Who Owns Your Leadership Development?

Let’s start with a quick quiz. Ready?

Who owns your development as a leader?

A. The company
B. You
C. I already have the knowledge
D. All of the above

Got your answer?

Let’s break it down—and why it matters more than you think.

A. The Company

Yes, to a point.

Your company may offer leadership programs, a few workshops, or the occasional coaching session. But here’s the truth:

From the Gallup State of the Global Workplace 2025:

• Only 44% of managers globally say they’ve received management training.

• Most managers say they’ve never been trained for the job they’re in.

So while some organizations are stepping up, most aren’t. Or can’t. Or are too slow.

Even in companies with great L&D teams, the reality is that development tends to be prioritized for top-tier execs or under urgent performance pressure. Not day-to-day middle managers.

If you wait for your company to give you everything you need to grow, you may be waiting a long time.

B. You

This is the one that matters most.

Taking ownership of your leadership development means choosing a growth mindset.

Psychologist Carol Dweck defines it like this:

• A fixed mindset believes abilities are static. You either have it or you don’t.

• A growth mindset believes skills can be developed through effort, feedback, and learning.

Here’s the catch: fixed mindsets don’t always sound like "I don't want to grow."
Sometimes they sound like:

• “That’s just how I lead."

• “I don’t have time for all this soft stuff."

• “My results speak for themselves."

These are signals that you’ve hit a ceiling, and you're reinforcing it.

From the TalentLMS Growth Mindset in the Workplace report:

• 64% of leaders report higher performance with a growth mindset.

• 58% see improved engagement.

• 89% of senior leaders believe a growth mindset is critical for future success.

Your ability to grow is your competitive edge.

It means:

• Reading books your boss hasn’t assigned.

• Asking for feedback, even when it stings.

• Joining leadership groups or coaching programs.

• Taking ownership of your blind spots.

• Saying yes to stretch assignments even when you feel unready.

As Emerson said:

“The only person you are destined to become is the person you decide to be."

C. I Already Have the Knowledge

You might have some of it.

You probably know how to run a meeting, manage scheduling, and handle basic operations. But leadership isn't about mechanics. It’s about:

• Navigating complex team dynamics

• Leading through change and uncertainty

• Making decisions under pressure

• Having difficult conversations

• Building trust across differences

That kind of leadership doesn’t come from a task list. It comes from reflection, feedback, and intentional practice.

If you say, “I already know this,” but your team is disengaged, burnt out, or turnover is rising, you may be missing something.

Leadership leaves clues. And if you’re not growing, you’re probably stuck.

This is where coaching, mentoring, and development resources come in. Not because you’re broken. But because you’re still building.

D. All of the Above

If you picked this one, you’re right.

Leadership development is a shared responsibility. The company can support you. A coach or mentor can guide you. But ultimately, you have to drive it.

You don’t need to overhaul your life. But you do need to commit.

Try this framework to get started:

The 3Cs of Leadership Ownership:

• Curiosity – Ask more questions. Read. Reflect. Watch what great leaders do.

• Consistency – Small steps over time > big leaps once a year.

• Coaching – Don’t try to go it alone. Coaches accelerate growth.

Final Thought

Your development isn’t a perk. It’s a responsibility.

The people on your team need a leader who’s willing to do the work.
The future version of you needs a present-day version who shows up.

Leadership doesn’t happen by accident. It happens on purpose.

So take a look at yourself. Your team. Your work. Your impact.

And decide:

Are you ready to take the lead on your own growth?

Need help building a plan or figuring out what’s next? That’s where coaching comes in. Book a strategy call and let’s talk it through.

Leave us a comment below and share what you're doing to take ownership of your professional development.