Who is next, and are they ready?
Who is NEXT?
Let's dig into building leadership capacity before you need it.
Here's something I see in organizations of all sizes. We identify talented people, give them more responsibility, promote them into management, and hope they'll figure out how to lead others along the way.
Sometimes they do. Other times, we've just taken a really talented individual contributor and made them responsible for ten other people. And then we wonder why the entire team is struggling. We know better, don't we? But we still do it.
Being great at your job and being great at developing others are two very different capabilities. And as organizations grow, change, merge, or prepare for leadership transitions, that distinction becomes increasingly important.
Leadership development isn't just about preparing someone for their next position. It's about building the capacity of the entire organization.
That takes more than a training program, a succession chart, or an annual conversation about who's ready for promotion. It requires intentional, everyday leadership development, woven into how the organization actually operates.
It means giving people opportunities to make decisions, exercise judgment, navigate difficult conversations, and occasionally get something wrong while they still have someone to help them learn from it.
And it requires experienced leaders to loosen their grip a little. Or a lot.
Not always easy when you know you could get something done faster yourself. (And probably better, too. At least that's what we tell ourselves!)
I'd invite you to consider three questions today:
1. Are we developing leaders, or simply promoting our best performers?
Technical expertise and leadership capability aren't interchangeable. How are we helping talented people make that transition successfully? Are we equipping emerging leaders to develop their own authentic leadership identity and style, rather than simply modeling someone else's?
2. How much ownership and decision-making happens without senior leadership?
If every difficult decision travels up the organizational chart, we may be unintentionally creating dependence instead of building confidence and capability. Are we doing enough to instill our organization's values in emerging leaders so they can make sound decisions with confidence?
3. Who is developing the next generation of leaders?
Beyond identifying successors, who is actively coaching, mentoring, challenging, and preparing others to lead? And are we giving those leaders the time and support to do it well?
I truly believe one of the highest expressions of leadership is developing leaders who go on to develop other leaders.
"There is no more noble an occupation than helping someone become all they are capable of becoming."
— Arlene Lenarz, ESNSD, Mary Kay
Over more than 25 years of building my Mary Kay organization, I developed people from their very first days as independent business owners into accomplished professionals, trainers, and directors who went on to develop leaders of their own.
Some started with a starter kit, a little enthusiasm, and absolutely no idea what they were capable of becoming.
Watching that transformation was one of the most rewarding parts of my work.
This is very simply it, gang:
The greatest measure of our leadership isn't how much people need us. It's what they become capable of doing without us.
And even better? Watching them turn around and develop someone else. I still get full-body chills, goosebumps, and yes, even a little teary when I watch many of you do exactly that.
Let's keep doing it!
Love and Belief,
Lori
Family Business & Succession: Who's Ready to Take the Lead?
Building leadership capacity before you need it is especially important in family businesses, where the next generation may be preparing to carry forward both a business and a legacy.
I recently shared some thoughts with The Duluthian about preparing future family-business leaders, navigating transitions, and why these conversations matter long before anyone is ready to hand over the keys!
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Codavision's Leadership Snapshot
A simple assessment to gauge your leadership effectiveness today — and again 120 days from now.
Leadership growth is hard to see when you don’t have a baseline. This gives you one.
The Leadership Snapshot is designed to help you notice what’s working, where your current habits may be limiting your impact, and where there is room to grow.
Take it now. Revisit it in 120 days. See what’s changed. Better yet, grab me for a short conversation and strategy for your next 90 days!
It’s on me. Take the Leadership Snapshot today.
The CEO Roundtable
Northland Edition
Great leaders need great peers.
And the right room can change everything.
For nearly 30 years, CEO Roundtable® has brought business leaders together in the Twin Cities to challenge their thinking, gain fresh perspectives, and have the kinds of candid conversations that rarely happen anywhere else.
Now, we're bringing that experience to the Northland!
This isn't networking or another business club. It's a trusted, confidential circle of CEOs and business owners who understand the challenges of leadership and are committed to helping one another grow, both personally and professionally.
I'm currently curating our first Northland table — a carefully selected group of 8–10 leaders who value perspective, accountability, and meaningful connection.
The CEO Roundtable Experience
Thursday, October 29 | 8–10 AM
By invitation | Limited availability
We're bringing prospective members together for an introductory experience, and there are still opportunities to be part of the conversation.
If you're a CEO or business owner who's ready to step outside your day-to-day and into a room that challenges and supports you, I'd love to hear from you before October 28.
Reach out to me directly to request an invitation.
Leadership Support For What's Next
Every leader—and every organization—moves through seasons when the right support can make all the difference. Here are three ways we can work together.
Executive Coaching
Executive coaching is a trusted place to think out loud, tell the truth and see what can be hard to see from inside your own leadership. I work with executives, business owners and rising leaders to connect the patterns, people dynamics, strengths and decisions in front of them—so they can lead with greater clarity, courage and influence, without becoming someone they’re not.
Leadership Development Partnership
A Leadership Development Partnership goes beyond a one-time workshop or training. I work alongside CEOs, HR leaders and leadership teams to see what’s really happening across the organization—connecting the people, patterns, strengths and business realities that influence how work gets done. Together, we develop stronger leaders, clearer communication and greater ownership, building leadership capacity that lasts long after I leave the room.
Explore Leadership Development Partnerships
Not sure which kind of support would be most helpful? Schedule a Leadership Clarity Call and tell me what you’re navigating. I’d be glad to help you think through what might fit.
