Developing future leaders
11 Mar 2025
6 min read
Jayne McCabe, our National Leadership and Management Lead, discusses the importance of succession planning in adult social care.
Succession planning within adult social care is critical to ensure that organisations continue to thrive and deliver high-quality care, even as current leaders move on. With the UK's aging population projected to increase from 10.5 million to 14.5 million by 2040, the demand for care services is expected to grow by 29%, requiring 540,000 new posts in the sector. This growing demand means developing leaders who are well-equipped to manage the challenges and complexities of adult social care is crucial.
Effective succession planning involves more than just filling roles—it’s about inspiring and preparing managers to step into senior leadership positions, providing them with opportunities for development, and nurturing leadership talent early. Organisations can avoid leadership crises by actively supporting managers in their growth through mentoring, feedback, and leadership training. By creating a positive culture that encourages aspiration and development, organisations not only retain talent but also foster engagement, reducing turnover and enhancing team wellbeing.
A common error that we see in social care organisations is being overly cautious in their approach to developing leaders. This reluctance to allow managers to progress often stems from the fear of losing skilled staff once they are upskilled. However, the reality is that a supportive, growth-focused culture reduces staff frustration and turnover, as employees feel valued and see a future within the organisation. By identifying and nurturing leadership talent early, organisations can build a pool of skilled leaders who are ready to take on senior roles when needed, ensuring continuity and strength across teams.
Developing future leaders is crucial, and this means expanding opportunities for leadership learning, encouraging inclusivity, and fostering leadership models that go beyond traditional thinking. Integrated, system-wide, and regional leadership models allow organisations to build a more diverse and resilient talent pool. In this way, succession planning focuses not just on individuals but on ensuring that the necessary skills and experience are there when needed. We need to proactively grow the next generation of directors by expanding leadership development opportunities, widening the talent pool to promote greater inclusivity and diversity in leadership roles, and actively identifying and nurturing leadership talent.
Continuity of leadership is essential to prevent crises within your organisation, and effective succession planning for directors can help eliminate leadership voids. Achieving this involves inspiring managers to progress into senior leadership and directorship roles, supporting their leadership learning and development, and creating opportunities for them to practice leadership skills. Coaching and mentoring from existing directors, along with giving and receiving feedback, are vital in this regard. Additionally, fostering a strong team dynamic and recognising leadership talent early on, then nurturing that talent to fruition, is key to sustaining strong leadership.
To support our sector do this, we’ve introduced two new leadership programmes:
These programmes, developed in partnership with the National Development Team for Inclusion (NDTi), provide aspiring directors with the skills, peer networks, and confidence required for senior roles. Tailored to both local authorities and care organisations, they offer essential leadership tools that address the unique challenges of the social care sector.
What these programmes aim to achieve:
- Transform leadership: Learn from accomplished Directors of Social Care and nationally respected leaders, gaining the insights needed to drive change.
- Build confidence and competence: Develop the skills and expertise required to lead teams effectively and drive organisational improvements.
- Grow professional networks: Collaborate with a close cohort of like-minded leaders, creating valuable peer support networks.
Effective leadership of your organisation involves working towards a shared vision for service improvement which all leaders help to achieve, working together to share responsibility, workload and the adoption of effective working practices which enable everyone to participate and develop leadership skills. By investing in new skills and supporting those on the path to leadership, I’m confident we can address all the challenges our sector is likely to face in the coming years.
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