From the Ground Up: Growing Exceptional Leaders in Alaska’s Unique Workforce

Alaska is as distinct in its workforce dynamics as it is in its landscapes. With a shrinking working-age population, high turnover, and few mid-level professionals staying long-term, the challenge of building leadership pipelines here is real—and urgent.

Alaska’s Workforce Reality: The Data Speaks

• Net Out-Migration of Working-Age Adults Alaska has seen 11 consecutive years of net population outflows, with over 3,200 more people leaving than arriving in 2023, particularly among those in their 20s and 30s Anchorage Daily News.
• Student Retention is Low Only about 49% of Alaska-born individuals remain in the state as adults—ranking near the bottom nationally Anchorage Daily News.
• Turnover Rates Are High Alaska’s employee turnover rate stands at a staggering 7%, the highest among all U.S. states Moneyzine. In stark contrast, public sector turnover is significantly lower at 18%, compared to an overall state workforce turnover of 78% Reason Foundation.
• Job Openings Outpace Hires In March 2025, Alaska averaged 19,000 separations per month against 18,000 hires, meaning more people were leaving than coming aboard Bureau of Labor Statistics.

The net effect? Businesses struggle to hire, and those they hire leave too soon. ( refer back to my last article: Retain, Train, Attract ; https://www.linkedin.com/pulse/retain-train-attract-rethinking-workforce-strategy-alaska-landry-1wqzc/?trackingId=u51tbPbDRvOm0Rkd2tEatA%3D%3D )

Why Frontline Talent Is Gold in Alaska

The solution lies in growing leaders from within—not importing them from elsewhere:

• These employees understand the operational realities: harsh weather, seasonal swings, remote communities, and unique customer expectations.
• They’ve earned credibility with customers and peers by working through real challenges: shortages, tight schedules, and high expectations.
• Leadership skills developed on the floor—like problem-solving, communication, and adaptability—are uniquely Alaskan and invaluable.

A Four-Step Strategy for Building Leadership Locally

1. Identify Leadership Potential Early
2. Invest in Training
3. Empower with Real Responsibilities
4. Anchor Them with Vision and Opportunity

Beyond Business: Strengthening Communities

Grown leaders are more likely to stay, invest, and mentor the next generation—building not just better teams but stronger Alaskan communities. In a state where hiring anew is both costly and risky, promoting internally makes both economic and emotional sense:

• Turnover costs can range from 30% to over 200% of an employee’s salary Wikipedia.
• Investing in one local leader pays more than hiring a short-term out-of-state replacement.

Alaska’s workforce challenges—shrinking population, high turnover, and limited mid-management—make internal leadership development both essential and strategic. By actively identifying potential, offering training, giving responsibility, and creating career visibility, organizations can build leaders who know Alaska, love Alaska, and are here to stay.

This isn't just about building teams—it’s about building Alaska’s future, from the ground up.