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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 successful corporations feeling unfulfilled and disconnected. Some may even sense untapped potential in themselves or the organization they lead. If this resonates with you, it could be time to reconsider your approach to leadership.
As a social entrepreneur and co-founder and COO of a custom software company, I have devoted much of my profession to developing leadership inside my organization. Through this journey, I spotted that developing leaders goes beyond achieving impressive business results; it also brings a deep sense of satisfaction and achievement.
In this text, I’ll share why developing leaders in your organization is so vital and share six strategies that have proven consistently effective for me over the years. These approaches have led to sustainable business growth even in difficult economic times, promoted a strong company culture and provided a deep sense of personal satisfaction.
Why leaders should develop leaders
Optimizing for results often means making the right business decisions quickly and efficiently. This normally involves the most competent person coming up with a solution, executing it, and others following suit. While this approach may bring short-term success, it has its drawbacks. Employees can turn into accustomed to having others make decisions for them, which might lead to addiction that stifles innovation and personal growth. Over time, they might remain in their comfort zones, relying on a structured environment and missing out on opportunities to innovate and develop high-level decision-making skills.
In turn, research from 2024 Harvard Business Review shows that “the so-called war for talent continues” 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 development, excellence and profession advancement.
Conversely, from a leadership perspective, various reports suggest that leaders tend to feel this fashion lonely at the top and this achievement does not guarantee “fulfillment and true self-worth”.
Therefore, leadership shouldn’t be viewed solely as a tool for achieving business results. Instead, it may be a powerful mechanism for shaping future leaders who, in turn, drive organic and sustainable business growth. When we think about leadership this fashion, it transforms from a guiding force into a nurturing environment where individuals are encouraged to grow, learn, innovate and ultimately lead.
As leadership expert Tom Peters states in his best-selling book In Search of Excellence, “Leaders don’t create followers; create more leaders.” Additionally, my mentor once compared leaders to stem cells: they replicate and make copies of themselves over a long period of time, just as leaders should do.
Cultivating leadership is similar to the so-called servant leadership modelwhich shifts management from control to collaboration, fosters innovation and empowers employees. This model focuses on developing leadership qualities in others and emphasizes empathy, listening, management and commitment to personal development.
Six leadership development strategies
If you wish to create a company wealthy in spirit, values and exceptional levels of service and products, it’s essential to invest time in nurturing your employees. This means allowing them to make difficult decisions with you. While this strategy does not all the time result in the fastest or most optimal decisions, it lays the foundation for a culture of growth and shared values.
1. Engage your team
If possible, invite as many people as possible to observe and participate in your activities. Whether it’s a business call, a client meeting, contract negotiation or operational work, allow them to witness and learn from the process.
2. Delegate and direct
Once you understand how to complete a task, structure it and delegate it to another person. Stay close to them while they do this, but resist the urge to intervene unless they get completely stuck. Let them make non-critical mistakes and learn from them. Delegating is about providing space and freedom.
3. Support group decision-making
When looking for solutions, gather your team and debate on equal terms, minimizing formal roles. If you know the right decision, wait for the group to make it themselves. This process provides deeper understanding and support.
4. Strive for consensus
Create an environment where the team works together to make decisions together. Avoid voting as it may lead to dissatisfaction and disengagement among some team members. Ideally, your role as a leader might be to guide your team towards independent decision-making, ensuring that everybody feels included and valued in the process.
5. Use technology
Use technology platforms to improve team collaboration and consensus building. Such tools promote inclusive decision-making by encouraging meaningful discussions and input from all team members.
6. Encourage open dialogue
Open dialogue is fundamental to building a healthy, collaborative and modern team environment. By creating a space where team members feel comfortable sharing their thoughts, concerns and ideas, you increase trust, creativity and problem-solving skills. Convene your team frequently to discuss and reflect on decisions and strategies, ensuring everyone’s voice is heard and valued.
Growing leaders go beyond financial success by embedding values and supporting long-term leadership inside the organization. It creates a workplace where achievement and happiness mirror what you seek at home. By developing future leaders, you ensure the longevity of the company and empower individuals to drive the company forward. This is the best gift a leader may give – building not only a company, but a thriving community that brings achievement and satisfaction.