How to develop leadership skills in employees

If you're wondering how to develop leadership skills in your employees, you're not alone. It is one of the most significant conversations currently taking place in HR and management circles. As organisations face rapid change, having strong leaders at every level has never been more important.

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Leadership development is not just about preparing people for a promotion. It is about helping employees become more confident, strategic, and resilient in their roles, regardless of job title. That is why knowing which approach is recommended for employee development matters so much.

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In this post, we will explore practical ways to nurture future leaders, share examples of  individual employee development plans for leadership, and examine how to embed leadership training into your organisational culture.

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Rethinking what leadership looks like

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For many years, leadership was closely tied to job titles and authority. But today’s workplaces value a different kind of leadership. It is less about hierarchy and more about influence, communication, and decision-making.

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Employees are now expected to demonstrate leadership in their collaboration, problem-solving, and support of team goals. Whether they manage people or not, leadership is about being proactive, self-aware, and adaptable. These are skills that can be learned, and the earlier you start developing them, the better.

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Understanding this broader view is essential if you want to build a culture where leadership is everyone’s responsibility. Modern leadership skills include emotional intelligence, active listening, accountability, and the ability to guide others through uncertainty. These are qualities that benefit individuals, teams, and the business as a whole.

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Identifying high-potential employees

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The first step in developing leadership skills is identifying individuals who are ready for growth. This does not always mean the loudest voice in the room. Sometimes the most promising leaders are those who quietly take ownership, support others, and consistently deliver value.

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Look for employees who are curious, open to feedback, and demonstrate strong interpersonal skills. Those who show initiative, think strategically, and are respected by their peers are often ideal candidates for leadership development.

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Tools like behavioural assessments and performance reviews can help identify leadership potential across teams. They provide objective insights into how people work, what motivates them, and where their strengths lie. This makes it easier to create targeted development plans that actually stick.

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Building a leadership-focused development plan

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Once you have identified potential leaders, the next step is to provide them with a clear and   growth path. That is where employee individual development plan examples for leadership come in handy. These plans should outline specific skills to develop, experiences to gain, and feedback to collect along the way.

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For example, a development plan for an aspiring team leader might include training in conflict resolution, shadowing a senior manager, and leading a small project. A future strategic lead might focus more on data analysis, stakeholder engagement, and presenting ideas to senior leadership.

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The best plans are collaborative. Sit down with the employee, discuss their goals and strengths, and co-create a   roadmap. Include timelines, check-in points, and real-life applications. This makes the process feel structured yet flexible, tailored, rather than templated.

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Creating opportunities for real-world learning

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No one becomes a great leader from reading a handbook. Leadership is best learned by doing. That is why giving employees the chance to practise leadership in real situations is essential.

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This could mean leading a meeting, mentoring a colleague, or managing a short-term project. The key is to stretch their comfort zone just enough to encourage growth without setting them up to fail.

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Rotational assignments, cross-functional collaborations, and special projects are excellent ways to expose employees to new challenges and perspectives. These experiences build confidence and decision-making skills while offering opportunities for feedback and reflection.

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Experiential learning is one of the most effective ways to accelerate leadership development. It helps people internalise concepts, adapt their style, and learn through both success and mistakes.

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Encouraging mentorship and peer learning

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One of the most underrated ways to build leadership skills is through relationships. Mentorship provides employees with access to the experience, insights, and support of someone who has already walked the path before them. It helps future leaders reflect, gain perspective, and grow in confidence.

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You do not need a formal programme to get started. Simply encouraging regular conversations between junior and senior team members can lead to meaningful development. Reverse mentoring, where younger employees share skills and insights with senior leaders, is also gaining popularity, and for good reason.

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Peer learning is equally valuable. Group coaching, peer feedback sessions, and knowledge-sharing circles all help employees learn from each other and develop leadership skills in a more collaborative and inclusive way.

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Embedding leadership into your culture

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To truly develop leadership skills in employees, it needs to be part of the culture, not an isolated initiative. This means encouraging feedback, recognising growth, and making leadership a regular topic of discussion across the business.

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Leadership principles should be visible and actionable. Talk about them in onboarding. Highlight them in performance conversations. Use them to guide promotions and project decisions. When leadership is woven into how you do things, employees understand that it's not just about reaching the top, it's about how you show up at every level.

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Leadership also needs to be modelled. Managers and senior staff play a huge role here. When they lead with empathy, take ownership, and empower others, it sends a message about what good leadership looks like in your organisation.

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Supporting leadership with data and feedback

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One of the biggest challenges in leadership development is helping employees see their progress. This is where feedback and behavioural data become incredibly useful.

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Regular feedback helps aspiring leaders understand what they are doing well and where they need to improve. This feedback can come from managers, peers, or even clients. When it is specific, timely, and actionable, it supports real change.

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Behavioural assessments can also provide valuable insights. They highlight tendencies, communication styles, stress responses, and more. This helps employees become more self-aware, an essential trait for any leader.

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At Thrive, we believe data should support development, not complicate it. When employees understand their behaviours and how they affect others, they are better equipped to lead with clarity and confidence.

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Training programmes that actually work

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There is no shortage of leadership training options out there. From day-long seminars to six-month academies, the challenge is knowing what actually works. The best programmes are interactive, personalised, and based on real-world challenges.

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Leadership training should not just be about theories. It should involve discussions, simulations, feedback, and application. It should also be inclusive, open to employees across different departments and career stages.

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Short courses on emotional intelligence, strategic thinking, change management, or coaching can be powerful. So can internal learning sessions, where leaders share stories, lessons, and practical advice. We recommend combining formal training with experiential learning, peer discussions, and ongoing feedback to get the best results. It is not a one-off. It is a continuous journey.

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Measuring impact and staying consistent

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To sustain leadership development, you need to measure it. This does not mean turning people into performance metrics, but rather tracking growth over time.

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Look for signs of increased ownership, better decision-making, and improved team collaboration. Use feedback, surveys, and behavioural insights to understand what is working and what needs adjusting.

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Consistency is key. One-off training sessions can spark interest, but real growth happens when leadership development becomes part of everyday work life. Encourage regular reflection, recognise progress and celebrate leadership in all its forms, not just from those with managerial titles.

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Leadership is everyone’s responsibility

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In a world where change is constant, leadership is no longer just the job of the senior team. Every employee has the potential to lead in their own way, by supporting others, thinking strategically, and making thoughtful decisions.

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When organisations invest in developing leadership skills, they unlock confidence, innovation, and resilience across the board. They also future-proof themselves against uncertainty by creating a bench of capable, self-aware, and adaptable people.

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At Thrive, we help businesses do just that. With our behavioural assessments and development insights, we make it easy to transform employee performance and build leadership at every level. Because strong leaders are not found, they are developed, nurtured, and supported.

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Ready to help your people lead with purpose? Let us show you how!

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