How to Build a Leadership Pipeline

Did you know that 77% of organisations experience leadership gaps? So the real question isn’t whether you need a pipeline, but how soon you’ll put one in place.

Without a strong leadership pipeline, businesses risk stagnation, disruption, and losing top talent. Developing future leaders isn’t just about replacing outgoing ones—it’s about setting your business up for long-term success with confident, capable people who are ready to take charge when needed. 

This might all sound a bit daunting, but don’t worry—we’ve got your back. We’ll guide you through the key steps to building a leadership pipeline that actually works, from spotting high-potential employees to giving them the training and experience they need. Let’s set your leadership team up for success!

What is a leadership pipeline?

A leadership pipeline refers to a structured approach to developing future leaders in your company. It’s a plan that helps you spot, develop and prepare employees to take on higher roles. Think of it like a training program that makes sure, when leadership positions open up, you’ve got the right people to step in. It’s a smart way to keep your company growing by developing the leaders who will guide it forward.

Why your organisation needs a leadership pipeline

A leadership pipeline is crucial because it makes sure your company is always ready for change. Without one, leadership gaps can cause serious disruptions. When top leaders leave or retire, having a succession plan in place, for example, means you’ve got trained people ready to step in and keep things running smoothly.

​​It’s also a great way to keep your best talent. When employees see a clear path for leadership development and professional growth within the company, they’re more likely to stay long-term. And the best part? Leaders who rise from within already understand your company’s culture, making the leadership transition seamless.

Steps to build a leadership pipeline that works

Building a leadership pipeline model isn’t something that happens all at once. It takes some thought, strategy and continuous effort. But don’t worry – we’ve broken it down into a simple step-by-step guide to help you get started:

1. Pinpoint the core leadership skills you need

Creating a leadership pipeline begins with pinpointing the skills and competencies that will drive success in future leadership roles. Think about the qualities and expertise your leaders need to thrive. This might include strategic thinking, strong people management, financial knowledge and excellent communication skills.

For example, if you’re running a growing tech company, your leadership competencies might need to focus more on innovation management and the ability to stay ahead of emerging technologies. Whereas if you’re in the healthcare sector, your leadership pipeline might instead emphasise competencies like patient care management and the ability to lead in high-pressure environments.

2. Assess your current talent

Next, take a close look at your current team and identify those employees who show leadership qualities or have the potential to grow into leadership roles. You can do this through performance reviews, feedback from managers, and even 360-degree assessments.

Let’s say, for example, you have a mid-level business manager who consistently demonstrates strong decision-making skills, works well with teams, and steps up during challenges. These are all clear signs of leadership potential that could be developed further with the right guidance.

3. Create development programs

Now that you’ve identified your future leaders, it’s time to set them up for success. Create training and development programs that are specifically tailored to help them grow. 

These programs should focus on skill-building workshops, mentorship opportunities, and hands-on projects to give employees the chance to gain real-world leadership experience.

Creating strong development programs can be tricky and take up a lot of time. However, MCI Solutions’ Emerging Leadership Program makes it easier by offering tailored training solutions designed to accelerate the growth of your future leaders.

4. Offer mentorship and coaching

Connecting up-and-coming leaders with experienced mentors and coaches plays a crucial role in their development. Mentorship gives them the guidance and insights they need to face leadership challenges. 

This is a great way to build their confidence, sharpen their decision-making skills, and gain invaluable feedback on their progress.

5. Provide stretch assignments

Stretch assignments are tasks or projects that push an employee beyond their regular responsibilities, challenging them to think more strategically, solve complex problems, and take on leadership roles. These assignments help your emerging leaders grow by providing new opportunities that build their skills. 

For example, if you’ve identified an employee ready for a leadership role, consider giving them the responsibility of leading a major project that spans multiple departments. This will allow them to manage a cross-functional team, develop their strategic thinking, and gain valuable leadership experience.

6. Track progress and provide feedback

It’s important to regularly evaluate the progress of your future leaders. By providing them with ongoing feedback and recognising their achievements, you can help them stay on track and continue developing. This also gives you the chance to make any necessary adjustments to their development plans.

To show you how this works, after your emerging leader completes their leadership program, set up quarterly check-ins that include feedback from both their mentors to measure their progress. This is a great way to assess if they’re hitting the milestones in their development plan and making the necessary strides.

7. Create a succession plan

A leadership pipeline needs to go hand in hand with a well-thought-out succession plan. This way, you’ll always have strong backup candidates ready for key leadership roles when the time comes.

For instance, if your general manager is approaching retirement, identifying senior managers with the right qualifications ensures a smooth transition without any setbacks.

Future-proof your leadership team

Great leaders don’t just appear—they’re developed. MCI Solutions’ Emerging Leadership Program ensures your high-potential employees have the skills, knowledge and mentorship to step confidently into leadership roles when the time comes.

With structured training and real-world learning, we help businesses like yours create a smooth leadership transition while keeping top talent engaged.
Start developing strong leaders today with MCI’s tailored online employee training programs.