If you could create your own fantasy board of directors, who would be on it? CO— connects you with thought leaders from across the business spectrum and asks them to help solve your biggest business challenges. In this edition, we ask the founder of a leadership development firm for her tips on how to transform your company’s managers into leaders.
In this edition of “Ask the Board,” we feature Chelsea Seid, Founder and CEO of Talent Praxis, a boutique leadership development firm that helps companies build coaching and training programs.
Seid has formally coached over 150+ leaders from directors to C-suite executives and customized leadership development programs for 30+ companies in tech, professional services, finance, and consumer goods.
She has helped organizations define what leadership looks like, taught managers the mindsets and behaviors they need to lead effectively, and created systems that accelerate personal and professional development long before someone reaches the executive level.
As a small business owner, the future of your business depends on the leaders you’re building today. Below, Seid shares six strategies companies can use to transform today’s managers into tomorrow’s leaders.
Define what leadership looks like in your company
You can’t expect managers to become effective leaders if your definition of leadership is vague or inconsistent. The strongest organizations clearly define the specific leadership behaviors that drive success in their unique environment, not just general traits like “collaborative” or “visionary.”
At Talent Praxis, we work with companies to map leadership competencies — clear, observable behaviors like “sets clear and impactful goals” or “builds trust and relationships” — that connect directly to business outcomes. When managers know exactly what’s expected of them and how their growth ties to company priorities, development accelerates.
Teach managers to develop a clear vision for their team
Tomorrow’s leaders need to deeply understand their team’s purpose and how it connects to the company’s strategy. Companies should teach managers how to craft a clear, compelling vision that answers these questions:
- What role does our team play in advancing company goals?
- What does exceeding expectations look like for your team year after year?
- How will success be measured and communicated?
When managers can confidently articulate this vision — and align their team’s work with broader objectives — they create clarity, inspire performance, and drive results.
Train managers to experiment and learn from data
Strong leaders don’t grow by sticking to what’s always worked. Companies should teach managers to test new leadership strategies, measure outcomes, and adjust their plan based on what they learn. Borrowing from design thinking, we encourage organizations to help managers:
- Try new approaches to leading, motivating, and collaborating.
- Gather feedback and performance data to evaluate results.
- Adapt quickly based on what drives impact.
This experimental, data-informed mindset turns managers into more innovative, resilient leaders who can navigate change with confidence.
You can’t expect managers to become effective leaders if your definition of leadership is vague or inconsistent. The strongest organizations clearly define the specific leadership behaviors that drive success in their unique environment.Chelsea Seid, Founder and CEO of Talent Praxis
Build micro-feedback loops
Annual reviews aren’t enough to grow leaders. The best companies teach managers to actively seek ongoing feedback and normalize direct, two-way conversations about leadership effectiveness.
Managers should regularly ask questions like:
- “How is [name specific leadership strategy] impacting performance?”
- “Where am I aligned with expectations, and where am I missing the mark?”
- “What adjustments would create better outcomes?”
By coaching managers to build micro-feedback loops — small, frequent check-ins with teams, peers, and stakeholders — companies create leaders who are more self-aware, agile, and connected to business needs.
Develop strategic thinking early on
One of the most common gaps we see is managers excelling at execution but struggling when leadership requires strategic thinking. Companies should develop this capability before managers reach senior roles.
Teach managers to analyze business priorities, understand market trends, and make decisions that balance short-term results with long-term growth. By embedding strategic thinking early, companies prepare managers to step into higher-level roles confidently — ready to lead, influence, and innovate.
Create stretch opportunities with built-in support
Managers grow the fastest when they’re challenged, but only when the challenge comes with the right support systems. Companies should design stretch opportunities, like leading cross-functional projects, managing larger scopes, or presenting to executives.
The key is pairing these assignments with fundamentals, such as:
- Structured coaching to help managers navigate complexity.
- Peer learning for collaboration and perspective-sharing.
- Real-time feedback to reinforce progress and refine approaches.
This combination of challenge plus support builds confidence, accelerates learning, and prepares managers for the complexity of senior leadership roles.
CO— aims to bring you inspiration from leading respected experts. However, before making any business decision, you should consult a professional who can advise you based on your individual situation.
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