Common mistakes in building leadership teams – And how to avoid them

By Dani Sheehan.  

By prioritizing the right qualities and strategies in your leadership team, you’re preparing your organization for long-term success.

A strong leadership team can transform a company’s culture and drive success. Melissa Chapman and Monica Vornbrock, cofounders of The GLO Group, are experts in building effective leadership teams. They emphasize that leadership is not just about filling roles – it's about creating a culture where employees feel empowered, valued and aligned with the organization’s vision.

Identifying potential leaders

Spotting leadership potential isn’t always straightforward. Melissa and Monica advise creating a culture where employees feel comfortable stepping up and asking questions. Natural leaders are often self-motivated, collaborative and solution-focused, but they don’t necessarily have to be the loudest voice in the room.

In fact, some of the best leaders are those who listen, evaluate situations from different angles and approach problems strategically. Pairing individuals with complementary skills, such as an introvert and an extrovert, can also bring balance to projects and highlight leadership potential.

Avoiding common pitfalls

Building a leadership team is a deliberate process, and there are pitfalls to avoid:  

1 – Surrounding yourself with yes-people: A diverse leadership team should challenge ideas constructively – you want people in your circle who will question and challenge you. Instead of seeing this as a threat, use it as an opportunity to expand the reach of what your team can do.  

2 – Promoting based on performance alone: Top-performers as individual contributors don’t always make great leaders. Recognizing and leveraging talents appropriately is essential. If someone has hit their ceiling in one area, explore horizontal growth opportunities that utilize their strengths differently.  

3 – Failing to provide support and training: Promoting someone without mentorship or a clear growth plan is a recipe for burnout. Leadership isn’t a sink-or-swim role. Proper training, ongoing support and structured development plans ensure success for both the leader and the organization.

Nurturing leaders for long-term success

A strong leadership team doesn’t happen by chance; it’s cultivated through intentional actions. Start by fostering an environment of trust and communication. Encourage emerging leaders to take calculated risks and learn from their experiences.

Finally, remember that building a leadership team is an ongoing process. Periodic evaluations, feedback sessions and professional development opportunities ensure that your leaders continue to grow and evolve.