How Great Leaders Develop Their People More Than Discipline
Have you noticed lately that the focus of leadership is shifting from enforcing discipline to fostering development?
Because employees are seeking not just a paycheck but growth, fulfillment, and a sense of purpose in their work, this is a very welcome change. Leaders who understand this shift are not just managers; they are mentors, coaches, and visionaries! They see their team members not as cogs in a machine but as individuals with unique potential that, when nurtured, can drive the organization to new heights.
If you're unsure if you're a leader who leads with discipline versus development, ask yourself these questions:
- Do you catch yourself talking down to your team when they aren't performing at the level that you want?
- When your team isn't meeting their goals, do you meet them where they're at and develop ways in which they can improve?
- Does the culture of your workplace foster a feeling that your employees jobs are on the line or that there is freedom to make mistakes and grow?
Great leaders improve their team by instilling a sense of value and seeing their potential, as opposed to improving because they're not good enough or because they're not meeting your expectations. It's about the way they make their people feel.
Take inventory of your own team as you continue to read through this article and see how you can make changes to lead effectively.
The Traditional Discipline-First Approach
Traditionally, leadership was often synonymous with discipline. Leaders were seen as enforcers, ensuring that rules were followed, deadlines were met, and targets were achieved. Discipline was about maintaining order and ensuring that everyone stayed within the boundaries set by the organization.
While discipline is essential for any organization’s functioning, relying solely on it has its limitations. A discipline-first approach can create a culture of fear, where employees are more concerned about avoiding mistakes than exploring new ideas or taking risks. It can lead to a workforce that does just enough to get by, rather than one that is engaged, motivated, and constantly striving for excellence.
The Development-First Approach
In contrast, a development-first approach focuses on unlocking the potential of each team member. This doesn’t mean abandoning discipline but rather integrating it into a broader strategy of growth and development. When leaders prioritize development, they create an environment where employees feel valued, supported, and motivated to give their best.
Here’s how leaders can shift from a discipline-first to a development-first approach:
1. Invest in Individual Growth
Great leaders recognize that each person on their team has unique strengths, weaknesses, and aspirations. They invest time in understanding these aspects and provide opportunities for growth tailored to each individual. This might include offering training programs, assigning challenging projects, or providing mentorship and coaching.
By focusing on individual growth, leaders not only help their team members improve their skills but also foster a sense of loyalty and commitment. Employees who feel their leaders care about their development are more likely to stay with the organization and contribute at a higher level.
2. Encourage a Growth Mindset
A growth mindset, the belief that abilities and intelligence can be developed through effort, is crucial for both personal and organizational success. Leaders who cultivate a growth mindset in their teams encourage continuous learning and resilience in the face of challenges.
This contrasts with a fixed mindset, where individuals believe their abilities are static and avoid challenges for fear of failure. By promoting a growth mindset, leaders create a culture where employees are not afraid to take risks, experiment, and learn from their mistakes. This leads to innovation, creativity, and a more dynamic workplace.
3. Provide Constructive Feedback
In a development-first approach, feedback is not about reprimanding employees for their mistakes but about guiding them toward improvement. Constructive feedback is specific, actionable, and delivered in a way that motivates employees to grow rather than demoralizing them.
Leaders who provide regular, constructive feedback help their team members understand their strengths and areas for improvement. This feedback loop is essential for continuous development and ensures that employees are always moving forward.
4. Empower and Trust Your Team
Trust is the foundation of a development-first approach. Leaders who trust their teams empower them to take ownership of their work, make decisions, and contribute ideas. This autonomy fosters a sense of responsibility and encourages employees to take initiative and innovate.
Micromanaging, on the other hand, stifles creativity and undermines trust. When leaders empower their teams, they create an environment where employees feel confident and capable, which leads to higher performance and job satisfaction.
5. Celebrate Progress and Success
Development is a journey, and it’s important to celebrate the milestones along the way. Recognizing and celebrating progress, no matter how small, reinforces positive behavior and motivates employees to keep striving for excellence.
Celebrations can take many forms, from a simple acknowledgment in a team meeting to formal recognition programs. What matters most is that employees feel their efforts are valued and that their growth is appreciated.
Conclusion: Leading Through Development
Leaders who focus on developing their people rather than just disciplining them are the ones who will drive sustainable success. By investing in individual growth, fostering a growth mindset, providing constructive feedback, empowering their teams, and celebrating success, these leaders create a culture of continuous improvement and high performance.
Discipline has its place, but development is what transforms good teams into great ones! When leaders prioritize the growth and development of their people, they not only enhance individual performance but also build stronger, more resilient organizations that are equipped to thrive in any environment.
Are you looking for a coach to develop you or your team through trainings or workshops? Amanda speaks and trains on various topics related to leadership and team building. Learn more here!
