Strategy #1: Map Your Leadership Bench
You can't develop future leaders if you don't know who they are. Start by identifying and writing down 2-3 people who could step into key roles such as board president, treasurer, or volunteer coordinator.
For each person, ask yourself: What's their current level of involvement? Do they have an interest in taking on more responsibility? What skills do they already bring? What would they need to learn or develop to be ready?
This simple exercise helps you see where you have strong potential leaders and where you might need to recruit or invest more time in development. It also prevents you from being blindsided when someone steps down because you'll already know who could be ready to step up.
💡 Try this: Pick one key role in your organization and identify three possible candidates who could grow into it over the next 1-2 years.
Strategy #2: Give Your People Leadership Opportunities
Now that you know who your future leaders are, it's time to give them opportunities to actually lead. This is what keeps your pipeline moving.
Start small. Invite them to lead a portion of a meeting. Ask them to take the lead on a project or event. Give them a short-term leadership role, such as coordinating volunteers for an activity or managing social media for a month.
These aren't throwaway tasks – They're practicing. Your potential leaders get to experience what leadership feels like, build confidence, and develop skills in a supported environment. And you get to see how they handle responsibility before they're taking on bigger roles.
When people can see a clear progression (volunteer, then small projects, then bigger responsibilities, then key roles), they're more likely to take that first step.
💡 Try this: Identify one small leadership opportunity you could offer to someone you identified in Strategy #1 in the next month. It could be leading a meeting segment, taking on a project, or handling a specific task. Make the ask clear and supportive.
Strategy #3: Support Them Along the Way
Don't underestimate the power of having someone in your corner. Pair your emerging leaders with mentors, people already in similar roles who can answer questions, share what they've learned, and remind them they're not alone.
Keep it simple. A coffee chat. A quick text before their first big moment. An "ask me anything" conversation where you feel safe admitting you don't know everything. (Spoiler: nobody does. 😅)
This support matters because leadership can feel isolating. When you know you can reach out without judgment, you're more likely to step up and stay committed.
💡 Try this: Pick one person from your team and one current leader who could mentor them. Set up an initial conversation, maybe over coffee or a quick call, and let them know what you're hoping they'll help each other with.
Try it this week 🚀
Pick one person on your team with leadership potential. This week, have a casual conversation with them about their interests and growth opportunities. A coffee chat or quick call works great.
Listen for what excites them and what makes them hesitant. Use what you learn to shape how you support them moving forward.
Hit Reply
Which of these three strategies resonates most with you? Hit reply and tell me! I'd love to hear which strategy you're tackling first.
