This program creates opportunities for internal talent to gain experiences comparable to those available externally, strengthening retention and succession readiness while allowing mid-level managers to explore higher-level leadership responsibilities firsthand. Through direct exposure to executive-level work, participants can assess whether advanced leadership roles align with their interests, strengths, and long-term career goals.
The program supports advancement planning by identifying and developing high-potential leaders across departments and building a pipeline of talent prepared for future senior leadership opportunities. It also promotes mentorship and professional development through structured relationships between Executive Leadership Team members and managers, providing leadership training and exposure to strategic decision-making.

Membership in the LEAD Workgroup included a mid-level manager from seven key departments represented on the Library’s Executive Team and one manager from the Indianapolis Public Library Foundation. The cohort participated in a year-long leadership development experience designed to mirror executive-level responsibilities. Participants were assigned four cross-functional initiatives to lead and report on, developing leadership skills through collaborative, organization-wide work.
Experiences that supported experiential learning and exposure to executive leadership were offered. These opportunities included observing relationships with the Board of Trustees and funding bodies as well as networking with Library Foundation donors. The program also incorporated executive leadership simulation, enabling participants to operate as a cohesive leadership team and gain practical experience with executive responsibilities and expectations.

The program’s measures included participant’s experience surveys, executive mentor evaluations of participants’ skills for cross-department collaboration, leadership, and outcomes of the four cross-functional projects implemented. Long-term, the goal is increased applications from internal candidates for senior and executive positions and advancement of participants into more senior roles.

Measured outcomes include participants reporting greater collaboration and understanding across departments and reinforcement of a culture focused on continuous learning and leadership accountability. “Working with multiple perspectives and receiving feedback and ideas from other group members has been very beneficial,” shared Genira Newell a manager in the Talent and Development department. She shared the importance of one project implemented by the work group, a new staff review process, “It reaches all our different levels from executives all the way down to our hourly library positions."