Leadership development remains a central strategic focus for Malaysia’s Government-Linked Companies (GLCs), particularly as they confront challenges related to succession planning, workforce mobility, and organizational transformation. This conceptual study explores the relationship between talent management practices and leadership skills in Malaysian GLCs. Drawing upon prior literature and established theoretical perspectives, the paper examines how dimensions such as talent attraction, talent retention, learning and development, and career management contribute to leadership capability enhancement. The analysis suggests that merely implementing talent management initiatives may be insufficient to sustain leadership excellence without cohesive strategic alignment and strong institutional support. By proposing a conceptual framework that connects talent management practices with leadership development outcomes, this paper provides valuable implications for policymakers, human resource professionals, and organizational leaders.