What if your next great leader is already sitting in your office—quietly doing their job, exceeding expectations, and waiting for someone to notice?

According to HR.com’s Future of Career Development and Mobility 2024-25 report, most organizations are far from strategic when it comes to internal career growth. In fact, only 5% of organizations say they’ve reached an “innovative” stage in career development, and just 15% consider themselves “strategic.” That means most organizations are trying to grow talent without a clear or structured system.
 

While nearly 40% believe they manage career development (37%) and internal mobility (42%) well, a significant percentage—over a third—say they fall short in both areas. The disconnect is clear: organizations know the importance of nurturing internal talent but often fail to build the systems that make it happen. 

Succession planning is another area where shortfalls can be costly. As Harvard Business Review reports, poor CEO transitions can erase nearly $1 trillion in market value annually across the S&P 1500. Effective leadership development isn’t just risk mitigation—it’s a smart growth strategy. Creating structured opportunities for advancement builds a reliable talent pipeline and strengthens organizational resilience.

So, what does successful internal development actually look like? A few leaders shared their real-world stories, proving that great leadership often starts with recognizing potential, not just credentials. These stories reveal how meaningful growth doesn’t always follow a linear path or formal promotion cycle. It often begins with a manager’s belief in someone’s unseen capabilities, is fueled by hands-on opportunities, and succeeds through intentional mentoring, encouragement, and trust. From quiet contributors to confident leaders, these journeys show what’s possible when companies choose to grow talent from the inside out.

"Sometimes you have a person in front of you with untapped skills."

Tracie Sponenberg, Chief People Officer at Tracie Sponenberg LLC, shares the powerful story of an assistant manager in accounting who had no prior HR background—but all the right human-centered skills. When the opportunity arose, Tracie gave her a shot, made a promise to guide her, and helped her grow into the role—step by step.

“There was no formal path, no boxes checked here—but sometimes there isn't,” says Tracie. “Sometimes you have a person in front of you with untapped skills—and you find them a spot that works best for them—and the company.”

"She shaped her development actively."

Kelly Tucker, Managing Director of HR Star Consulting Ltd, watched as Caz, who began in 2020 as a People Administrator, took charge of her own growth. Caz sought feedback, leaned into learning, and demonstrated leadership before the title came. By 2024, she had earned her place as a Senior People and Culture Advisor.

“She never waited to be told what to learn… She proved herself by doing the job before officially having the title,” Kelly reflects. “With the right attitude and support, you can grow your leaders from within.”

"Familiarity is the missing trait."

Rob Reeves, CEO and President of Redfish Technology, once leaned heavily toward external hires—until a hiring process made him realize the most qualified recruiter was already in his office. His office manager, who had been coordinating interviews and solving tech issues behind the scenes, showed sharp instincts and a deep understanding of the company.

“She already understood the heartbeat of our business,” Rob explains. “That experience reminded me that sometimes the best trait—the missing trait that you are looking for in a perfect hire—is simply familiarity.”

"Internal promotions become a cornerstone of your growth story."

Kraig Kleeman, CEO of The New Workforce, highlights a promotion that didn’t just happen—it was earned over time through intentional development. A team lead stepped into the Director of Operations role after gaining early exposure to strategic work, mentorship, and visibility with decision-makers.

“The best promotions happen when leaders are already doing the job before the title changes,” Kraig notes. “The key? Our continuous, intentional investment in her own development.”

"The best leaders are sometimes right under your nose."

Muqaddas Virk, Recruitment Specialist at Xero and HR at Quantum Jobs USA, tells how Jenny, a customer service team member with great instincts and emotional intelligence, gradually evolved into a trusted leader. With coaching, training, and real project ownership, Jenny stepped up—and delivered.

“Now, Jenny’s team and customers are both doing well and are much happier,” says Muqaddas. “This proves my point that the best leaders are sometimes right under your nose—all you have to do is nurture them.”

Closing Thoughts

Leadership development isn’t a one-size-fits-all program—it’s a mindset. These stories illustrate the power of spotting potential, creating space for growth, and committing to people over processes. If you want a resilient, future-ready workforce, start by investing in the talent you already have. Because more often than not, your next great leader isn’t out there—they’re already here, waiting to be seen.

Leader perspectives were gathered with the support of Featured.com

Suggested Reads

• Unlocking The Power Of Internal Mobility
• Are You Intentionally Growing Your Successors?

Author Bio

Babitha Balakrishnan is the Senior Editor of HR Excellence Magazines at HR.com.

Error: No such template "/CustomCode/topleader/category"!