In today’s high-stakes, high-speed business world, the pressure on senior leaders to deliver results has never been greater. The rapid pace of change, shifting market dynamics, and relentless complexity mean that leadership is no longer about having all the answers—it’s about learning how to ask the right questions and adapting alongside your team.
Yet, our latest research in The Roundtable Report on High Potential Leaders exposes a concerning disconnect: while organizations invest heavily in developing their high-potential talent, many senior executives still operate under the assumption that leadership development is something that happens below them, rather than with them. This mindset is not only outdated—it’s actively working against the engagement and retention of top talent.
The numbers tell the story: 45% of high-potential leaders are either actively or passively looking for opportunities elsewhere because they don’t see sufficient growth and development in their current roles. And here’s the kicker—leaders don’t just want development for themselves. They want to see you—their senior executives—leaning into your own growth as well.
The Leadership Learning Gap: What’s at Stake?
Too often, executive coaching focuses on individual performance rather than team-based development. The problem? When senior leaders don’t visibly embrace continuous learning, they unintentionally reinforce a culture where development feels optional rather than essential. This fosters a “do as I say, not as I do” mentality that erodes trust, engagement, and collective impact.
When senior leaders operate in silos—relying on outdated expertise rather than evolving their leadership skills—they create environments where high-potential leaders struggle to find alignment, collaboration stagnates, and decision-making becomes reactive rather than strategic. High performers quickly recognize this disconnect, and when they don’t see a commitment to growth from the top, they start looking for places where development is embedded in the culture.
The Shift: From Individual Development to Collective Growth
So, how can senior executives ensure they are not just talking about leadership development but actually living it? Start with these five critical reflections:
- How is increased complexity shifting our leadership approach—individually and collectively?
- Are we modeling the leadership behaviors we expect from others?
- Are we overly reliant on our past expertise instead of developing new skills for today’s challenges?
- Where do we have opportunities for greater cross-functional collaboration?
- Are we unintentionally reinforcing silos that limit our ability to execute and adapt?
Having these conversations at the executive level isn’t just a “nice-to-have”—it’s essential for building a leadership culture that thrives in uncertainty. When senior teams invest in their own learning, they create an environment where adaptation, innovation, and resilience become the norm.
The Competitive Advantage of Executive Team Development
Our research shows that even modest increases in satisfaction with development opportunities can significantly reduce turnover among high-potential leaders. The key? Shifting from an individualistic approach to development toward one that embraces collective learning.
Investing in team coaching, group learning experiences, and peer-driven leadership development isn’t just about skill-building—it’s about reinforcing that leadership is a shared responsibility. A high-performing executive team that learns together doesn’t just improve its own effectiveness; it stabilizes the entire organization and fosters a culture of adaptability.
Time to Walk the Talk
If your top leaders aren’t thriving, your organization isn’t thriving. The best and brightest talent wants to learn from those who are continuously evolving, not from those who believe they’ve already arrived. The Roundtable Report on High Potential Leaders makes it clear: leadership is a game of continuous improvement, and it starts at the top.
Are you ready to build a culture where leadership development isn’t just something you expect from others, but something you actively invest in yourself? Let’s talk.
Download The Roundtable Report on High Potential Leaders to dive deeper into the insights shaping the future of leadership. And if you’re serious about taking action, connect with us to explore how team and group coaching can help you unlock alignment, accountability, and impact at the executive level.
