Leadership pipelines don’t fail because organizations lack talent, they fail because they spot potential too narrowly, develop it too generically, and coach it too late. This month’s journal is about building a practical “leadership radar” (how you identify future leaders early), then converting that potential into readiness through deliberate experiences, structured programs, and coaching habits that actually stick. We’ll start with what’s changing about leadership as we move into 2026, then anchor on a capability-based view of what great leaders do. From there, we’ll walk through identification signals, succession planning mechanics, program design, and finally, how to run coaching with enough structure that progress becomes measurable, not just motivational.