The Leader’s Greatest Return Summary

“Leadership development is one of the greatest returns on investment for any organization. Strong leaders don’t just move the organization forward; they ensure it thrives.”

1. Great organizations thrive on multiple strong leaders.

Leadership is a team sport, not a solo act. Though organizations typically have one primary leader, success is amplified when the entire team displays leadership qualities. This creates a collective momentum that no single individual can generate alone.

For instance, think about a large, successful corporation. It doesn't just rely on its CEO. Every successful department head, project leader, or team manager contributes to the bigger picture. By investing in leadership skills across all levels, an organization gains multiple problem solvers and decision-makers. It creates a dynamic system of shared responsibility, widening the pool of innovative ideas and preventing bottlenecks caused by over-reliance on one person.

A well-rounded network of leaders also attracts top talent. Candidates are drawn to companies that can promise professional growth and strong team dynamics. And once on board, employees stay engaged because they’re encouraged to step into leadership roles themselves.

Examples

• A tech startup where managers mentor junior team members builds a self-sustaining leadership pipeline.
• Sports teams perform better when captains and vice-captains work together toward shared goals.
• In hospitals with distributed leadership, patient care and staff efficiency significantly improve.

2. Identify people who match your organization’s goals and values.

Finding future leaders begins with clarity about the organization’s purpose and direction. Without this focus, efforts to recruit or train will miss the mark. The right people will already possess skills and attributes that align naturally with what the organization needs.

Start by understanding your organization's current strengths and gaps. A tree-climbing business, for example, shouldn't waste resources training a horse—because a squirrel fits the job better. Similarly, a potential leader with a proven track record in achieving goals relevant to your mission is far more valuable than someone whose skills don't readily apply.

Leadership traits, like the ability to inspire others, are also critical. Future leaders don't just accomplish, they motivate others to join the effort. By balancing organizational needs with identifying natural leadership tendencies, you’ll build a foundation of successful team players.

Examples

• An environmental non-profit hires leaders passionate about sustainability, reflecting its core values.
• Hiring agile problem-solvers equipped a logistics company to scale and adapt during crises.
• A student council president with team-building skills becomes a candidate for larger leadership roles.

3. Motivation sparks growth, but habits ensure continuity.

Motivation is the energy that gets a leader moving. For long-term leadership, however, habits act as the foundation that sustains action over time. Understanding what drives an individual is the starting point for deliberate and consistent growth.

Motivation varies widely. Some leaders desire mastery and skill-building, while others chase professional growth, recognition, or financial rewards. By aligning opportunities with personal drives, organizations ensure leaders remain committed. For instance, offering mentorship satisfies those yearning for relationships, while skill-specific training appeals to those driven by competence.

Once motivated, leaders need guidance on building productive habits. Consistent encouragement and good examples set by mentors teach leaders to self-improve continually. Habits like effective time management or routine self-reflection gradually mold reliable and adaptable leadership.

Examples

• A junior developer motivated by learning finds value in coding hackathons that encourage consistent practice.
• Sales team members encouraged to track daily wins develop lasting discipline.
• A sports coach uses weekly debriefs as a habit-building exercise for aspiring captains.

4. Learning thrives in collaborative, connected environments.

Aspiring leaders don't grow in isolation. Interactiveness—sharing, discussing, and learning with peers—magnifies growth smartly and quickly. This process is akin to writers' groups, where members exchange feedback to improve everyone’s work.

A “leadership table,” where experienced and emerging leaders gather, serves as an invaluable growth hub. Leaders benefit not only from mentorship but also from observing others’ successes and failures. These moments of proximity to seasoned leaders accelerate how developing leaders think and act.

Through these spaces, aspiring leaders also unlock networking opportunities—a crucial asset in leadership. A shared lunch with senior leaders or high-stakes meetings provides apprentices far more value than passing lectures alone.

Examples

• Writers joining critique circles produce stronger stories after collective feedback.
• Medical interns shadowing veteran doctors learn bedside manners not taught in textbooks.
• A corporate brainstorming workshop helps identify solutions while nurturing team connections.

5. Hands-on experience beats theory in leadership training.

Leadership is best learned by doing. Real-life challenges serve as the most valuable teacher. Providing daily opportunities for trainees to tackle and solve problems fosters quicker adaptation and skill-building.

