The Power of Building Others Up
A team’s growth often shows up in small moments: an employee makes a sound decision, a colleague feels comfortable admitting a mistake, or someone finds the confidence to speak up. Those moments reflect leadership that gives people the support and space to succeed.
Building others up begins with recognizing their humanity. Every employee brings experiences, responsibilities, and ambitions that extend beyond a job description. When leaders take time to understand those realities, they create opportunities for more meaningful conversations about performance, challenges, and growth.
“I’m looking for someone who actually sees me and sees my humanity and vice versa,” says educator and entrepreneur Carol Tong-Mack, who spoke about this topic on Episode #33 of the PinLeader™ Podcast.
Putting that idea into practice can be as simple as listening before offering a solution, asking what support someone needs, or acknowledging the effort behind a difficult assignment. These everyday choices communicate that people matter and that their perspectives deserve attention.
Accountability is another essential part of building a strong team. Leaders set an example through how they respond when their own decisions fall short. Acknowledging an error, explaining what happened, and taking steps to address it gives employees a useful model for handling mistakes themselves.
“As a leader, you need to accept responsibility and be accountable for your actions,” Tong-Mack says.
That responsibility includes following through. An apology carries more weight when it leads to a corrected process, clearer communication, or a different approach. Teams need to see that learning produces action and that the same expectations apply throughout the organization.
Building others up also requires sharing knowledge and decision-making authority. It can feel rewarding to be the person everyone turns to, but constant dependence can limit a team’s development. Employees need opportunities to exercise judgment, solve problems, and learn where to find help.
“I also believe in leaders who don’t feel the need to be needed,” Tong-Mack explains.
For organizations, that means making development part of daily work. Explain the reasoning behind decisions. Connect employees with colleagues who have relevant expertise. Clarify which decisions they can make independently and when they should seek guidance. Give them room to practice while remaining available for support.
The same intention belongs in professional relationships. Mentors and trusted colleagues can offer encouragement, honest feedback, and new perspectives. Leaders benefit from that support, too. Creating a circle of people who invest in one another’s growth makes sharing knowledge and asking for help a shared practice.
Over time, these habits give an organization more people who are prepared to contribute, take responsibility, and support others. A leader’s influence continues through the confidence and capabilities developed across the team.
What are you doing today to help someone else grow confident enough to take their next step?
Presented by ROAR Productions, The PinLeader™ Podcast is an interview format show hosted by Mays and Associates, Ltd. President & CEO Dr. Shanda Gore, that provides effective tips to those who are currently leaders or have a desire to become leaders. A new episode is released every Wednesday.
