Summary: If you’ve led for a long time, you eventually realize leadership isn’t about staying in front; it’s about walking alongside. The most incredible legacy any long-standing leader can leave is not a list of accomplishments, but a new generation of leaders who’ve learned how to think, decide, and lead well because of your influence. Here are a few ways to truly help emerging leaders become their best, as well as a few truths that most leaders miss.
Dear Dr. Sylvia,
I was lucky enough to participate in your Total Leadership Connections Program when it was still on-site.
Emerging leaders today are stepping into a complicated world that bears little resemblance to the one in which many of us began. They’re asked to lead with empathy, clarity, and courage, all while learning in public. That’s not easy. And that’s why my role as a seasoned leader matters more than ever.
I want my emerging leaders to participate in the online program and would appreciate some thoughts on how to present the idea to them. Also, how to participate in their growth and development.
The entire concept of leadership has indeed shifted away from the traditional top-down military model.
Yet, the new ways are still being molded for productivity and workplace success.
What can I offer to my emerging leaders to prepare them for your leadership course?
Signed,
Visionary Leader
Dear Visionary Leader,
I am pleased you found TLC helped you grow into the leader you are today.
I remember when you were a new team member in the communications department of your company. You were full of vim and vigor when it came to spreadsheets and analysis.
Initially, you were a feisty companion who was always arguing about the “soft stuff,” wasting time. Yet, you persevered and now, as a senior VP of your company, can combine the best of both worlds.
Here are some ideas to discuss with the emerging leaders to help them grow. Additionally, to help you continue and grow.
Don’t Just Teach: Create Space for Discovery
You’ve earned your wisdom through years of experience. But here’s the thing: if you hand someone all the answers, you rob them of the very learning that shaped you.
Instead of giving direction, ask catalytic questions.
“What’s one option you haven’t tried yet?”
“What outcome are you really hoping for here?”
The goal isn’t to make them think like you, it’s to help them think for themselves. That’s how confidence and capability grow.
Be Generous With the Stories You Once Hid
Too many leaders edit out the messy parts when mentoring others. But the stories that change people aren’t about triumph, they’re about truth.
Talk about the times you doubted yourself, lost your way, or got it wrong. Share how you recovered. When you demonstrate that growth comes from failure, you give emerging leaders permission to be brave rather than perfect.
Share Power Before You Think They’re Ready
Many leaders wait too long to hand over the reins. But here’s the secret: people become ready through opportunity, not before it.
Give them a project that stretches them. Let them lead the meeting. Trust them publicly, and coach them privately. That kind of belief, especially when it’s visible, builds courage faster than any workshop ever will.
Make Feedback a Conversation, Not a Correction
Feedback is one of the most misunderstood tools in leadership. It’s not about fixing, it’s about fueling.
Start with what’s strong, not what’s wrong. Frame your words around potential:
“I see how capable you are—let’s sharpen this part so it shines even more.”
The tone you use determines whether your feedback lands as criticism or care.
Model the Kind of Leadership You Want to Multiply
Every leader is a mirror. The people watching you will copy not what you say, but what you tolerate and what you prioritize.
If you stay curious, they’ll stay interested.
If you lead with humility, they’ll see it as strength, not weakness.
If you own your mistakes, they’ll know that accountability isn’t optional; it’s a cultural expectation.
Please remember, “Leadership isn’t taught; it’s caught.”
Celebrate the Becoming, Not Just the Arriving
Emerging leaders are in a state of constant development and growth. They’re not supposed to have it all figured out. Recognize progress, not perfection. Name the growth you see.
Because the moment someone hears “I see how far you’ve come,” something powerful happens; they begin to see it too.
Pass the Baton with Purpose, Not Pride
True leadership succession isn’t about cloning yourself; it’s about cultivating difference. Let them lead in ways you never could.
Your job is to open the door wider than it was for you, and to stand back enough for their light to fill the room.
When you do that, you don’t just shape leaders, you shape a legacy.
Final Reflection
The best leaders I know don’t build followers; they build builders.
They see their experience not as something to protect, but as something to pour.
If you’re a long-standing leader, your wisdom is the bridge between what was and what’s next. Don’t just pass it on, pass it forward. The leaders who come after you aren’t just your successors. They’re your impact, multiplied.
To your success,
Sylvia Lafair
PS. There is a steep discount for Total Leadership Connections in the fourth quarter. Please email me at sylvia@ceoptions.com for the details before November 15th.
