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A healthy leadership pipeline doesn’t happen by chance—it’s built with strategy. Yet many companies still promote high-performing individual contributors into management roles with little preparation. The result? Over 60% of new managers either fail or underperform within their first two years, according to Gallup. The cost: lost talent, poor morale, and stalled growth. If you're tired of seeing potential leaders flounder, it’s time to invest in a proactive system that identifies, prepares, and supports emerging talent before they step into leadership. This guide shows you how.

Why Your Leadership Pipeline Needs a Proactive Approach

Most organizations face a major leadership gap. According to DDI’s Global Leadership Forecast, 77% say their pipeline is too weak to meet future needs. The problem isn’t a lack of talent—it’s a lack of preparation. Too often, promotions are based on past performance rather than future readiness. But leadership requires entirely new capabilities: coaching, strategic thinking, emotional intelligence, and the ability to drive results through others. These skills aren’t innate—they’re learned. A strategic leadership pipeline includes structured development, mentorship, and clear benchmarks for growth.

Build an Internal Leadership Program (Like Delta Defense Did)

Companies like Delta Defense, LLC are getting ahead by creating in-house Emerging Leaders Programs. Designed by Dr. Jenny Schultz, their program identifies high-potential employees and provides them with focused development before promotion. It starts with clear goals: grow internal talent, increase retention, and reduce the cost of external hiring. Through rigorous selection, targeted curriculum, and a blend of live workshops and peer learning, participants build skills they can apply immediately. Results? A 200% ROI, a 5x increase in internal promotions, and a 28% boost in retention.

External Programs Can Strengthen Your Leadership Pipeline Too

Not every company can build a program from scratch. External leadership accelerators—like the Women’s Leadership Accelerator—offer powerful alternatives. These programs bring together diverse professionals, expert coaches, and curated curriculum to prepare participants for real-world leadership. They also offer psychological safety and fresh perspectives from outside the organization. When done right, external programs help fill the leadership pipeline with ready-to-lead professionals who return more confident, capable, and aligned with organizational goals.