At World Workplace 2025, one message came through clearly: strong facilities don’t happen by accident—they’re built through strong leadership.
In the session, “Developing Leaders in Facilities Management,” Leslie Roth, Director of Facilities at Icahn Enterprises and IFMA Fellow, shared a practical, experience-driven approach to building leadership at every level of an FM team.
Rather than focusing on theory, the session leaned into real-world stories — from snowstorms to team burnout — to show what leadership actually looks like in practice.
Watch the full session below:
One of the first ideas Roth challenged was the belief that leaders are naturally gifted.
Instead, she emphasized that leadership is something developed over time, often in imperfect conditions, with limited support and high expectations.
Many leaders are placed into roles without training or guidance and are expected to figure it out as they go.
For facility managers, this is especially true. Teams are often promoted based on technical skill, not leadership readiness.
The takeaway: Leadership development must be intentional not assumed.
Early in the session, Roth shared a story about inheriting a difficult employee nicknamed “Mr. Potato Head”who had built up years of frustration from not being heard.
Instead of enforcing authority, she took a different approach:
“I’m not here to demand your trust. I’m here to earn it.”
That shift changed everything.
Over time, trust, not hierarchy, became the foundation for performance, communication and accountability.
What this means for FMs:
A major turning point in Roth’s story came when she realized her team was relying on her for every decision.
Why? Because they were afraid to make mistakes.
So, she flipped the model.
Instead of centralizing decisions, she:
The takeaway: If your team can’t make decisions, you don’t have a leadership problem; you have a system problem.
One of the most repeated themes throughout the session: people need to understand why.
Without it, you get:
With it, you get:
As one attendee reinforced during the session discussion:
When people understand the “why,” they don’t have to agree, but they can move forward.
What stood out most wasn’t a single framework; it was how small, practical changes created measurable results.
Examples included:
Over time, these changes led to:
The takeaway: Leadership development isn’t a one-time initiative; it’s a continuous process of small improvements.
Roth emphasized that meaningful change doesn’t happen overnight.
In fact, building a high-performing team can take three to five years.
That includes:
And along the way, not everyone will adapt.
The reality: Some resistance is expected, and not every employee will make the journey.
For FMs looking to grow their impact, this session reinforced a few key truths:
If this session is any indication, World Workplace continues to be a place where real-world strategies meet practical application.
From leadership development to emerging trends, the sessions are designed to give facility managers tools they can apply immediately.
Want more insights like this? World Workplace 2026 will bring even more sessions, speakers and real-world case studies to help you lead with confidence.