How to Build a Leadership Pipeline Internally (Before You Need One)
Two years of solid work. One question you weren’t ready for. The promotion goes to someone else.
It happens more than people talk about.
And the strange part is, it had nothing to do with your performance. Your work was good. Your manager knew it. But when they asked who would take over your team, there was no one ready.
So the timing wasn’t right. Maybe next time.
No one told you that building a leadership pipeline internally is also building your own career.
So here’s what that can look like in practice.
What You’re Actually Looking For
Start thinking about one or two people on your team who might have the instincts for it. And “it” here doesn’t mean the best technical skills.
It means the human stuff.
Can they communicate when things get uncomfortable? Do they pull people together or pull away? Do others feel good after a conversation with them? Does the energy in the room go up a little when they’re in it?
Connection. Teamwork. A positive influence on morale. The ability to motivate someone on a bad day.
That’s what you’re actually looking for when you want to develop leadership potential from within.
What Happens When You Start Investing in Them
When you start investing in those people, you’ll see the results fairly quickly.
You have someone capable covering the team when you’re on holiday. Someone you can genuinely delegate to when you’re stretched. And people who feel developed tend to grow faster, stay longer, and enjoy their work more.
That last part is easy to underestimate.
This is exactly the kind of work I support managers with through management training – helping teams develop from the inside out, rather than relying on external hires every time a leadership gap opens up.
One Thing Worth Keeping in Mind
If you’re thinking about more than one candidate, be careful with how that lands in the team.
The moment people sense a competition, things get complicated. Building a leadership pipeline internally should feel like growth. Not a race.
The Bigger Picture
The technical side of leadership is changing fast. AI is taking on more of that work every year. What teams will need from their managers going forward is the part that can’t be automated. Coaching. Real listening. Clear communication.
The managers who are already developing these qualities in their people — and in themselves — will be the ones who are ready when the next opportunity opens up.
If you’re early in your leadership journey and want to work on this, leadership coaching is one way to get there with more clarity and less guesswork.
Unless you started your role only months ago, take a few minutes to think about this today.
When a senior role opens up, you’ll have an answer ready this time.
Interested or curious? Let’s chat. Plan your free introduction here. Zero obligation.