To maximize hands-on learning, organizations should balance practice with structure. Leaders-in-training need clear goals tailored to their stage of development. Too simplistic, and the tasks bore them; too ambitious, and they risk frustration. Measurable and realistic objectives ensure progress while keeping motivation intact.

Finally, organizations must avoid micromanaging tasks. Provide tools, time, and trust for trainees to innovate solutions. By liberating them from rigid oversight, you encourage independence—a hallmark of strong leadership.

Examples

• Interns working on real business proposals instead of observing meetings grow confidence.
• Assigning charity event responsibilities to volunteers turns some into future leaders.
• A university dean allows student representatives to propose campus-wide changes.

6. Empowering leaders means relinquishing control.

Leaders can’t grow unless space is made for their decisions and influence to matter. Training them is only the first step; empowering them by handing over autonomy closes the loop.

This empowerment means letting go of micromanagement. Allow new leaders to own their responsibilities fully. Doing so rewards them with authority, increases accountability, and builds confidence. Insecure bosses, however, often resist because they fear irrelevance. But the true mark of strong leadership is empowering others to lead.

Creating the right environment is equally essential. Removing unnecessary rules or barriers lets leaders act quickly and decisively. Collaboration multiplies impact when departments and individuals are allowed to share insights seamlessly.

Examples

• Allowing department heads full decision-making authority accelerates project timelines.
• Encouraging cross-functional team brainstorming leads to unique product development.
• Streamlined reporting channels empower leaders in fast-paced industries like tech.

7. Leadership teams thrive on diversity and shared vision.

A strong leadership team isn’t made up of clones. Every member should bring different experiences, specialties, and perspectives, while united under a collective goal.

Highlight individual strengths within your team. For example, one member excelling in negotiation might complement another skilled at strategic planning. By marrying diverse talents with aligned goals, leadership groups create synergy that amplifies impact.

However, alignment with the organization’s mission is just as important as camaraderie within the team. Leaders must share common ground regarding values and purpose to act cohesively. Communicate these consistently through meetings or team-building exercises.

Examples

• A tech team thrives when coders, designers, and managers work toward releasing functional apps together.
• Non-profits align volunteers with campaigns tailored to their passions.
• Organizations stressing inclusivity see stronger connections between diverse teams.

8. Leaders who teach others grow their organizations.

Once leaders are equipped, they shouldn’t just focus on their own roles but should also mentor the next generation. The principle of passing it forward creates a culture steeped in development and growth.

Encourage leaders to mentor with dedication. By training others to replicate their skills, mentors naturally elevate their areas, making their teams more adaptable, resourceful, and prepared for change. This also ensures continuity when one leader steps down or transitions roles.

Additionally, mentoring frees senior leaders to take on larger challenges since responsibilities can be handed over. This dynamic creates an upward cycle of growth across the organization.

Examples

• A sales manager mentors junior reps, prepping them to run major accounts eventually.
• Hospital administrators training interns ensure smooth role succession.
• CEOs fostering internal mentorship programs reduce talent hiring gaps.

9. An endless chain of leaders strengthens the organization.

Leadership is not a finite resource. The more individuals learn to lead, the more resilient their institution becomes. Building a self-sustaining system ensures that growth across all levels never halts.

Encourage a culture where every leader commits to developing the leadership skills of their peers. This cascading process creates layers of readiness, enabling organizations to adapt effortlessly, even in unexpected scenarios.

Such systems benefit not only short-term goals but also long-term stability. Teams with multiple competent leaders can handle complexities efficiently while scaling resources toward ambitious objectives.

Examples

• Global brands invest in leadership academies, ensuring consistency across locations.
• Educational institutions with teacher-leaders improve classroom interactions.
• Volunteer organizations see higher retention through internal role advancement programs.

Takeaways

1. Pay close attention to the people on your team—get to know their motivations, strengths, and working styles. This helps you mentor them better.
2. Create structured but flexible opportunities for hands-on learning, where potential leaders solve real problems and take ownership of results.
3. Foster a culture of mentorship throughout your organization, so leadership development becomes an ongoing and shared effort.