Like an adventure race, leader development requires teamwork. Mentors, managers, and specialists are important "scaffolds" to the growth of a given leader. But they're not the only part of the team that supports development. It is also critical for leaders to build their development team by proactively seeking feedback from peers and subordinates, and then integrating this feedback into a coaching program that they will actually follow.

To get the most meaningful feedback, prior to any assessment process beginning, stakeholders have to know a given leader will really take it seriously. Leaders should be prepared to proactively commit to getting back to the stakeholder with an update on the self-development actions adopted by the leader as a result of the stakeholder’s feedback.

And while this feedback is critical for a leader’s well-rounded development, none of it matters if the leader doesn’t make time for a coaching program. New artificially-intelligent mobile applications are now available, making the integration of leader coaching into a candidate’s life an easier transition. Using this coaching technology, leaders can enter their peer feedback for use in developing an assessment of their current leadership aptitude as well as coaching techniques to improve their areas of opportunity. Calibrated like engineering tools, leader coaching technology applications allow leaders to obtain on-the-job coaching that is neither too easy, nor too hard, but just right for their goal and level.

The integration of feedback from their peers and mobile-based coaching technology provides leaders with a literal and virtual team, supporting their leader development coaching efforts.

Can remind them on their smartphone to work with Siri, or other voice recognition software, to capture the lessons they learned at the end of the day. In this way, mobile/cloud technology allows unprecedented mass personalization of leadership coaching for the serious leadership development "athlete".