I’ve been in rooms full of high-potential leaders who don’t know why they’re there.
They don’t have the title. They don’t manage people. And yet, there’s something in them that’s already leading. Something that’s just waiting to be found, to be seen, to be expanded.
That’s the part of leadership readiness no one wants to talk about. Because most leadership development programs are still rooted in performance metrics. How long you’ve been in the role. How well you present. How well you score. We treat readiness like it’s a checklist.
But readiness isn’t a checklist. It’s a connection; a conversation.
We keep promoting people based on visible traits: tenure, charisma, and technical expertise. And we forget that skills can be taught. What can’t be taught as easily is the mindset, the willingness, the attitude, the belief.
I’ve seen it over and over again. We throw people into the deep end of the pool and never even give them a reason to believe they belong in the role. They are good at what they do, so we promote them. No coaching. No honest conversation. Not even our belief in them. Just a bigger job title, one-size-fits-all training, and a hope that they figure it out.
And what happens? Many try to mold themselves into someone else’s idea of a “leader” and end up exhausted, disconnected, or stuck. Many burn out.
That’s what happened to me.
Years ago, I took a job at a startup. The title was arbitrary. The salary was great. But the moment I stepped in, I panicked. No one could tell me what I was supposed to do. I came from corporate, where your title was clear, your job was documented, and your performance was evaluated annually.
In that world, I had learned to wait. Wait to be told what to do. Wait for someone to outline my path. Wait for someone else to say I was ready.
And then suddenly, I was in a room with no map, no rules, and no validation. I thought I had made the worst mistake of my career.
But it was also the beginning of something else.
Because when I was finally frustrated enough to stop waiting, I started listening. To myself. To where I could add value. To what I actually knew from 20+ years in corporate life. And I started contributing. Not because someone told me I could, but because I chose to.
That moment, that shift, was my turning point. It was when I stopped looking for someone else to define my role and started trusting what I already knew I could contribute.
It’s the pause between “I don’t know what I’m doing” and “Actually, I do.” It’s the moment where clarity begins, not because everything is perfect, but because you’re finally honest with yourself.
This is why we need a new definition of leadership readiness.
Before we promote someone, we should ask: “Have they explored why they want to lead at all?” In plain terms: Are they connected to a deeper reason beyond the role? Do they understand what leadership means to them – not just what it looks like on paper? Have they linked their leadership to their values, not just their resume?
Before we say yes to a bigger title, we should ask ourselves: “Am I clear on who I am in this next chapter?”
This isn’t about second-guessing. It’s about realigning.
A tool I’ve created, The Clarity Compass, gives us a way to check for that alignment:
- WHY – Why do I want to lead? What truly matters to me about leading? What’s the belief or value behind why I lead?
- WHAT – What am I actually being asked to lead? Is it aligned with my strengths and purpose?
- WHO – Who do I need to become to lead them well? Who can help me get there?
- HOW – How does this transformation occur? What tools, habits, or support will I need to do this sustainably?
- NOW – What’s one decision or action I can take today that reflects this clarity?
You can’t just check these off. You have to sit with them. Let them inform your next move, not justify one you’ve already made.
Not a checklist. A conversation. A connection. A deeper kind of preparation that starts with identity, not just instruction.
Your Next Clear Move™:
Think of the last big role or responsibility you accepted. Did you step into it with clarity, or out of obligation?
Going forward, use this moment to pause. Not power through. There’s a reason you’re here. Let’s make sure it’s one that serves who you actually are.
If your organization is still using checklists to decide who’s ready to lead, it’s time for a reset.
Let’s talk about bringing The Readiness Reset™ keynote or a Readiness Lab to your team.
These aren’t just programs. They’re turning points.
