LEADERSHIP
Evolving the Team
Leadership Development Programs on a Budget
Even without a big budget, startups can build high-performing leaders through scrappy, creative development methods.
TIME COMMITMENT
2–3 hours/month per leader
Review quarterly
Why This Matters
Keeps your leadership team evolving with the company
Builds retention and engagement
Encourages continuous learning
Prepares team for role evolution and succession
Increases internal promotions and bench strength
When to Focus On This
Leadership team formed
Experiencing inconsistent performance or burn-out
Planning long-term org scale or promotion tracks
How to Complete
Define leadership competencies your company values
Build peer coaching or mentorship circles
Start a company-wide leadership book club
Set quarterly “stretch” projects or roles
Offer stipends or access to curated learning
Tap into VC platform support or advisor networks
Capture and share learnings cross-functionally
Tools
Learning library (Notion or shared folder)
Peer coaching playbook
DIY 360 feedback templates
Deliverables
Leadership development plan (quarterly)
Growth tracking sheet for each leader
Peer coaching calendar
How to Measure Success
Internal promotion rate
Participation in learning activities
Leadership feedback score improvements
Growth in scope/responsibility
Who Owns This
CEO/COO; supported by advisors or senior leaders
Get It Right
Keep it simple, consistent, and relevant
Leverage internal experience as teaching tools
Normalize development as part of work
Make learning visible and celebrated
Create structure even without a budget
Don't Make These Mistakes
Thinking development = expensive courses
Making it optional or passive
Overloading busy leaders with random content
Not linking development to business goals
Skipping regular reviews