When You See It, Say It: 10 Ways to Invest in the Next Generation of Leaders

One of the greatest responsibilities of leadership is not just achieving results today but investing in emerging leaders for tomorrow. Organizations that thrive long-term are ones that intentionally invest in the next generation of leaders before they’re ready, before they’re confident, and often before they see it themselves. By lending our experience, knowledge, and credibility, we can support their leadership journey and prepare our organization for the future. 

Over the years, I’ve learned that investing in the next generation doesn’t require a complicated system of engagement. But it does require intentionality and a willingness to invest. This is a big deal for the future of your organization. 

Here are 10 time-tested ways I’ve found to be effective tools as you invest in the next generation of leaders.

1. Speak it when you see it.

When you see leadership potential… speak it. Far too many emerging leaders never step forward because no one ever told them they could. Your words are a BIG deal.  

A simple statement like:

• “I see leadership in you.”

• “You have influence.”

• “You’re ready for more.”

Those words have the real potential to change someone’s leadership trajectory. Don’t wait for a performance review. Say it in the hallway. Send a handwritten note. Speak life into future leaders. Recognition builds confidence. Confidence fuels leadership.

2. Make it personal.

There is something powerful about intentional encouragement.

• A quick text is helpful.

• A personal conversation is transformational.

• A handwritten note is unforgettable.

Future leaders will remember who believed in them, and this leadership development happens in proximity. Some of the most meaningful leadership moments happen over coffee, at lunch, during travel, and after meetings. These moments build trust, and trust accelerates leadership growth.

3. Invite them to work on a project with you.

Leadership is caught more than taught. Invite emerging leaders into real work – an actual invitation that inspires them to be a part of the work. Invite them to:

• Strategy conversations

• Planning meetings

• Problem-solving opportunities in front of the whiteboard

• Decision-making

Let them see how leadership happens, not just how it looks from the outside. Exposure accelerates development.

4. Ask them to lead before they are fully ready.

One of the best ways to grow leaders is to stretch them before they feel ready. Lending them our experience and career credibility is a great gift for them… and us. This does not mean we place them or the organization in a difficult situation, but rather, we give them the opportunity to stretch their skills and knowledge without jeopardizing the organization.

Give them responsibility that feels:

• A bit uncomfortable

• Slightly beyond their experience

• A heavy lift that requires doing

This communicates trust and creates growth. Great leaders were rarely “fully ready,” and yet someone gave them the pathway for impact. My own leadership often increased because of others giving me opportunities.

5. Lend them your credibility.

Emerging leaders need access as much as they need more training. Those who have led well for an extended time have built a credibility bank. When you lend your credibility to an emerging leader, it offers them access to new opportunities, and it replicates the work you have done.

• When you lend your credibility, you accelerate their leadership journey. This is one of the most powerful and most underutilized investments leaders can make.

• From recommending them to other colleagues for opportunities, to key relationships and conversations, you create the margin they need to step into spaces of opportunity that might not exist otherwise.  

6. Take the initiative to mentor them.

Don’t wait for them to ask. I had the privilege of people taking initiative in my life, including my 5th-grade teacher, Mr. Henning. He has been a terrific leader and mentor to me, and I am grateful for his investment. To this day, we are still connected, and that connection came as a result of his initiative. Great leaders initiate development formally or informally so that others can benefit. Speaking from experience, there is nothing more satisfying than seeing a person you mentor thrive.

7. Offer books, articles, and other resources.

Expose emerging leaders to ideas that shape your thinking and leadership. Share books, articles, podcasts, leadership frameworks, and resources that have made a difference in your career. Even better — discuss them afterward. Growth accelerates when learning becomes dialogue. Or send them to a leadership development program where they can learn from other leadership experts and peers, like the Accelerate Leadership Intensive (for new managers) or the Emerging Leaders Initiative (for ages 18-24).

8. Give voice.

Create environments where emerging leaders can grow together. This is where you may facilitate the direction of a topic, but the goal is to allow emerging leaders an opportunity to shape the discussion and follow up. As best as you can, keep your mouth closed and ears open.  

Giving voice:

• Builds culture

• Encourages development

• Identifies future leaders

• Creates shared leadership language

These environments signal that leadership development matters.

9. Invite them to evaluate your work.

This is one of the most powerful (and humbling) investments you can make. Take the initiative to ask them what you did well and what you could have done better, and allow them to give you real-time feedback. This may feel counterintuitive, but you will be surprised at what you learn. I firmly believe that when leaders invite feedback, they multiply leadership.

10. Let them fail safely.

If you want to grow leaders, allow room for mistakes. Safety (not irresponsibility) allows them to invest at a level they might not be willing to otherwise. Use their failures as coaching opportunities and time for reflection in a safe environment. Failure handled well produces maturity faster than success. Growth requires risk.

And one day, just as people invested in you, the leaders you invest in will invest in the next generation. Because you first invested in them.

Contact us to learn how you can invest in the young leaders around you through coaching or by sending them to one of our leadership development programs, Accelerate or ELI.

Billy Dunn is Vice President & Senior Consultant at The Center Consulting Group and has over 20 years of church and nonprofit leadership experience. He serves as the Character Coach for the Lehigh University Men’s Basketball team and the Director of Ministry Leadership for Word FM. Billy has assisted with the launch of a number of nonprofit organizations and has worked with organizations and ministries across the world. Billy has an M.S. in Organizational Leadership and brings experience in the areas of leading change, leadership coaching, resource development, church growth planning, and strategic thinking and planning. 

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