The Shrinking Leadership Pipeline: Who Wants to Be a Leader?

Leadership is often seen as a defining career milestone — yet around 60% of employees don't aspire to leadership roles, and that number is growing. It's a real problem for the leadership pipeline, because organisations are simultaneously facing a shortage of leadership talent.

Why fewer people want to lead

Many employees look at the leaders around them — the constant pressure, the endless responsibilities, the demands on their time — and decide it's not for them. Too often, we also don't set new leaders up for success, which makes the role look even less appealing.

Rebuilding the leadership pipeline

Closing the gap means making leadership more attractive — through genuine support, ongoing development and strong role models for new and existing leaders alike. The work is to develop the basics: the mindset shift from doer to leader, navigating relationships, delegation, accountability, and leading through development rather than direction.

Frequently asked questions

Why don't people want to be leaders?

Many see the pressure and demands their leaders face and decide it's not worth it — especially when first-time leaders aren't set up for success.

How do you strengthen the leadership pipeline?

Make leadership more attractive with real support, development and role models, and equip new leaders with the foundational skills the role actually requires.