Remember playing tag as a kid? The moment someone yelled “not it,” everyone scattered. Lately, it seems that’s happening in the workplace too, but instead of tag, it’s leadership.
I was reading an article recently about how the number of managers is flattening in the corporate world. People just aren’t stepping into those roles the way they used to, especially if it means more work for only a small pay bump. Even at a recent conference, someone asked me how to get their team invested in growth and development when it doesn’t come with a raise or a title change. It’s a real challenge that’s showing up everywhere.
What I see happening is that people aren’t avoiding leadership because they lack ambition; they’re avoiding it because they see what it looks like today. They see leaders who are overwhelmed, stretched thin, and expected to perform without enough resources or support. And they’re asking, “Why would I want that?”
Leadership doesn’t have to feel that way. It becomes more sustainable when we give managers the right tools and skills to succeed. When we help them learn how to navigate conflict, communicate clearly, and build a structure that keeps their teams aligned. Those abilities don’t just happen through osmosis; they’re developed through intentional training, coaching, and practice.
So ask yourself these questions if you’re struggling to promote team members into leadership roles.
- Does your organization make leadership easier or harder?
- Are you giving your managers the support and development they need to grow?
- Are you accidentally making the role less appealing?
As you move into planning for 2026, consider what your organization is doing to make leadership both achievable and appealing.
Leadership isn’t a title, it’s a skill set, and it’s one worth investing in.
Need help? You can either join our group cohort in 2026 or schedule a 30-minute call with me for 1:1 support.
