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Effective Leadership – Why Leaders Should Let Others Lead

Leaders are responsible for a variety of things, such as hiring, training, planning, goal-setting, morale-building, and mentoring. Although certain leadership responsibilities vary depending on the sort of organization or industry with which the leader is engaged. Effective leadership involves boosting employee morale by supporting them, assisting them in professional development, and assisting them in achieving their own pre-determined aims and objectives.

Effective Leadership – Why Leaders Should Let Others Lead

As a leader you need to seek input, provide insightful and constructive feedback and evaluation, when required. Effective leadership qualities involves leaders supporting team members or employees in resolving work-related issues, and assisting them in focusing on the good parts of their performance. A competent leader will assist others in developing their professional abilities. It also improves productivity and, as a result, profitability for the organization.

Mentoring and effectively distributing increasing levels of responsibility to employees or team members are all examples of effective leadership qualities. A leader’s role is to act as a role model for employees, providing information and guidance, and encouraging staff to continue their education and professional growth. As a leader you should lead by example, modelling the behavior that you expect from your team employees. Good leaders stick to their own rules, show up on time for work and appointments, fulfill deadlines, and contribute to the best of their abilities.

Many leaders, particularly those who are new to leadership positions, believe they must have a strong grip on their position. They mistakenly believe that handing over project leadership or responsibility for a customer or client to a team member or employee demonstrates a lack of confidence, knowledge, or even disinterest. It takes a fair amount of self-confidence to be able to perceive and appreciate both hazards and to move aside for someone else to lead, regardless of the risk associated with both success and failure. Create a work culture where leaders help foster future leaders.

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How, through effective leadership, leaders push their employees to lead?

1. Lead by example and help your team in make plans for their future

Nothing works as well as setting a good example. Being an excellent leader yourself is the simplest and probably most effective approach to ease an employee’s progression into a leadership role. Remember that new team members or employees look up to people above them for guidance on how to handle certain circumstances and will frequently begin by copying their style before developing their own. By practicing what you preach, it demonstrates values such as honesty and respect. The transition into leadership is easier to manage when you have a fantastic role model to look up to for inspiration and guidance.

You must lead by example in order to develop future leaders. Your habits and actions will set the tone for others and demonstrate how to do things correctly. Make them responsible for their own job opportunities by giving them particular assignments and projects that lead them down their chosen path, similar to how they might plan their future.

2. Help team members understand the importance of delegation

Effective leadership qualities involves delegation. It not only improves time management and ensures the completion of tasks, but it also helps empower employees by giving them more freedom in the work space. Delegation is an essential aspect in increasing employee contributions and boosting the level of productivity among all members of a team, and it is a vital component of effective leadership

One of the most important tasks of a leader is to help all team members or employees to improve their delegating skills. There will be times when a leader must accept that putting a specific team member’s skill in a specific area to work is the best option for everyone concerned. Delegation empowers individuals as it allows them to demonstrate their ability to take on new tasks. It promotes a greater feeling of dedication and involvement by allowing people to see what values they have added to the team. So, allow people to make critical decisions and delegate greater authority to them.


3. Give team members more responsibility

It is important that team members feel empowered to solve the day-to-day difficulties that emerge in their present positions rather of relying on their leaders and managers for help. This boosts their confidence, expertise, and problem-solving abilities, which will be crucial when they take on a leadership job.

While certain events will demand the team members seeking assistance, they should be able to manage the majority of them on their own. They must also learn to identify when they can handle an issue on their own and when they require assistance.

Allowing your team members/employees to make crucial decisions encourages them to take charge. They should perceive themselves as leaders when they are given the authority to make decisions that have a significant impact on the organization. You can exhibit trust in an employee’s talents when you offer them greater responsibilities. To develop more leaders, offer them additional responsibilities and remind them that power comes with a price, which is accountability.

Read: Consensus Decision-Making – How Do We Decide?

4. Help team members achieve personal growth goals

One of the most important things for leaders to understand is when they need to take a step back and allow their employees or team to grow. Giving team members lessons and space to develop personally, developing a culture of working together and cooperating, and encouraging them to attend professional networking events are ways you can successfully support your team members’ personal growth.

Most of the time, effective leadership entails guiding a group to greatness. However, understanding when it is best to delegate the task, and earn praise for it is in the team’s, organization’s, and, ultimately, the leader’s best interests. Instead of waiting for potential leaders to find you, you should find them. Let them know what you see in them in terms of talent and traits, and assist them understand how they may put their abilities to good use. Showing respect for who they are as individuals and helping them develop themselves is the best way for them to become excellent leaders themselves.

5. Recognize their strengths

The finest leaders go out of their way to make their people feel good about themselves. Avoid doing things on your own; instead, acknowledge your team members skills and encourage them to contribute as much as possible. Do not underestimate their abilities, make it a point to speak with each member of your team personally to discuss their interests, talents, and skills, and to encourage them to take initiative. When you respect someone, they are more likely to step up to the plate. You must appreciate your team members for who they are if you want to enable them to lead.

6. Appreciate your team members achievements

People are known to respond more positively when praised for their work as it shows that their efforts are valued and recognized by their leader and others. They are more productive when their work is valued, and they are driven to continue and improve their excellent work. Your mentees are always eager to receive feedback and acknowledgement for their efforts. You will notice increased commitment and determination as a result of showing more gratitude. As a leader you need to show gratitude and help inspire your employees to perform better.

Assisting in the development of new leaders is the pinnacle of your own leadership. Leadership is a difficult position to fill since it involves the careful balancing of several duties. It is critical to acknowledge any accomplishments a team member or employee accomplishes in their job or task in order to give them the confidence to keep progressing. The most important thing is to make your employee’s feel recognized and appreciated for their efforts.


It can be difficult to let go of a leadership position and move on, but it is necessary for the progress of the team or people who you are mentoring. It allows you as a leader to better your team and its members, making it simpler to accomplish the desired results. This does not imply that you flee a tough situation and let someone else lead. Rather, it means that while you are in control, you delegateleadershipto someone else.

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