Leveling Up Leaders: How to Grow Managers Into Game-Changing Influencers

Every great organization knows the truth: your next CEO, department head, or innovation driver might already be on your payroll. But talent doesn’t become leadership by accident. It’s intentional. It’s strategic. And it requires more than a promotion and a pat on the back.

To cultivate leaders who don’t just manage—but truly lead—you must invest in their growth. Here’s how organizations can begin transforming today’s managers into tomorrow’s visionary leaders:

1. Coach and Mentor with Purpose

Leadership can be lonely. One of the most powerful things you can do is pair emerging leaders with trusted mentors or executive coaches. This connection provides a safe space to ask tough questions, navigate uncertainty, and learn from someone who’s been there. Mentorship bridges the gap between potential and performance.

I've been working with my professional coach since 2016. He has a gift for cutting through the noise, holding me accountable, and asking the tough questions that stretch me beyond my comfort zone.

Think about a sports team trying to run plays without a coach—total chaos. The same holds true in business. Organizations that invest in coaching for their people aren’t just supporting growth—they’re accelerating it. It’s one of the most powerful ways to elevate both individual potential and organizational success.

2. Assign Stretch Projects That Push Limits

Growth doesn’t happen in the comfort zone. Give your up-and-coming leaders projects that challenge them to think critically, collaborate cross-functionally, and make real decisions. These stretch assignments expand both skillsets and confidence—two non-negotiables in effective leadership.

3. Build Personalized Development Plans

Leadership isn’t one-size-fits-all. Craft individualized development plans with clear goals, success metrics, and timelines. Whether it’s mastering strategic thinking, improving communication, or deepening business acumen—clarity on what “growth” looks like helps leaders rise with intention.

4. Foster a Culture of Continuous Learning

Leadership isn’t a destination—it’s a lifelong process. Provide access to workshops, training programs, conferences, and curated learning resources. Encourage managers to own their growth by making development part of the culture, not just a checkbox on an annual review.

5. Increase Leadership Exposure

Help future leaders gain visibility and influence by involving them in strategic meetings, executive decision-making, and even external speaking opportunities. Exposure builds confidence, accelerates learning, and strengthens their sense of ownership in the business.

Here’s the truth: Organizations don’t grow when leadership development is left to chance. They grow when they invest early, coach often, and challenge consistently.

If we want to create workplaces filled with inspired, capable, and future-ready leaders—we must start now. Because leadership isn’t just about managing people. It’s about inspiring possibility.

Let’s level them up.

I’m Krista Ryan

My job is to help you learn a little, laugh a lot, and get clear on action steps for your success.

It may have taken a life changing event to shake me awake and decide I no longer wanted to live a comfortable life… I wanted to embrace the discomfort and live a life of courage and intention.

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