AIMConf Blog

AIM 2025: Growing from Within

Written by Dennis Cogbill | Aug 21, 2025 3:00:00 PM

Growing from Within: Promoting Opportunities with Equity and Impact

Speakers Jen Tindle, Dana Hill, and Saad Arij explored how multifamily organizations can cultivate internal talent pipelines to drive performance, boost retention, and foster leadership from the inside out. Rather than relying heavily on external hires, the panel advocated for building cultures that identify, invest in, and elevate people already within the company.

The conversation opened with a discussion of today’s hiring challenges. With recruitment and retention more competitive than ever, companies are discovering that looking internally for leadership talent isn’t just a backup strategy—it’s a differentiator. The panel emphasized that organizations that prioritize internal growth not only gain continuity and cultural strength but also send a clear message to employees: there is room to rise here.

A core message throughout the session was that growing from within requires intention. It doesn’t happen automatically. Companies must first identify high-potential individuals and then give them the tools, mentorship, and opportunities to grow. This includes building career pathing frameworks, encouraging lateral moves to expand skill sets, and promoting based on leadership potential—not just tenure or performance in a single role.

One of the strategies discussed was the use of individual development plans (IDPs) and mentorship pairings. These tools help clarify goals and align them with business needs. The panel encouraged leaders to build a culture of feedback and coaching, where conversations about growth aren’t reserved for annual reviews but become part of regular one-on-ones. Continuous dialogue fosters engagement and empowers employees to take ownership of their development.

The speakers also discussed how cross-department exposure can unlock leadership potential. Future leaders often sit in departments or roles where their talents aren’t fully visible. By creating opportunities for employees to shadow other teams, contribute to interdepartmental projects, or step into cross-functional task forces, companies can uncover strengths that might otherwise go unnoticed.

Another key takeaway was the importance of removing traditional gatekeeping around leadership roles. The panel warned against rigid definitions of what a leader “should look like,” which can limit diversity and lead to homogenous leadership teams. Instead, they encouraged organizations to embrace different leadership styles, backgrounds, and career paths—and to evaluate readiness based on adaptability, emotional intelligence, and collaborative strength.

The panel shared real-life examples of professionals who started in entry-level or frontline positions and eventually moved into management and executive roles. These stories were a powerful reminder that career mobility is possible when leadership is committed to unlocking it. In each case, someone was willing to take a chance, provide mentorship, or advocate for an opportunity that aligned with an individual’s strengths and aspirations.

Technology and training tools also came into focus. The panel acknowledged that growing from within is easier when companies invest in accessible, scalable training platforms. From online learning portals to internal certification tracks, modern solutions can remove friction from the upskilling process. But they stressed that tools alone aren’t enough—they must be supported by leadership engagement and team encouragement.

One challenge discussed was the perceived risk of promoting internally, especially when an employee lacks experience in a new domain. But the panel argued that with the right support, the rewards far outweigh the risks. Promoting from within often leads to quicker onboarding, stronger engagement, and longer tenure—all of which contribute to performance and culture. Leaders must be willing to trust, coach, and give space to grow.

The session closed with a reminder that companies are always sending messages—either intentionally or not—about what success looks like. When employees see peers rising through the ranks, they are more likely to stay, invest, and believe that their own goals are achievable. But when every leadership role is filled externally, it signals stagnation. Internal mobility isn’t just a staffing strategy—it’s a retention and culture strategy.

In short, “Growing from Within” offered a roadmap for building talent pipelines rooted in trust, mentorship, and proactive development. When companies nurture the people already in the room, they not only reduce hiring friction—they unlock the full potential of their teams.

Here is the replay:

 

Here is the PowerPoint:

Link here