Day 37: How to Turn Your Top Performers Into Leaders
Having great people is powerful.
Turning them into leaders?
That’s where real scaling begins.
Your top performers aren’t just great workers.
They’re your future team builders, trainers, and brand drivers.
But it doesn’t happen by accident—you have to build it.
What’s not working:
Hoping top performers just "step up" naturally
Promoting people based on seniority, not leadership traits
Expecting skill to magically turn into people skills
Giving new leaders no real training or guidance
Good workers don’t automatically make good leaders.
Leadership is a separate skill set.
Related: The Leadership Lever: Why Your Team Mirrors You (Day 33)
What you’re looking for:
✅ A clear path from top performer → leader
✅ Leadership skills built before promotions happen
✅ Stronger internal culture (less need to hire outside)
✅ A team that pushes growth without you doing all the heavy lifting
✅ Leaders who raise the bar, not just hit quotas
Here’s how to build them:
Start early. (Plant seeds while they’re still focused on their craft.)
Coach leadership skills weekly. (Feedback, communication, ownership.)
Give them small leadership reps. (Training a new hire, leading a team huddle, running a project.)
Reward leadership behaviors—not just numbers. (Energy, teamwork, problem solving.)
Leadership isn’t a promotion.
It’s a process.
How we help:
We help brands build Leadership Development Pipelines that:
Identify future leaders early
Build coaching into regular rhythms
Prepare people for more before you promote them
Create teams that multiply leadership naturally
One brand developed three new internal leaders in six months—
Instead of hiring outsiders who didn’t fit their culture.
Because real growth comes from within.
Related: Your Team Doesn’t Need a Boss—They Need a Coach (Day 34)
Next Step:
Want help building your next wave of internal leaders?
Start by filling out this short form.
If it’s a fit, you’ll get access to book a 1-on-1 strategy session with me.
👉 LINK
