A seasoned leader (let’s call her Sarah) recently revealed one of her biggest regrets in her leadership journey with me in a conversation. Despite managing a multi-million-dollar book of business and living in four different countries, she confessed that her path to success wasn’t as smooth as it appeared. Her biggest regret? Not having a mentor or sponsor early in her career.
Constantly on the move, she often found herself navigating new environments and challenges alone. She shared how difficult it was to perform at a high level without regular feedback or a trusted sounding board. Even as she achieved remarkable success, a lingering thought remained—how much more fulfilling could her journey have been with a mentor’s guidance?
Her story perhaps illustrates that no matter how capable or successful someone might be, having the support, wisdom and life lessons from a mentor can make all the difference. It’s a kind of learning and growth that no course or training program can replicate.
Mentorship is one of several key experiences that play a crucial role in personal and professional development. These invaluable experiences cannot be replicated or simulated and shape leaders in ways that formal training cannot.
Do Experiences Matter More Than Experience?
Many organizations place a premium on experience, often equating the number of years in a role with being “battle-tested.” This perspective suggests that a longer tenure translates to greater wisdom and a deeper understanding of leadership. Hiring and promotions typically reflect this belief, implying that one must endure years of hard work and challenges to truly “arrive” as a leader.
However, this focus on years can overlook the richness of individual journeys. It’s not just about the time spent in a position; it’s about the experiences that shape us. True leadership is forged through moments of challenge and growth—those pivotal experiences that teach us valuable lessons, including how to navigate failure.
Many spend years in careers, working hard to get to a certain position yet remain unhappy throughout that journey. But in today’s rapidly changing world, the number of years you’ve spent in a role holds less weight than it used to. What may have been effective a decade ago might not apply today. Instead, it’s essential to focus on the experiences that foster development—especially those breakthrough moments that arise in an era where technology evolves at lightning speed.
Quantum Leaps in Leadership
In quantum physics, a quantum leap describes the sudden jump of an electron from one energy level to another. This transition is instantaneous and explosive, not gradual. Similarly, in human development, a “quantum leap” represents a significant breakthrough that expands our personal capacity. These moments are often non-linear, creative, and can feel truly transformative in their impact.
For Sarah, the key experience of having a mentor could have been a game changer. That relationship could have propelled her growth even further considering how much more she might have achieved with that guidance.
Sometimes, a single moment of clarity can illuminate a path you never knew existed. The key is to ask the right questions that challenge our thinking and stretch our understanding of what’s possible. In the profound, age-old wisdom of Dr. Seuss, “Sometimes the questions are complicated and the answers are simple.”
To help you uncover your own quantum leaps, here are a few questions to consider:
- Which milestones would you consider pivotal experiences in your development as a leader? Which would you identify as a “quantum leap”?
- What experiences challenged you the most?
- When was the last time you stepped way out of your comfort zone?
- Can you recall a time when you failed or nearly failed? What did you learn? How did that understanding accelerate your growth as a leader?
- Have you ever been promoted when you weren’t prepared? Looking back, what would have been essential development to better prepare you?
We all have our own breakthrough moments. For me, it happened when I was unexpectedly thrust into a room full of executives to present a market research study, just six months into my first job. At the time, it felt like an absolute disaster, but looking back, it was one of the most pivotal experiences in my growth as a consultant. What seemed daunting then has become a cornerstone of my professional journey. Deep reflection on these quantum leaps and intentional actions to expose yourself to challenging experiences is the essence of proactive leadership development.
Great leaders don’t just drift into greatness—they get there on purpose. The real growth happens when they pause, look back on their journey, and recognize those pivotal moments—especially the messy, failure-ridden ones. It’s not about waiting for development to find you; it’s about seizing opportunities, even the uncomfortable ones. “Seize the day” isn’t just a nice phrase from a Hollywood movie—it’s the way forward for anyone who wants to lead with intention and impact.
Crafting Your Experiential Development Plan
A plan that includes key experiences in your development can be extremely powerful. In the leadership development world, the 70-20-10 rule is often discussed—70% experiential, 20% developmental and 10% classroom. This model emphasizes the importance of learning through actual experience, complemented by formal education and coaching. While many organizational programs are designed around this principle, many don’t implement it beyond classroom training.
Begin by reflecting on your journey as a leader. Consider the significant quantum leaps that have shaped who you are today. What pivotal experiences propelled your growth? Consider these questions as you review your development needs and plans for the future:
- How do you challenge your own perceptions of what’s required for your success? What intentional exposure to experiences do you need to disrupt your development plan?
- What are some ways you can consistently push yourself out of your comfort zone? Where and how will you do this in the next 12 months?
- By gaining these experiences, how will you impact the performance and engagement of those you work with (team members, partners, customers)?
- Let’s assume you have fully acquired this experience. How would your performance differ from when you were not exposed to it?
These questions aren’t just about gaining perspective—they’re about sparking real action. Too often, leadership development gets bogged down in processes, missing the real point: the experience. Just like Sarah struggled on her leadership journey without support, timely reflection could have helped her prioritize finding a mentor and intentionally plan her career trajectory.
Next, create an inventory of the types of experiences that could supercharge your development. Think about the challenges you want to tackle, the skills you want to hone, and the opportunities you want to pursue.
Don’t hesitate to seek support through intentional coaching and mentoring. A mentor can provide invaluable insights and guidance, helping you navigate the complexities of leadership and gain experiences that matter most.
Finally, make reflection a regular part of your journey. Continuously assess your progress and align your experiences with your strengths and aspirations. As you build your leadership career, remember that it’s not just about reaching a destination; it’s about growing and evolving along the journey.
At the organizational level, introducing a “key experiences review” into leadership development and succession planning can be impactful. It gives organizations a better sense of who’s truly ready to lead while offering leaders a chance to do more than just assess their skills. It’s a practical way to help them thoughtfully navigate their careers, preparing them for a world that feels like it’s changing not just daily but minute by minute. It’s about staying ahead of the curve, being intentional and turning career development into something real and dynamic.
Ready, Set, Leap
Building a leadership career isn’t just about ticking boxes on a development plan or crafting the perfect LinkedIn profile. In a world where change is constant, real growth happens when you push yourself into new, sometimes uncomfortable experiences.
The days of climbing a straight, predictable career ladder are over—now, it’s more like navigating a winding path with surprises around every corner. The leaders who thrive aren’t the ones stuck on a perfect, linear plan, but those who see their career as an adventure, embracing the twists and turns, learning from every stumble and staying ready for whatever comes next.
I’m reminded of one of my favorite George Eliot quotes—the celebrated poet and novelist once said, “It’s never too late to be who you might have been.” What’s fascinating is that George Eliot was actually the pen name of Mary Ann Evans. She chose a male pseudonym to ensure her work was judged on its own merits, free from the biases of her time.
Just as Eliot had the courage to chase her dreams, even if it meant hiding her identity, leaders need to find and embrace their authentic selves—without the weight of outside expectations.
The best way to do that isn’t by putting on a facade but by reflecting on real experiences, tackling real challenges and growing through true adversity. It’s those raw, unfiltered moments—and the real leaps in leadership—that shape a leader’s true identity and pave the way to becoming who they’re meant to be.