We Are Meant to Grow: A Leader's Responsibility to Develop Others

​From the moment we enter this world, growth is the natural expectation. You never look at a newborn baby and think, "I hope they stay the same." Instead, you expect that child to grow, develop, and thrive. This same principle applies to the people we lead. As leaders, we must ask ourselves: Are we proactively helping our people grow, or are we merely managing tasks? The reality is that leadership often comes with a heavy workload. In some jobs, while our titles say leader, our responsibilities resemble that of a manager—focused on deadlines, numbers, and operational tasks. These things matter, but they should never overshadow one of the primary responsibilities of leadership: developing people.
Growth may start with the individual, but as leaders, we are responsible for cultivating the environment and opportunities for growth. People often want to grow but lack the resources, support, or direction to take the next step. That’s where strong leadership comes in. Making growth a priority means scheduling intentional conversations with team members about their goals and aspirations. These discussions can be transformative when leaders ask the right questions: What motivates you? What skills do you want to develop? Where do you see yourself in the future? By listening carefully, leaders can identify not only their team’s ambitions but also the barriers holding them back.
Once leaders understand where their people want to grow, they can take action. Growth doesn’t happen by accident; it must be intentional. Leaders should identify each individual’s strengths, weaknesses, and areas where they can improve, then tailor projects and assignments that stretch their skills and challenge their comfort zones. At the same time, leaders must provide resources that support growth. These can include professional development opportunities like courses, workshops, mentorship programs, or access to books, podcasts, and other learning tools. Growth flourishes in environments where resources are abundant and learning is encouraged, so leaders must act as facilitators, connecting their people with what they need to thrive.
Fostering a culture of feedback is another essential aspect of helping people grow. Too often, feedback is treated as a once-a-year event during performance reviews, but this approach stunts growth. Instead, feedback should be continuous, constructive, and specific. Leaders need to celebrate successes, no matter how small, and provide clear guidance on areas for improvement. By building a culture where feedback is normalized, team members feel valued, supported, and empowered to take the next steps toward growth.
However, leaders must not stop at simply encouraging growth in others—they must also model a growth mindset themselves. A leader who demonstrates a commitment to learning, embraces challenges, and openly shares their struggles sets an example for the entire team. Leadership isn’t about being perfect; it’s about being real. When leaders admit their mistakes, learn from failures, and actively seek growth, they inspire others to do the same. A leader’s vulnerability creates trust, and trust is the foundation for a team that thrives.
It’s also important to recognize that growth is not always a straight path. Progress can be slow, and setbacks are inevitable. That’s why leaders must celebrate not just the end results but the effort, persistence, and milestones along the way. Growth takes time, but when leaders recognize and reward the process, they motivate their people to keep striving for more. These small moments of recognition can have a profound impact, reminding people that their hard work is seen and appreciated.
Ultimately, leadership is about leaving a legacy. The true measure of a leader lies not in their individual achievements but in the growth and success of their people. Are you helping your team develop into better professionals, better leaders, and better people? If we want to see our teams thrive, we must be intentional about creating an environment where growth is not only possible but expected. People are meant to grow, and as leaders, it’s our responsibility to cultivate the soil, provide the sunlight, and offer the water they need to flourish. Great leaders don’t just manage tasks—they inspire transformation.
Ask yourself today: What steps can I take to help my people grow? What legacy am I building as a leader? The answers to these questions will define not only the success of your team but also the impact you leave behind.