Who’s Missing from Your Leadership Pipeline?

The Visibility Trap

Many organisations say they care about inclusion — but leadership pathways still favour the loud, the visible, and the already-labelled “high potential.”

The risk? You miss out on capable, committed leaders who simply haven’t had the same visibility or sponsorship.

Why This Matters for Your Pipeline

A narrow pipeline means:

• Less diversity of thought in decision-making

• Weaker succession readiness

• Higher risk of costly external hires

Three Ways to Build a Broader, Stronger Pipeline

1. Use Structured Visibility Tools
Make visibility intentional, not accidental. Tools like on-demand leadership support connect leaders with mentors, peers, and stakeholders across functions.

2. Offer Self-Nominated Access
Don’t limit development to manager nominations. Let leaders opt in to programs that interest them.

3. Track Outcomes, Not Just Enrolment
Look at who participates, who benefits, and how that translates into career progression.

The Inclusive Development Advantage

Organisations that broaden access to development see stronger engagement, more innovation, and leaders who are ready to step up sooner.

Takeaway

If your pipeline only includes those already in the spotlight, you’re limiting your organisation’s future.

Want to see how inclusive leadership support could strengthen your pipeline? Book a call with our team and we’ll share how we’ve helped other organisations do exactly that.