Your team will only grow when you stop being the smartest problem-solver in the room.
Every new manager eventually hits this realization:
You can know the work inside and out, but if no one else grows alongside you, the whole team hits a ceiling - and that ceiling is you.
That’s the moment where leadership begins.
Not when you manage tasks.
Not when you hit deadlines.
But when you start intentionally developing the people around you.
The Common Mistake: Treating Development as “Nice to Have”
Most new managers care about developing their team… in theory.
But in practice, development often gets pushed aside because:
“We’re too busy right now.”
“It’s easier if I just handle it.”
“They’re not ready yet.”
“I don’t want to overwhelm them.”
But here’s the reality:
People don’t grow by accident.
They grow because someone creates the conditions for it.
And if you don’t create those conditions, your team stays stuck in place - and so do you.
The Shift: From Doer → Talent Builder
Developing others isn’t about giving pep talks or assigning more tasks.
It’s about intentionally creating experiences that stretch people in the right ways.
Great leaders build talent by focusing on three things:
1. Capability - Can they do it?
Give them chances to learn skills and see results.
2. Confidence - Do they believe they can do it?
Confidence comes from trying, failing safely, adjusting, and succeeding.
3. Visibility - Are others seeing their growth?
People rise faster when they’re trusted and seen.
This is how careers accelerate, not randomly, but by design.
Practical Ways to Develop Your Team (Beyond Coaching)
1. Assign stretch work that matches potential, not comfort.
Let them lead a small project, run a meeting, or take ownership of a decision.
It should feel slightly uncomfortable - that’s where growth happens.
2. Expose them to the bigger picture.
Bring them into conversations they normally wouldn’t be part of.
Let them hear how decisions are made.
Context builds judgment fast.
3. Share access - not just information.
Introduce them to peers, partners, or leaders they should know.
A single relationship can change someone’s trajectory.
4. Let them make decisions (and live with the outcomes).
Development requires accountability.
Be supportive, but don’t reverse their decisions unless necessary.
5. Give recognition that builds identity, not ego.
Instead of “Nice job,” try: “You handled that client issue with a lot of composure - that’s a real leadership strength.”
Name the behavior you want to see more of.
6. Make growth a standing agenda item, not an annual event.
Talk about strengths, interests, future roles, and skills they want to build.
Small, consistent development beats yearly check-ins every time.
Why This Matters
Teams don’t become high-performing by accident. They become high-performing because someone intentionally focuses on helping each person grow.
When you prioritize development:
Capability rises
Confidence follows
Ownership increases
Dependency decreases
And your leadership impact multiplies
Your success is no longer measured by the work you do, but by the people who grow because you’re their leader.
👉 Next up in Part 6: “Managing Performance and Accountability.” How to set expectations early, address issues before they escalate, and build a culture where accountability strengthens trust, not fear.
