Making an impact as a leader isn’t about being the boss. It isn’t about being the best, being right every time, or being the purveyor of all the perfect answers. As was once wisely stated by the sixth U.S. president, John Quincy Adams, “If your actions inspire others to dream more, learn more, do more, and become more, you are a leader.”
As a leader, your most essential duty is recognizing the potential of those around you. By investing your energy in building others up, you support the healthy development of your team — fostering personal growth, sparking organizational innovation, and cultivating a company-wide culture of empowerment.
Better still, inspiring employees to rise in the ranks is the best way to pass the baton — helping aspiring leaders evolve and uphold organizational values for decades to come.
– Corrie Betts, MSOL
Read on and discover indispensable do’s and don’ts for nurturing the growth of future leaders.
1. Take note of your team’s talents
The most influential leaders are skilled at observing team members to understand where they excel and where they might struggle.
Wondering how to hone your ability to spot workers’ strengths and weaknesses?
Do… get to know your team
Take the time to understand each team member’s strengths and areas for growth. Use regular one-on-ones and project reviews to assess what motivates them and where their talents lie. Acknowledge accomplishments and monitor how team members respond to challenges.
Don’t… make surface-level assumptions
Just because you know some things about a colleague doesn’t mean you know everything about them. Inclusive leadership requires you to deeply understand the unique qualities each person brings to the table. Avoid making quick judgments or assigning responsibilities based on blanket assumptions (such as believing introverts aren’t interested in leadership opportunities).
2. Open doors to opportunities
Leadership development should be equitable, not exclusive to those in higher-level positions. Anyone can develop leadership skills regardless of their current role.
To support the professional growth of your team members, pinpoint and promote opportunities focused on fostering their identities as leaders.
Do… empower employees as mentors
Every team member has perspectives that bring value to the leadership table. Give all employees the chance to take on leadership responsibilities through mentorship opportunities, spearheading projects, or training new additions to the team. Provide guidance and let them experiment with decision-making in their roles.
Don’t… be dismissive of junior staff members
Whether a team member is seasoned or newer to the office, don’t overlook the potential in junior staff. Too often, leaders focus on those already in management roles, inadvertently neglecting early-stage talent that could grow into great future leaders. By embracing the potential of junior employees, you emphasize the value they bring to the team while providing the support and recognition they need to blossom.
3. Foster a culture of feedback
Regardless of the professional field you call home, feedback is vital for career growth.
However, it isn’t enough to praise employees’ accomplishments. While positive recognition is indispensable, constructive feedback is paramount in helping workers bring their talents to the next level.
Do… make growth-based feedback an office norm
Establish a culture where personalized constructive feedback is standard, frequent, and goal oriented. Be clear, specific, and encouraging. Positive reinforcement paired with actionable improvements cultivates a supportive learning environment.
Don’t… allow anxiety to get in the way
Offering constructive criticism can be intimidating — even for the most experienced leaders. However, it’s crucial to remember that although uncomfortable, growth-based feedback is essential to supporting your employees. Shielding team members from feedback hinders their ability to fine-tune their professional development.
4. Emphasize teamwork and trust
Trust and respect are key components in creating a positive workplace. They also lay the foundation for a workplace where employees feel safe flexing their own leadership skills.
This doesn’t merely mean your workers must illustrate mutual respect. As a leader, you must demonstrate high regard for your team members and show faith in their abilities.
Do… take a step back
Your employees should always feel like you have their backs. However, if you check in too often, especially on tasks within a worker’s routine scope of duties, intended support may be interpreted as distrust. Encourage autonomy by giving your team space to make decisions and take ownership of their work. When team members feel trusted, they readily step up and display leadership.
Don’t… micromanage employees
Hovering and micromanaging don’t only demonstrate distrust. Stepping in too quickly can stifle creativity and discourage independent problem-solving. Remember: even when you’re the captain, being an encouraging and inclusive teammate means ensuring everyone has the chance to shine.
