Let’s face it: being a CEO nowadays isn’t a walk in the park.
In fact, with everything going on in the world—from post-pandemic shakeups to the rise of generative AI and the global push for clean energy—leading a team, let alone a whole organization, can feel like trying to juggle flaming torches.
And oh yeah, your workforce? They’re demanding more autonomy, flexibility, and purpose than ever before.
Ten years ago, a CEO might have had less than 10 big issues to tackle at once. Today, it’s closer to 20.
The job has only gotten more intense, with curveballs coming fast and furious.
This is why, to be successful, you as a CEO must build great support teams – teams of great leaders who can help you not just survive, but crush the chaos.
The analogy is this: Imagine the power of having twenty SWAT teams you can send to handle “heavy” crises! Won’t it make your life easier?
But here’s the kicker: even in this high-stakes game, many companies don’t have enough leaders who are ready to handle the chaos.
So, how do we change that?
Let’s dive into what makes a great leader (that can support you), what your company can do to grow them, and how building a “leadership factory” could be the key to thriving in a world that refuses to sit still.
Step 1: Identify People With These Five Traits of Standout Leaders
So, what kind of leaders do you want to be in your teams?
Leadership today isn’t about barking orders or just keeping the ship afloat.
It’s about inspiring people, rolling with the punches, and making decisions that stand up to the test of time.
Based on research, here are six traits that modern leaders need to master:
1. Positive Energy and Balance
Let’s start with the basics: if they aren't taking care of their mind, body, and spirit, how can they lead others?
Leaders need to protect their energy, stay balanced, and bring inspiration to the table.
Employees today crave connection and authenticity from their leaders—it’s no longer just about a paycheck.
2. Grit and Resilience
When the going gets tough, the best leaders don’t fold.
They make the hard calls, stay calm under pressure, and bounce back stronger after setbacks.
Resilience isn’t just a buzzword; it’s a superpower.
3. Selfless and Purposeful
Great leaders aren’t about hogging the spotlight.
The best of the best focus on lifting up their team, prioritizing the organization’s mission, and creating a positive impact.
People want to work for leaders who make them feel their work has meaning and purpose.
4. Long-Term Thinking
Great leaders don’t just think about next quarter’s numbers; they think about the legacy they’re building.
They focus on making their organizations stronger and more sustainable for the long haul.
5. Always Learning, Always Humble
You don’t want leaders who think they’re the smartest person in the room – because people who think like that are most likely not the smartest.
The best leaders are endlessly curious, learn from their mistakes, and aren’t afraid to show some vulnerability.
You need to encourage a “learn-it-all” culture over a “know-it-all” one.
Step 2: Build a Leadership Factory
Once you identify the people with great leadership potential, what do you do? The answer is to develop them.
Here’s a big idea: what if we treated leadership development like a well-oiled factory?
When I was at McKinsey&Company, we had this idea called a “leadership factory”, i.e., an environment where leaders learn by doing, get real-time feedback, and grow through mentorship and coaching.
Here is how this idea works in practice:
1. Define What Leadership Looks Like
Future leaders need to know what’s expected of them—and what leadership isn’t.
It’s not about being the most popular person in the room or avoiding tough calls.
It’s about finding the right balance and leading with conviction.
2. Throw Them into the Deep End
The best way to grow as a leader? Get your hands dirty.
Assign high-potential leaders to challenging projects, give them support, and watch them rise to the occasion.
3. Make Training Personal
Forget cookie-cutter training programs.
The most impactful lessons come from senior leaders who share their own experiences, offer tailored guidance, and work directly with up-and-coming talent.
4. Start with the Self
Leaders can’t lead others until they’ve figured out how to lead themselves.
Self-awareness, feedback, and personal growth are key.
It’s about showing up as your best self every day.
Step 3: Leverage Leaders to Make Your Company Thrive
Now that we know what it takes to lead and how to develop leaders, how can your company create an environment where leaders can thrive and bring success to your company?
It’s about moving from outdated management models and embracing practices that build trust, encourage collaboration, and speed up decision-making.
Here’s how:
1. Make Sure the Leaders Buy Into Your Vision
It’s not enough to get people to agree with your vision; you need them to believe in it and own it.
That means creating an environment where the leaders feel motivated to go above and beyond because they genuinely care about the mission.
This way, you don’t even need to manage them: they will automatically do their best to deliver your vision.
2. Foster Trust Between the Leaders and the Rest of the Company
Trust is everything. Without it, teams fall apart.
First, you need to trust the leaders.
Second, you need to ensure that the leaders also foster trust.
In other words, leaders need to be credible, reliable, and approachable, while putting their team’s needs ahead of their own.
This is the secret ingredient for success.
3. Simplify and Speed Up Your Company to Support the Leaders
Let’s ditch the unnecessary red tape.
You just need to ensure the limits, boundaries, and processes are clear.
After that, the leaders are allowed to do their best to deliver (within the set limits and boundaries and proper processes).
This will unleash their potential to deliver for your company.
In addition, you can equip the leaders with tech-driven tools for information sharing and streamlined structures to keep things moving fast and efficiently.
4. Encourage the Leaders to Engage with Everyone
Great leaders don’t make decisions in a vacuum.
They create space for open dialogue with stakeholders at all levels—senior leaders, frontline workers, board members, you name it.
Tools like “what-if” scenarios and premortems can help teams tackle tough decisions with clarity and confidence.
Final Thoughts
If there’s one thing we know for sure, it’s that uncertainty isn’t going away.
The next few years will be just as challenging—if not more so—than today.
But CEOs who embrace change and build teams of great leaders will not only survive but thrive.
It’s time to rethink your leadership for the future. Are you ready to step up?
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