In my years of facilitating career development conversations I’ve noticed a common pattern, many professionals chase leadership titles without fully considering the skills that make leaders successful. Most enter the conversation with something like ‘My goal is to become a leader’, ‘I’ve achieved everything I can in my current role’ or ‘I keep applying for leader roles but have been unsuccessful’.
It’s no surprise that many people feel stuck in their careers. The SEEK Workplace Happiness Index 2024 highlights that a lack of career progression opportunities is a key detractor of workplace happiness. It’s time to rethink what career progression can mean. It’s more than climbing the ladder, it’s about growing capability, deepening knowledge, gaining expertise, and finding fulfilment in roles that align with individual strengths and values.
When organisations fail to provide clear pathways for development, employees disengage, high performers leave, and businesses are left open to succession risk. Organisations need to articulate clear career pathways and develop strong succession pipelines. Equally, employees need to consider how they build a breadth of capability that enables them to succeed in various roles, including but not limited to, leadership.
The Leadership Illusion
Leadership isn’t easy and the competition is high. Some who make it into leadership roles are under the illusion the skills that got them promoted are the same ones needed to make them a successful leader. This isn’t the case, and I’ve seen exceptional talent take on leadership roles without building the foundation needed to excel, leaving them feeling overwhelmed, and fearful of being seen as incompetent.
Being great at what you do today isn’t enough, investment must be made in growing leadership capability.
To anyone considering leadership, what exposure have you had to:
- Guiding people through uncertainty?
- Translating complex ideas into action?
- Communicating with influence so others embrace change?
- Having difficult conversations?
- Connecting the day-to-day with greater strategic purpose?
- Making decisions when there isn’t consensus or with limited information?
Focusing on capabilities like change management, communication, coaching and visionary thinking is the first step in becoming a capable leader. And you don’t need a leadership title to do this.
Rethinking Linear Progression
Many people see career progression as a straight path: entry-level to leader, leader to senior manager, and so on. Careers don’t have to be linear. Some of the best leaders I’ve worked with didn’t chase leadership; they focused on deepening their expertise and growing their impact first.
Some professionals are better suited to specialist or strategic roles that don’t have a traditional leadership title but still offer high influence, autonomy, and fulfilment. These roles can also build the abovementioned capabilities.
When I’ve asked people ‘why leadership?’ the response is often vague, and at times linked to perceived success (possibly a better salary or status) or thought to be the next logical step for their career, rather than alignment with strengths and interests.
When I have career conversations, I steer people away from titles and shift their focus to behaviours and actions. I ask questions like:
- What do you currently enjoy doing day to day?
- What don’t you like?
- What are your strengths and opportunities?
- What tasks would you like to be doing?
- What tasks do you find most challenging?
- When your colleagues give you feedback, what do they say you’re good at?
- How do you influence those around you in your current role?
Sometimes, the best next step isn’t up, it’s wider, deeper, or in a different direction. True career growth isn’t about collecting titles. It’s about growing and acquiring new skills that create meaningful opportunities.
Reframing Success
Title doesn’t make you successful. My advice to those considering leadership; invest in building the right skills, mindset and adaptability to be great leader. Consider leaders who inspire you, think about the ones who don’t, identify the gaps you have, and focus on finding roles that present opportunity to grow your skills. Take lateral steps or look for additional responsibilities in your existing role.
Chasing leadership without investing in your growth is like trying to play a sport just by watching the games. You might understand the rules and know the plays, but without training, practice, and skill development, you won’t perform when it counts.
A note from Danielle, Founder of Bright Edge
– High performance doesn’t just happen, it’s the result of consistent practice, systems, values and mindset. You perform at the level of your preparation, not just your intention.
Bright Edge Helping you build a culture that is felt, seen and lived.