Is Your Team Really Ready to Grow? Here’s How to Tell.
Leadership development is one of the most powerful investments you can make in your team — but only if they’re ready for it. Launching a program without first assessing your team’s mindset and culture can backfire. When there’s no buy-in, even the best training feels like a checkbox exercise rather than a catalyst for growth.
If your team doesn’t understand the “why” behind leadership development, they may assume it’s something you’re doing to pad your own resume or satisfy HR. And when that happens, engagement drops, resentment rises, and your return on investment disappears.
So how do you know if your team is ready for leadership development?
Signs Your Team Is Ready to Grow
Here are three key indicators:
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They express a desire to grow. Individuals ask about advancing their careers, not just climbing the ladder but growing into the leaders they aspire to be.
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They acknowledge areas for improvement. They’re self-aware enough to recognize weaknesses and want to work on them.
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They value leadership skills. They see leadership not as a title, but as a skill set that needs intentional development to be promotable and effective.
When these attitudes show up, it’s a clear signal your team is primed for the next step.
Red Flags That Signal “Not Yet”
On the flip side, there are signs that your team might not be ready:
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They resist feedback or growth. Development feels like a threat, not an opportunity.
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They avoid team engagement. They don’t enjoy working together, and the idea of team-based training is more dreaded than exciting.
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They “accidentally” miss training sessions. Their calendars are mysteriously full whenever growth opportunities arise.
If these patterns show up, pressing forward with training can actually deepen disengagement unless you address the root issues first.
What If Readiness Is Mixed?
Not every team situation is black or white. You might have some people excited and others resistant. In these moments, your next move is to cast a compelling vision. Help your team see how leadership development impacts both their individual advancement and the success of the group. When people understand what’s in it for them and how it contributes to a stronger culture, enthusiasm starts to build.
Takeaway:
Don’t assume your team is ready for leadership development just because it’s budgeted. Assess their mindset, communicate the “why,” and create space for real buy-in. That’s what transforms training from a to-do list item into a launchpad for growth.
Ready to build buy-in and develop your leaders the right way?
Let’s talk about a customized leadership training plan that fits your team’s current stage. Visit www.mcclurecoaching.com/free-strategy-session to apply for a brief call to discuss your options and best next steps.