In the rapidly changing business environment marked by uncertainty and complexity, the need for cohesive executive team leadership has never been more crucial. Our latest findings in The Roundtable Report reveal a stark reality: 45% of high-potential leaders are either actively or passively seeking new opportunities due to insufficient growth and development at their current positions.
Senior executives, who often prioritize individual coaching over collective team development, might believe they’ve surpassed the need for further skill enhancement. However, as they transition from functional roles to broader business oversight, the complexity of their challenges increases rather than diminishes. It’s not enough for these leaders to preach development; they must embody it.
The disconnect between what senior leaders advocate and what they practice can lead to a culture of “do as I say, not as I do.” This gap is particularly evident in environments where siloed thinking and unchecked egos prevail, subtly eroding team effectiveness and decision-making capabilities.
To counter job dissatisfaction and turnover among high-potential leaders, it’s imperative that they see their senior leaders actively investing in their own growth. Our research indicates that even a modest increase in satisfaction with development opportunities can significantly reduce the likelihood of these leaders seeking other roles.
Strategic Executive Development for Today’s Leaders
How can senior leaders ensure they are not only adapting to their evolving roles but also setting a standard for leadership across their organization? Reflecting on the following questions during executive meetings can be a start:
- How has increased complexity affected our individual and collective leadership roles?
- Are we living up to the leadership expectations we set for others?
- Do we over-rely on our functional expertise at the expense of broader leadership skills?
- What opportunities exist for cross-functional collaboration?
- Are siloed operations causing missed targets or deadlines?
Addressing these questions can feel uncomfortable, but it’s a critical step toward enhancing the effectiveness of the leadership team.
A strong executive team that performs well together not only achieves collective gains but also stabilizes the organization in challenging times. Ensuring that your top leaders are engaged and committed to their roles is essential for maintaining high performance and organizational health.
We delve deeper into the critical development needs for senior executives in The Roundtable Report on High Potential Leaders. This report provides a comprehensive overview of the challenges faced by the brightest leaders and what they are hesitant to communicate to their superiors.
For leaders looking to create an environment where top talent thrives, consider our tailored team coaching and group coaching services, designed to foster alignment and accountability in today’s dynamic work world.
Download The Roundtable Report on High Potential Leaders, our latest research on understanding a cohort of best and brightest leaders — their biggest challenges and what they hesitate to tell their senior leaders.
Empower your best leaders to thrive—book a call with Liane Taylor and learn how our proven team and group coaching solutions drive alignment, accountability, and resilience in today’s dynamic workplace.
