Have you ever come across the intriguing metaphor of a tortoise perched atop a fence post? It immediately signals that the creature didn’t ascend to such an unlikely position on its own. This powerful image prompts us to reflect on our roles within our organizations – are we the tortoise, lifted by the support and belief of others, or are we the ones elevating the tortoise, recognizing potential and providing opportunities for growth?

In the dynamic landscape of our workplaces, many of us have either been the architect of such elevation or the beneficiary. We’ve identified unique potential in a team member and championed their ascent to leadership roles, believing in their capacity to evolve from doers to visionaries who not only manage but inspire.

However, the journey from being on the ground to sitting atop that proverbial fence post comes with its set of challenges. As leaders and mentors, our initial commitment to guide, coach, and nurture the new leaders in their transition is paramount. But, let’s be honest, how often do the demands of our day-to-day responsibilities overshadow our noble intentions? Do we sometimes think a leadership course alone is sufficient to transform them into the leaders our businesses require?

By placing someone on that fence post, we are making a statement of faith in their potential. Yet, if we fail to invest our time and genuine effort into their development, are we not doing them – and our collective future – an injustice? When a promising leader struggles or falls short of expectations, it’s crucial to introspect: Is this a reflection of their limitations, or is it indicative of our shortfall in providing continuous support and mentorship?

This moment of reflection isn’t about assigning blame but about recommitting to the responsibility that comes with identifying and nurturing talent. It’s about asking ourselves, have we equipped them with the real-world skills, the emotional intelligence, and the strategic acumen to not just stand on that fence post but to thrive and lead effectively?

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In our busy workplaces, we often elevate colleagues or are elevated ourselves. Yet, without ongoing support, new leaders can struggle. Are we providing the mentorship and resources they need to thrive?

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