In our recent webinar, Finding & Growing Your Future Leaders, Jack Kasel and Alex Cole-Murphy explored how top-performing financial institutions identify, develop, and retain leadership talent. They discussed the four key components of a strong succession plan and shared insights on how leaders can use data and coaching to prepare their next generation of high performers.
Why Leadership Assessments Matter
Jack and Alex emphasized that finding the right people for leadership roles starts with a structured assessment process. Resumes and interviews only tell part of the story. Effective organizations use sales-specific tools, such as Objective Management Group (OMG) assessments, to evaluate candidates on 21 Core Sales Competencies. These tools help uncover the traits and belief systems that drive real performance.
Beyond assessment, leaders must also understand their own biases and blind spots. Recognizing how personal beliefs shape coaching and hiring decisions allows organizations to make better, more objective leadership choices.
Coaching Over Commanding
Great leaders coach; they don't command. Moving from a sales role to a leadership role requires a different skill set. Handling rejection, motivating others, and developing emotional intelligence are crucial for success. As Alex shared, “Positional authority may get short-term results, but personal power inspires long-term growth.”
Leaders who engage in regular coaching conversations, roleplay exercises, and feedback sessions create more resilient teams. Jack added that challenging team members with high standards helps them grow, but it’s the coaching process that keeps them engaged and improving.
Building a Strong Succession Plan
Succession planning should be proactive, not reactive. The best organizations develop leaders before they need them. Jack and Alex discussed how using consistent data, clear accountability, and repeatable hiring processes ensures that leadership transitions happen smoothly. They encouraged companies to think beyond immediate needs and start developing internal talent now because the future of your business depends on it.
Watch the entire webinar above!
FAQs
1. How do I identify future leaders within my team?
Look for team members who take initiative, handle challenges well, and influence others positively — not just your top performers.
2. What’s the best way to develop emerging leaders?
Provide stretch assignments, coaching, and feedback that build both confidence and decision-making skills over time.
3. How can I create a culture that grows leaders at every level?
Model strong leadership behaviors, encourage ownership, and make development a regular part of performance conversations.
Contact the Speakers:
Alex Cole-Murphy: alex@anthonycoletraining.com
Jack Kasel: jack@anthonycoletraining.com
