As we approach 2025, developing others isn't just another item on your leadership to-do list —it's a strategic imperative: Leadership pipelines are weak. And less than one-third of employees are engaged at work, which is a red flag for problems with leadership.
The key to leadership development is to be intentional. As you plan for the coming year, take time to reflect on how you'll approach leadership development, both for your team and for yourself. Here are four questions to guide your thinking:
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1. How can you make development programs and coaching more impactful?
Traditional leadership training often falls short because it's disconnected from daily work. Look for ways to integrate learning into the flow of work, whether through microlearning, action learning projects, or regular coaching conversations. The most effective programs combine content, coaching, and connection—creating opportunities for people to learn, practice, and grow together.
2. How can you extend development opportunities beyond high performers?
While it's natural to focus development resources on your "stars," limiting leadership development to a select few creates risks. You might overlook hidden talent or create engagement issues among those who feel passed over. Look for ways to make leadership development more accessible across your organization.
3. How can you help your people learn from each other?
Some of the most powerful learning happens through peer-to-peer connection. Consider how you might facilitate this through cohort learning programs, communities of practice, or structured opportunities for knowledge sharing. When people learn together, they not only gain new skills but also build relationships that strengthen your organization.
4. How will you invest in your own development?
Don’t forget about giving yourself opportunities to learn and grow! I work with a coach, but the way you invest in yourself might look different—perhaps it's pursuing a certification or carving out dedicated time for reflection and growth. The key is making it a priority.
Planning for Impact in 2025
As you consider these questions and plan for the year ahead, remember that you don't have to figure it all out alone. At Newberry Solutions, we have a unique vantage point on the leadership development trends and challenges organizations are facing. Through our work with clients across industries, we see what's working—and what isn't—as organizations adapt and evolve their approaches to developing leaders.
Whether you're looking to enhance your existing leadership development programs or build new ones, we're here to help. Our New Lens® platform and other services can be tailored to support your specific goals and challenges.
Ready to discuss how you can drive more impact from your leadership development efforts in 2025? Visit www.newlensleadership.com to learn more, or reach out to me directly to explore how we can support you.
I'd also love to hear your thoughts: Which of these questions resonates most with you? What other questions are you considering as you think about developing leaders in your organization? Share your perspective with me on LinkedIn.