The Leadership Crisis No One is Talking About

Have you noticed how many organizations put leaders in positions without properly preparing them? This creates a leadership pipeline that’s running dry—a crisis that affects teams everywhere but rarely makes headlines.

 

Mac Lake recently opened up about this problem on the Slingshot Group Podcast, sharing a moment that changed his leadership journey forever.

 

When Honesty Creates Growth

“Mac, we love you…you’re just not a good leader.”

 

Those words could have crushed him. Instead, Mac used this feedback as fuel for growth. Today. He’s one of the most respected leadership coaches around.

 

His story teaches us something vital: great leadership starts with leading yourself.

 

Before you can guide others, you need to face your own gaps and commit to personal growth. This self-awareness forms the foundation for developing strong teams where leadership thrives at every level. 

 

What makes Mac’s response so powerful was his willingness to listen. Many of us react defensively when faced with hard truths about our leadership. We justify, explain, or dismiss the feedback rather than embracing it as a gift. 

 

Mac chose a different path. He recognized that his effectiveness as a leader directly impacted everyone around him. By accepting this honest assessment, he opened the door to meaningful change. 

 

This vulnerability isn’t weakness—it’s the first step toward authentic leadership strength.

 

The Problem We Keep Missing

Many of us have fallen into a dangerous pattern. We focus on filing leadership positions rather than developing leaders. The difference matters: 

• Placement just puts people in roles
• Development builds their capacity to succeed

 

When we skip development, we create a cycle of unprepared leaders who struggle and often burn out. This affects team unity, direction and vision, recognition of new talent, culture health, and planning for the future.

 

The costs of this approach extend beyond individual leaders. Teams feel the impact through unclear expectations, shifting priorities, and lack of consistent support. Projects stall or fail entirely. Talented team members leave for organizations where they can grow.

 

What makes this crisis particularly dangerous is how quietly it happens. Unlike financial problems that show up clearly in reports, leadership development gaps often remain hidden until the damage is severe.

 

Think about your own organization. How many leaders were placed in roles with minimal preparation? How much time and attention goes toward developing people versus completing tasks? The answers reveal whether you’re building a sustainable leadership culture or simply filling positions.

 

Building Leaders Who Last

How do we fix this pipeline problem? Mac shares practical ways to develop leaders who will grow your organization.

 

Spot Hidden Potential

Look beyond current job performance to find people who show: 

• Eagerness to learn
• Consistent character
• Problem-solving drive
• People skills
• Bounce-back ability
• Big-picture thinking

 

These traits often matter more than technical skills when identifying future leaders.

 

The challenge is that potential rarely announces itself clearly. You need to watch for small moments that reveal character and capacity: the team member who takes initiative during a crisis, the person who asks thoughtful questions in meetings, or the quiet contributor who helps others succeed.

 

Creating opportunities for people to stretch beyond their comfort zones helps surface this potential. Simple assignments that require leadership thinking can reveal who has the mindset for greater responsibility.

 

Pay special attention to how people handle failure. Those who take responsibility, learn from mistakes, and bounce back quickly often show the resilience needed for leadership roles.

 

Grow Commitment to Learning

Once you spot potential leaders, help them grow through: 

• Regular, honest feedback
• Challenging assignments
• Mentoring relationships
• Chances to lead projects
• Safe places to make mistakes
• Clear growth paths

 

Each person needs a unique development plan that builds on their strengths and addresses their gaps.

 

Feedback plays a crucial role in the process. Many organizations save feedback for annual reviews, but development happens in real time. Create a culture where feedback flows naturally in both directions.

 

The best development happens through a mix of formal and informal experiences. While training programs have value, nothing replaces hands-on leadership practice with good coaching. Give emerging leaders real projects with meaningful stakes and the support to learn as they go.

 

Remember that development takes time. Many organizations give up too quickly when they don’t see immediate results. The leaders who will shape your future may need years of intentional investment before fully stepping into their potential.

 

Create a Culture That Values Growth

The most powerful change happens when development becomes part of your organization’s DNA:

• Leaders model continuous learning
• Growth conversations happen often
• Time and money support development
• Success stories get shared
• Lateral moves for growth get encouraged
• Development metrics matter as much as financial ones.

 

When growth becomes a core value, leadership development shifts from a nice-to-have program to an essential practice.

 

Culture starts at the top. Senior leaders must demonstrate their own commitment to growth by sharing their development journeys openly. When the CEO talks about areas they’re working to improve, it gives everyone permission to embrace growth.

 

Budget directly reflects values. Organizations serious about development allocate resources specifically for growing people. This includes not just training dollars but protected time for mentoring, coaching, and learning.

 

Consider how you measure success. Most organizations track financial metrics carefully while leadership development remains unmeasured. Create simple ways to track development progress and review these metrics as regularly as financial ones.

 

Keep Moving Forward

Mac compares leadership health to physical health in a way that really hits home. As we age, many of us slow down—not because we must, but because we stop putting in the effort.

 

Leaders who stay effective over time keep investing energy in growth—spiritually, emotionally, and intellectually. They refuse to coast on past wins. This ongoing commitment requires: 

• Regular self-assessment
• Seeking feedback from others
• Engaging with new ideas
• Building pee relationships
• Making time for thinking and renewal

 

The comparison to physical health resonates deeply because we can all see the pattern. People who maintain healthy habits throughout life stay active and engaged far longer than those who stop challenging themselves.

 

Leadership works the same way. The moment you believe you’ve “arrived” as a leader, your growth plateaus. The best leaders maintain a beginner’s mindset even with decades of experience. They remain curious, open to new approaches, and willing to challenge their assumptions.

 

The mindset keeps leadership fresh and prevents the staleness that often comes with long-term roles. It also sends a powerful message to younger leaders about the continuous nature of development.

 

Growing People Grow People

The best reason to focus on leadership development? It multiplies. Leaders who experience real growth naturally invest in others. Each developed leader can develop many more, creating momentum that builds with each new generation of leadership.

 

When this takes hold, your organization creates a self-sustaining culture where leadership capacity keeps expanding. 

 

This multiplication effect transforms organizations over time. Instead of leadership remaining concentrated at the top, it spreads through the system. Teams become more agile, responsive, and innovative because leadership happens at every level.

 

Think about the legacy this creates. Your investment in one emerging leader today might influence dozens or hundreds of others throughout their career. The impact extends afar beyond your immediate goals or current projects.

 

Start Building Your Pipeline

If you see this pipeline challenge in your own team, try these steps:

1. Check your approach: Are you filling seats or building capacity?
2. Look for potential leaders you might be missing
3. Create growth plans for key team members
4. Set aside resources specifically for development
5. Build in check-ins to keep development a priority

 

Begin with an honest assessment. Most organizations believe they develop leaders well, but objective measures often tell a different story. Ask tough questions about your current practices and be open to what you discover.

 

Start small if needed. Even modest investments in development can yield significant results when applied consistently. Choose one or two potential leaders and focus your efforts on their growth before expanding to broader initiatives.

 

Remember that leadership development takes time but pays off enormously. Your investment today shapes your team’s future.

 

As Mac’s story shows, the path to better leadership starts with honest self-awareness and commitment to growth. By taking this approach both personally and as an organization, you can address the leadership crisis before it limits your impact.

 

You can’t afford to ignore your leadership pipeline. The health of your mission depends on it.

 

Listen Now

Want to hear Mac’s full conversation? Take 40 minutes today to discover: 

• How to spot and nurture potential in emerging leaders
• The secret to developing leaders committed to growth
• Practical ways to build a culture that values development

 

Remember, growing people grow people. Your investment in leadership development today will shape your organization’s future.