.

If you are a senior leader, how do you set new subordinate leaders up for success? If you are a subordinate leader, what might you seek out? A combination of regular feedback, formal mentorship, and executive coaching can help leaders thrive more quickly in new, expanded roles.

As an executive coach, I LOVE doing my part here. After just seven sessions over a four- month period, a recent client shared feeling “more grounded, decisive, and effective as a leader.” Seeing leaders achieve results like that is my WHY.