Ready to become the leader you always wished you had? Download our free MSOL Get Started Guide to learn how Goodwin can help you inspire and empower others on the trek to personal and professional success.
– Samantha Cohen, MSOL
5. Encourage continuous growth
Leadership is a journey, not a destination. The best leaders promote a culture of ongoing improvement.
By being responsive to the areas where your workers would like to grow, you open doors to valuable professional experiences and help amplify employees’ voices.
Do… provide professional development
Offer access to workshops, courses, and other opportunities that help build leadership, communication, and problem-solving skills. Consider mentorship programs within your organization or industry that encourage growth.
Moreover, take the time to learn about your team members’ specific career goals. These conversations help you steer them toward training tailored to their unique talents.
Don’t… over-emphasize experience
Avoid assuming that every sought-after leadership quality arrives through experience alone. Formal training, professional development, and even soft skills workshops can accelerate growth and broaden employees’ perspectives.
Furthermore, by engaging in today’s most cutting-edge training experiences, employees can develop innovative ideas that inspire organizational growth.
6. Make inclusion essential
In addition to cultivating an inclusive culture of equity and belonging, diversity drives innovation.
Whether through experience, identity, or perspective, amplifying the unique array of voices on your team ensures your organization can meet the needs of modern communities.
Do… honor the individual
Part of embracing diversity on your team is honoring everyone’s unique perspective. Don’t just go through the motions of listening — truly hear what team members have to say and help them implement ideas into action. This demonstrates that you don’t just talk the talk when it comes to inclusion but truly value the viewpoints every person has to offer. In turn, this lays the foundation for a workplace where diverse voices rise to the top.
Don’t… wait for workers to come to you
The antithesis of inclusive leadership is waiting for workers to come to you with their ideas. While many team members may be eager to start the conversation, others may be wary based on past experiences or other factors.
As a leader, take the initiative to ask employees for their thoughts and perspectives. Beyond conveying that you value everyone’s viewpoints, you open doors for future conversations and diverse collaboration.
7. Set the example
Most of us are acquainted with the iconic Mahatma Gandhi quote, “Be the change you wish to see in the world.” The same is true of encouraging future leaders.
By being the effective leader you always wished you had, you inspire others to step up to the plate.
Do… put your best foot forward
While no leader can be perfect every time, all leaders should commit to exemplifying the expectations they wish their team to honor. Whether you’re troubleshooting a project or mediating a workplace conflict, model accountability, empathy, and adaptability in your daily interactions. Display the values you expect others to uphold, such as active listening, inclusivity, and transparent decision-making.
Don’t… be an exception to the rules
It’s integral to remember that as a leader, you’re still a part of the team. Moreover, those you lead take their cues from the example you set. Consequently, you can’t expect team members to carry out expectations you don’t uphold yourself.
Actions speak louder than words; embody the leader you want to build within your team.
Empowering leaders who inspire
Developing leadership in others requires commitment, patience, and an authentic desire to see individuals grow.
By recognizing potential, encouraging autonomy, fostering a supportive environment, and modeling admirable values, leaders can help their teams achieve personal and professional success. Leadership development isn’t just about passing down a title — it’s about establishing a culture where everyone feels inspired to lead.
Navigate your leadership journey at Goodwin
At Goodwin, our Master of Science in Organizational Leadership (MSOL) program won’t only unleash the leader within. Our tailored curriculum will help you develop the confidence and competence necessary to empower diverse teams and inspire company-wide success.
– Connor Martin, MSOL
With small cohort sizes, expert instructors, and the convenience of remote, part-time scheduling, our MSOL program will meet you wherever you are on your personal and professional path.
We’re ready when you are. Learn more about earning your MSOL at Goodwin today!
Goodwin University is a nonprofit institution of higher education and is accredited by the New England Commission of Higher Education (NECHE), formerly known as the New England Association of Schools and Colleges (NEASC). Goodwin University was founded in 1999, with the goal of serving a diverse student population with career-focused degree programs that lead to strong employment outcomes.