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Success today is often measured by financial results and operational efficiency. While these metrics are valid, many leaders find themselves at the helm of thriving companies, feeling unfulfilled and disconnected. Some may even sense untapped potential within themselves or the organization they lead. If this resonates with you, it may be time to reconsider your leadership approach.
As a social entrepreneur and the co-founder and COO of a custom software company, I have devoted a significant portion of my career to nurturing leadership within my organization. Through this journey, I’ve realized that cultivating leaders goes beyond achieving impressive business outcomes; it also brings a profound sense of satisfaction and fulfillment.
In this article, I will share why growing leaders within your organization is vital and six strategies that have consistently proven effective for me over the years. These approaches have led to sustainable business growth, even during challenging economic times, promoted a strong company culture and delivered a deep sense of personal satisfaction.
Related: How to Develop Empowered Leaders Within Your Own Team
Why leaders should grow leaders
Optimizing for results often means making the right business decisions quickly and efficiently. This typically involves the most competent individual devising a solution, executing it and others following suit. While this approach can bring short-term success, it has its downsides. Employees may become accustomed to others making decisions for them, leading to a dependency that stifles innovation and personal growth. Over time, they may remain in their comfort zones, relying on structured environments and missing opportunities to innovate and develop high-level decision-making skills.
On the other hand, research from the 2024 Harvard Business Review reveals that “the so-called war for talent is still raging” and that to stay engaged and perform at their best, people need meaningful work, managers and colleagues who value, respect and trust them, and opportunities for growth, excellence and career advancement.
Conversely, from the leaders’ perspective, various reports suggest that leaders usually feel lonely on the top and that achievement does not guarantee “fulfillment and true self-worth.”
Leadership, therefore, should not solely be viewed as a tool for achieving business results. Instead, it can be a powerful mechanism for cultivating future leaders who, in turn, drive organic and sustainable business growth. When leadership is reimagined in this way, it transforms from a directive force into a nurturing environment where individuals are encouraged to grow, learn, innovate and eventually lead.
As Tom Peters, a leadership expert, states in his bestselling book In Search of Excellence,” Leaders don’t create followers; they create more leaders.” Additionally, a mentor of mine once compared leaders to stem cells: They replicate and produce copies of themselves over extended periods, just like leaders should.
Cultivating leadership is similar to the so-called servant leadership model, which shifts management from control to collaboration, fosters innovation and empowers employees. This model focuses on developing leadership qualities in others and emphasizes empathy, listening, stewardship and a commitment to personal growth.
Six strategies to grow leaders
If you aspire to create a company rich in spirit, values and a unique level of service and product, you must invest time in nurturing your people. This involves allowing them to make challenging decisions alongside you. While this strategy may not always result in the quickest or most optimal decisions, it lays the foundation for a culture of growth and shared values.
1. Involve your team
Whenever possible, invite as many people as you can to observe and participate in your operations. Whether it’s a business call, client meeting, contract negotiation or operational work, let them witness and learn from the process.
2. Delegate and guide
As soon as you understand how to perform a task, structure it and delegate it to someone else. Stay close to them as they execute it, but resist the urge to intervene unless they are completely stuck. Allow them to make non-critical mistakes and learn from them. Delegation is about providing space and freedom.
Related: How to Prevent Groupthink From Ruining Your Business
3. Foster group decision-making
When seeking solutions, gather your team and debate as equals, minimizing formal roles. If you know the right decision, wait for the group to reach it on their own. This process ensures deeper understanding and buy-in.
4. Strive for consensus
Foster an environment where the team collaborates to reach decisions collectively. Avoid voting, as it may lead to dissatisfaction and disengagement among some team members. Ideally, your role as a leader is to guide the team towards making decisions independently, ensuring everyone feels included and valued in the process.
Related: How Great Leaders Communicate Their Vision
5. Use technology
Use technology platforms to enhance team collaboration and consensus-building. Such tools promote inclusive decision-making by encouraging meaningful discussions and contributions from all team members.
6. Encourage open dialogue
Open dialogue is fundamental to cultivating a healthy, collaborative and innovative team environment. By creating a space where team members feel comfortable sharing their thoughts, concerns and ideas, you enhance trust, creativity and problem-solving abilities. Regularly convene your team to discuss and reflect on decisions and strategies, ensuring everyone’s voice is heard and valued.
Growing leaders goes beyond financial success by embedding values and fostering long-term leadership in your organization. It creates a workplace where fulfilment and happiness mirror what you seek at home. By nurturing future leaders, you ensure business longevity and empower individuals to drive the company forward. This is the greatest gift a leader can give—building not just a business, but a thriving community that brings fulfillment and satisfaction.
