True leadership isn’t just about personal success—it’s about creating a legacy of great leaders. Yet, many aspiring leaders struggle to navigate the complex realities of corporate growth—being excluded from decision-making, adjusting to new layers of hierarchy, dealing with difficult colleagues, or struggling for recognition.

When faced with these challenges, some lose motivation, others become reactive, but the best find ways to rise. This is where great senior leaders make the difference.

A powerful leader doesn’t just offer advice; they clear paths, amplify voices, and teach the art of influence. Here’s how senior leaders can transform obstacles into defining moments for emerging talent—helping them navigate adversity with grace, resilience, and strategy.

1. Make Their Contributions Impossible to Overlook

Many aspiring leaders struggle with visibility. They put in the effort but remain unnoticed in decision-making circles. Instead of waiting for recognition, senior leaders can ensure their impact is seen and valued.

How?

• Credit them in leadership conversations – Instead of just acknowledging their contributions privately, mention their insights and impact in executive discussions.

• Give them a platform – When presenting to leadership, invite them to co-present. Let them own their work in front of decision-makers.

• Subtly reinforce their influence – Reference their expertise in high-stakes meetings, making their presence indispensable.

Example:

When Mary Barra was climbing the ranks at General Motors, her mentors ensured that her ideas reached the highest levels of leadership. By creating visibility for her work, they helped shape her journey to becoming GM’s first female CEO.

Key Move: Instead of waiting for talent to fight for visibility, senior leaders should actively amplify their voices.

2. Coach Them to Navigate Office Politics Without Losing Integrity

Many promising leaders see office politics as a game they don’t want to play—or one they play poorly. The best senior leaders don’t just warn about workplace dynamics—they teach how to master them with authenticity.

How?

• Help them understand informal power structures – Where are decisions really made? Who are the key influencers? Guide them on where to build influence.

• Encourage alliance-building – The best time to build strategic relationships is before they are needed.

• Model ethical leadership – Demonstrate how to navigate power structures with integrity rather than manipulation.

Example:

Satya Nadella transformed Microsoft’s leadership culture by coaching his teams to influence through collaboration rather than competition. His approach focused on building trust, pre-alignment, and strategic partnerships instead of aggressive politics.

Key Move: Instead of letting aspiring leaders struggle with workplace dynamics, senior leaders should teach them how to navigate influence effectively.

3. Create ‘Strategic Stretch Assignments’ to Prove Their Value

Many promising leaders feel stuck in execution roles, unable to showcase their strategic thinking. Senior leaders can accelerate their growth by assigning high-impact projects that demand leadership.

How?

• Give them a problem bigger than their current role – Assign projects that require cross-functional influence and strategic decision-making.

• Ensure leadership sees their work – A great project is only transformational if it reaches the right audience.

• Provide support, not control – Offer guidance but allow them to struggle and grow through the challenge.

Example:

Tim Cook’s early stretch assignments at Apple involved revolutionizing the supply chain, a challenge far beyond his original scope. His senior leaders gave him the autonomy to solve complex problems while ensuring his successes were visible. This laid the foundation for his eventual role as CEO.

Key Move: Instead of waiting for leaders to prove themselves, senior executives should design opportunities that force leadership growth.

4. Shield Them from Bureaucratic Distractions While Preparing Them for Leadership Realities

As organizations evolve, new layers emerge, diluting influence and making decision-making complex. Aspiring leaders often waste energy fighting these shifts instead of learning to navigate them.

How?

• Run interference where needed – Protect emerging leaders from unnecessary political battles that don’t serve their growth.

• Provide clarity when top-level strategy is vague – Translate high-level vision into actionable insights so they can execute effectively.

• Ensure they remain part of key conversations – If new layers of leadership emerge, advocate for their continued seat at the table.

Example:

When Ursula Burns was rising at Xerox, her mentor, then-CEO Anne Mulcahy, made sure she wasn’t pulled into distracting corporate politics. Instead, she kept Burns focused on high-impact work that led to her becoming the first Black female CEO of a Fortune 500 company.

Key Move: Instead of letting talent get lost in organizational shifts, senior leaders should help them focus on what truly matters.

5. Teach Them How to Manage Difficult People Strategically

Difficult colleagues, uncooperative stakeholders, or internal critics can derail even the most promising leaders—unless they learn how to outmaneuver resistance with intelligence.

How?

• Coach them on de-escalation – Teach them to respond with logic, not emotion, when faced with resistance.

• Help them map power dynamics – Who influences whom? How can they shift the balance of power in their favor?

• Encourage the long game – Instead of reacting to negativity, show them how to neutralize resistance over time through results and alliances.

Example:

Howard Schultz, when rebuilding Starbucks, coached his emerging leaders on winning over skeptics through performance, not conflict. Instead of pushing back aggressively, they built credibility over time, converting critics into allies.

Key Move: Instead of letting young leaders get caught in emotional conflicts, senior leaders should train them to navigate difficult personalities with strategy.

6. Keep Them Energized by Reframing Setbacks as Leadership Lessons

Leadership can be exhausting. Many talented professionals lose motivation when they feel undervalued or drained by workplace challenges. Senior leaders can help them stay focused on the long game.

How?

• Separate short-term struggles from long-term growth – Remind them that setbacks are temporary but leadership skills last forever.

• Encourage resilience-building habits – Whether through mentorship, personal projects, or learning, help them find new sources of energy.

• Share personal failures openly – Make them see that even great leaders have faced rejection, exclusion, or setbacks—and still thrived.

Example:

Angela Merkel, despite leading through multiple crises, never let political turbulence drain her effectiveness. Her secret? A detached, problem-solving mindset that focused on the bigger picture rather than short-term frustration.

Key Move: Instead of letting emerging leaders burn out, senior leaders should help them develop an unshakable leadership mindset.

Final Thought: Leadership Is About Multiplication, Not Just Success

A leader’s true legacy isn’t in personal achievements—it’s in how many great leaders they create.

If you’re a senior leader, ask yourself:

✅ Are you making the next generation of leaders visible?

✅ Are you teaching them to navigate complexity with grace?

✅ Are you challenging them with high-stakes projects?

✅ Are you shielding them from distractions while preparing them for realities?

The best leaders don’t just climb—they lift others as they rise.

The question is, who are you lifting today?