Straight out of university, I was hired by Citibank into their Management Associate Program, a fast-track leadership pipeline designed for high-potential talents. I was thrown into the deep end, tasked with running projects that previously had no clear ownership but impacted several areas of the business. One moment, I was a fresh graduate with a degree; the next, I was being groomed for leadership, given responsibilities that stretched me beyond my comfort zone.
Within three years, I had moved on to another bank, stepping confidently into roles where I was responsible for significant business outcomes. Looking back, I realize both my employers did a lot to help me grow into my roles. My leadership skills were cultivated through challenges, mentorship, and the right balance of structure and freedom.
Many organizations are capable of identifying high-potential employees but often struggle to turn that potential into impact. I recently came across a research finding that only 65% of internal promotions turn out successful. So, what could we do differently to nurture all our talents effectively?
The Mindset Shift: From Performer to Leader
Many high-potential employees are promoted because they excel in their roles. But being great at something doesn’t automatically make someone great at being a leader. Leadership requires a fundamental shift, from focusing on personal performance to empowering others.
Common pitfalls for newly promoted talents:
- Struggling to delegate (“It’s faster if I do it myself!”)
- Holding on to technical expertise instead of learning leadership skills
- Feeling imposter syndrome when stepping into bigger shoes
Leaders who nurture talent need to help them grow into this new identity through intentional activities, let’s call them the Three Pillars of Leadership Growth and have a look at each:
1. Give Them Roots – a sense of purpose and stability
High-potentials thrive when they understand the bigger picture. It is your responsibility to give them a clear sense of purpose (why their role matters, see more from Simon Sinek) and trust them with autonomy to make decisions. All this works only if you both have shared values so they can lead with integrity.
2. Give Them Wings – challenge them
It’s been said a million times but still holds true: growth happens outside the comfort zone. Just a bit outside, though, don’t kick them to the Moon!
Create real leadership moments by assigning them stretch projects that are big enough to require strategic thinking and to force them to let go of micromanagement. Encourage risk-taking and autonomy in decision-making but start small so you can also bear with the risk that comes with their learning experience.
3. Be Their Safety Net – support without holding their hand
Leadership isn’t about fearlessness; it’s about feeling secure enough to take risks. Ensure they have access to mentorship and feedback loops. Allocate your time for regular check-ins and involve other experienced leaders too. Be prepared to encourage them during setbacks and help with examples and tools to build resilience.
What Could Go Wrong?
So this is all nice, but we still don’t always see it working easily. What is it that usually goes wrong?
One of the most common obstacles is the fear of failure. Many emerging leaders hesitate to take bold steps because they fear the consequences of making mistakes. It’s crucial to create an environment where learning from missteps is normalized, not punished. Mistakes should be treated as an integral part of growth, not as a sign of incompetence.
Another frequent challenge is an over-reliance on technical expertise. High-performers often build their reputation on doing excellent technical work, but leadership demands a different set of skills. To truly thrive, they must move beyond task excellence and develop soft skills, such as coaching others, practicing emotional intelligence, and resolving conflicts with grace.
Finally, nurturing leaders must also find the delicate balance between confidence and humility. They need to own their voice, speak with conviction, and trust their judgment, while remaining open to feedback and willing to admit when they don’t have all the answers. Encouraging this balance early on helps them grow into leaders who are both inspiring and approachable.
If you’re a leader looking to nurture high-potential employees, or if you’re a rising talent seeking guidance, let’s connect. Leadership is a journey best walked with the right support. 🤝