What Is an Emerging Leader?
An emerging leader is someone who consistently displays leadership potential, influence, and initiative—without holding a formal leadership position. Often referred to in leadership circles as emergent leaders, these individuals naturally gain the respect of their peers and demonstrate a clear commitment to growth and collaboration.
They don’t wait for permission to lead. Instead, they step up, guide their teams through challenges, and embody the behaviours of strong, people-first leadership—making them ideal candidates for succession planning and organisational development.
Characteristics of Emerging Leaders
So, what exactly sets these individuals apart? While they may not have the official title, emerging leaders share a number of powerful traits that signal future leadership potential:
- Influence: They naturally inspire and motivate others, leading by example and maintaining a positive presence in the workplace.
- Initiative: Emerging leaders don’t sit back—they proactively take charge, propose solutions, and volunteer for stretch assignments.
- Forward-Thinking: With an eye on what’s next, they anticipate future challenges and opportunities, often seeing around corners others don’t.
- Commitment to Learning: A defining trait is their drive to continuously improve, upskill, and remain curious about how they can add more value.
- Adaptability: Whether it’s a shift in team dynamics, strategy, or market changes, emergent leaders remain resilient and flexible.
Together, these qualities make emerging leaders well-equipped to handle both present-day challenges and future organisational shifts.
Why Are Emerging Leaders Important?
In the face of talent shortages, rapid digital transformation, and increasing demand for agile management, emerging leaders are a critical asset. Their presence in an organisation adds value in several key ways:
- They Reduce Bottlenecks: When leaders are unavailable or overstretched, emerging leaders step in, keeping momentum and morale high.
- They Strengthen Culture: They influence their peers through trust, support, and positive reinforcement, fostering collaboration and inclusion.
- They Drive Change: Because they lead from within, emerging leaders often act as agents of innovation, rallying teams around new initiatives.
In short, emerging leaders don’t only fill leadership gaps—they actively raise the bar for what leadership can look like across all levels.
How to Identify Emerging Leaders in Your Team
One of the most common questions in leadership development is, “how do I identify an emerging leader?”
These individuals often rise organically—peers look to them for guidance, advice, and alignment during periods of uncertainty. But here are some observable behaviours and signals to help spot them:
- Growth Mindset: They seek feedback, learn from mistakes, and are open to taking on new challenges.
- Team Player: They put others first, mentor their peers, and prioritise team success over personal gain.
- Latent Influence: Even without a title, they have sway—others listen, follow, and trust them.
- Learning Agility: They absorb information quickly and are excited by opportunities to expand their skillset.
They don’t chase power—they embrace purpose.
How to Develop Emerging Leaders
Identifying talent is only the first step. Developing emerging leaders requires strategic planning and support. Here are four key methods:
1. Get Managers to Scout Talent
Managers are closest to daily team interactions. Encourage them to look for high-potential behaviours, not just high performance. Use performance reviews, peer feedback, and observable initiatives to surface talent.
Tip: Provide tools like development plans or capability mapping to reduce bias and give managers objective data.
2. Provide Coaching
Connect emerging leaders with coaches who can guide them through real-world leadership challenges. A coach offers a safe, reflective space to discuss growth areas, communication style, and strategic thinking.
Best Practice: Pair emerging leaders and coaches based on shared experiences or values—not just personality.
3. Stretch Assignments for Real-World Growth
Let them solve business-critical problems outside their current role. These assignments offer cross-functional exposure, drive innovation, and challenge their decision-making muscles.
Example: Leading a cross-departmental project or presenting solutions to leadership.
4. Create Capability Development Plans
Use learning and development platforms to build custom learning pathways. Focus training on the specific skills needed for future leadership roles—communication, empathy, strategic thinking, and influence.
Bonus: With capability-based learning systems like a Performance Learning Management System (PLMS), you can track growth and align training with organisational needs.
Common Challenges Emerging Leaders Face
Let’s not pretend the road is always smooth. Many emerging leaders run into challenges, especially when they’re navigating informal leadership roles:
- Lack of Recognition: Their contributions may go unnoticed without a formal title.
- Balancing Dual Roles: Juggling their current responsibilities while leading can cause overwhelm.
- Resistance from Senior Leaders: Traditional managers may feel threatened or challenged by rising influence.
These challenges are all surmountable with intentional support, feedback loops, and a culture of trust and mobility.
Real-World Examples of Emergent Leadership
Still wondering what emergent leadership looks like in action?
- In a customer service team, a team member without a supervisor title steps up during a crisis, coordinates shifts, and motivates the team through tough calls.
- In product development, a developer regularly coaches juniors, takes ownership of cross-functional communication, and champions innovation across departments.
- In marketing, a coordinator leads brainstorming sessions, acts as a sounding board for peers, and brings a solution-first mindset to every challenge.
Each of these individuals leads from the middle, earning influence not through authority—but through action.
Final Word: Build the Leaders of Tomorrow, Today
There’s never been a better time to invest in emerging leaders. Whether you’re in a corporate, public, or non-profit environment, the impact of nurturing leadership early is immense.
If you’re ready to identify, support and scale leadership potential across your organisation, it starts with a shift in mindset—from traditional hierarchies to distributed, agile influence.
