Beyond the Title - How Great Leaders Build Others

Beyond the Title - How Great Leaders Build Other Leaders

Great leaders don’t just manage tasks—they create upward movement in people.

When someone remains stagnant in their role year after year, it can indicate that true leadership is absent. The essence of leadership lies in developing others through intentional, progressive growth.

Here’s two powerful frameworks for growing leaders that expands leadership capacity at every level.

The Leaders Ascent Model

Stage 1: Observation – Learning Through Exposure

Before action comes understanding. New leaders first absorb the environment, watching carefully how leadership functions in context.

Example: A leader invites Sarah to observe team meetings with purpose, noting structure, decision-making processes, and conflict resolution. They discuss her observations afterward, turning passive watching into active learning.

Stage 2: Guided Practice – Building Confidence in a Safe Space

Next comes supported participation. Leaders create low-stakes opportunities for practice while providing a safety net.

Example: Sarah takes responsibility for one agenda item in the next meeting. Her leader helps her prepare thoroughly and remains ready to assist, making the experience challenging but not overwhelming.

Stage 3: Supervised Leadership – Taking Ownership While Being Coached

As confidence grows, the developing leader takes primary responsibility while still being supported. Immediate feedback accelerates growth.

Example: Sarah now runs entire meetings while her leader is present. Their post-meeting discussion focuses on specific strengths and improvement areas, refining her approach through targeted feedback.

Stage 4: Independent Execution – Leading with Full Responsibility

Finally, the new leader takes complete ownership. They operate autonomously, making decisions and leading initiatives independently.

Example: Sarah now manages team meetings entirely on her own. Her mentor checks in periodically but trusts her judgment, knowing she has demonstrated progressive competence.

Balancing Risk and Reward in Development

Leadership development isn’t just about giving people opportunities—it’s about knowing when and how to give them. The four-stage model is a way to manage risk, ensuring that a developing leader is given responsibility in alignment with their capacity.

True Leaders vs. Position-Holders

This model reveals a crucial distinction between true leaders and those merely occupying leadership positions:

🔴 Position-Holders:

Focus primarily on their own performance metrics
View team members as resources to accomplish tasks
Measure success through personal achievements
Fear being outshined by developing talent

🟢 True Leaders:

Invest time in developing others
View team success as their primary achievement
Find fulfillment in watching others grow
Actively create opportunities for team members to stretch

One key factor your leadership style will be defined by is this: Do you focus on your own success, or do you build others to succeed beyond you?

Beyond Individual Growth: Leadership as an Organisational Strategy

The Leadership Capability Development Roadmap provides a structured, step-by-step framework for expanding leadership capacity within an organisation, ensuring people grow from individual contributors to confident, capable mentors who develop others.

Organisation's that embed leadership development into their DNA experience:

✔ Increased team ownership and accountability
✔ A stronger leadership pipeline for future growth
✔ More adaptability and resilience in changing environments

By focusing on empowering others, leadership becomes a distributed capability, not just a position held by a few.

Leadership Legacy

This model reflects a fundamental shift in how leaders view their purpose. Rather than measuring success through personal accomplishments, true leaders measure their impact through the growth of those they've developed.

The question changes from "What did I achieve?" to "Who did I help become more capable?" This perspective transforms leadership from a position into a profound responsibility to nurture potential in others—creating not just immediate results, but lasting organisational capacity and human growth.

Take the Next Step: The Leadership Multiplication Blueprint™

Leadership growth isn't accidental—it's intentional and strategic.

Download The Leadership Multiplication Blueprint™—a proven framework for:

✅ Developing high-impact leaders in your team

✅ Expanding leadership capacity across your organisation

✅ Creating a culture where leadership isn't limited to a few—but multiplied at every level

👉 download the guide here👈

What if leadership wasn’t just about our title, but the people we build?

True leadership is about empowering others, creating a ripple effect of growth that extends beyond you. Step into the kind of leadership that doesn’t just manage—but multiplies.

Best wishes, and keep leading!

What if the key to retaining your best people and unlocking their full potential was as simple as ensuring they felt seen and valued?

More Than Just a Number

In the hustle of daily life, it’s easy for people to feel invisible—just another cog in the machine. Yet, at our core, we all want to be seen and valued—not just for what we do but for who we are. Leaders hold the unique power to impact people in this way through the simple yet transformative act of recognition.

Why Recognition Matters

Recognition is about more than a quick “good job.” It’s about seeing and valuing the person behind the action.

When a leader takes the time to recognise an individual—not just for what they accomplish, but for the thought, effort, and creativity behind it—it communicates something incredibly meaningful: “I see you, and you matter.”

According to a Gallup study, employees who feel recognized are 2.7 times more likely to be highly engaged in their work. By contrast, 79% of employees who quit their jobs cite “lack of appreciation” as a primary reason.

As a leader, your words and actions carry weight. When you make recognition a consistent habit, you’re not just boosting morale; you’re creating a culture where people feel valued, respected, and empowered to do their best work.

5 Practical Steps to Unlock the Power of Appreciation

Step 1: Spot Opportunities for Recognition

Acknowledge not just big wins but everyday efforts like teamwork or creative ideas.
Action Tip: Track small wins weekly—make quick notes to stay consistent.

Step 2: Make It Personal and Specific

Generic praise lacks impact. Highlight specific actions and their results.
Example: "James, your quick troubleshooting last week saved us a major delay. Thank you!"
Action Tip: Use concrete examples to show you value peoples expertise and effort.

Step 3: Tailor Recognition to Preferences

Everyone values recognition differently. Some prefer public praise, others private.
Ideas:

Announce wins in meetings.
Send a thank-you note.
Give small tokens of appreciation.

Action Tip: Monitor how your team members prefer to be recognised.

Step 4: Make Recognition a Routine

Consistency builds trust and a culture of appreciation.
Sample Routine:

Monday: Identify standout contributions.
Wednesday: Give one-on-one feedback.
Friday: Celebrate wins in a meeting or email.
Action Tip: Schedule 10 minutes weekly for recognition planning.

Step 5: Track Results

Recognition improves morale, productivity, and retention. Measure its impact.

Use quick feedback surveys.
Monitor team performance.
Review turnover rates and exit feedback.

Use Your Power of Recognition
Recognition is not a "nice to have" but a core function of effective leadership. By seeing the person beyond the role, you affirm their importance and make them feel connected and engaged. Don’t let the busyness of leadership distract you from this essential responsibility. Take time to recognise—genuinely, meaningfully—and watch the difference it makes for your people and your team culture.

Ready to deepen your leadership impact?

Start implementing these recognition strategies today, and watch your team’s engagement soar. If you’re ready to go even further, you can pre-register in my soon-to-be released online course, Mastering Team Leadership: Ignite Success as a Servant-Leader and learn how to build a high-performing team that thrives on recognition and trust.

Best Wishes and Keep Leading!