Develop your people with a simple 5-step routine (and get more done in less time)

Most leaders think developing their team = more work for themselves.?

You’re already stretched thin.?

Why add “team development” to an already overflowing plate??

The truth is: tapping deeper into your team’s strengths —and aligning them more tightly with your organization’s goals— is the most efficient and impactful way for a physician executive to work.

And when done right, it saves you more time than you can imagine.?

Many managers think they need more resources or training to see real growth in their team.?

What most managers actually need is a system —a sustainable routine that builds engaged, high-performing teams— without the fluff or complexity.

Here’s one of those systems: a simple 5-step routine that gives you and your team the structure they need to achieve better results.

Ready to unlock more of your time???

Let’s dive in.

The 5-Step Process: Small Steps → Big Gains

Each of these five steps can be accomplished in brief, focused meetings, with each step building on the previous one.?

Expect this process to take about 3-4 hours/person over a quarter.??

While that's a lot of time, think about it:

How much time do you spend currently — chasing half-finished tasks, stepping in to solve others’ problems, or re-aligning priorities??

The busier you feel now, the more you need to do this—it’s the difference between constantly managing and having a team that’s firing on all cylinders. ?

Step 1: Pick your core priorities

"Pinpoint what matters most."

Set aside 10 minutes to write down 7-10 goals that matter most to the organization this quarter or year.? Think BIG: What’s essential for growth? What changes will make the biggest impact? What projects will benefit most from team alignment, or are struggling the most because of a lack of team alignment???

Defining these core priorities not only sets your focus but also creates a clear roadmap for others, so they can see how their effort will make a difference, and feel confident moving forward independently. ?

Step 2: Pick your impact player(s)?

"Look for potential and alignment with priorities."

Identify one person who’s ready to take on more responsibility—someone whose abilities align with your high-priority goals and who is positioned to make a meaningful contribution. Starting with one person keeps the process focused and manageable, so you see significant gains by not diluting your efforts.? If you’re confident you can deepen development for more people, go for it. But if you’re just getting started, begin with one person, and ask for feedback on the process. Going ‘deep’ with one individual builds trust and allows you to capture insights that can guide a larger development approach, creating a flywheel of momentum. ?

Step 3: Name their strengths in clear terms

"Engage each person in a strengths-first conversation."

Meet with them and guide them to identify their unique strengths. Ask questions like, “What work has felt most fulfilling recently?” and “What do you feel naturally better at than others?” Recognizing strengths drives motivation far more than focusing on gaps ever will.

Most leaders underuse the power of strengths recognition, yet it’s the fastest way to spark motivation.? For best results, use a scientifically-validated psychometric assessment tool—and for an additional boost, here’s a quick writing exercise that makes this conversation even simpler and more impactful . ?

Step 4: Unleash their strengths onto real needs

"Give them ownership of something that matters, not just assignments."

In this same meeting as the strengths conversation, discuss the organization’s priorities. Share your 7-10 core goals and invite each person to identify 1-2 specific projects they’d like to lead. This reinforces their role and guides them to invest their effort into the work that matters most.? Use or adapt this worksheet to bring it all together for you. ? ?

Step 5: Meet regularly and keep it brief

"Development is a routine, not an afterthought."

Commit to short, regular check-ins — starting out meeting more often, then meeting less often when it feels right.? Shorter, more frequent meetings drive alignment without overwhelm. Development works better as an active, ongoing process rather than a one-time event, because consistent and actionable conversations are what drive growth sustainably.??

The single best way to reduce your workload here: request people answer the three “looking back” questions of this Leadership Development Agenda ?before your meeting.?? ?

BONUS: Celebrate progress over perfection

"Leverage the compounding effect of celebration."

Most leaders are too focused on the next milestone to ever look back and celebrate wins.? Which makes sense, because high-performers are wired to look for the gaps, not gains. But when we skip celebrating progress, we fuel burnout and a constant feeling of 'never enough'.

That’s why it’s mission-critical to pause, reflect, and recognize how far you’ve come. Without it, even the highest-performing physicians end up feeling undervalued and unmotivated—caught in a loop of chasing goals without any wind in their sails. ?

Takeaways?

Here's the essential lessons my clients use to turn their team's potential into performance:

???Development isn’t extra work—it’s how you get your time back.?? Leaders constantly firefighting lose hours every week. Invest a few hours up front, and you’ll cut down on “management by crisis” once and for all.?

????Ownership over assignments Want real buy-in? Give people projects they own, not tasks they check off. Ownership isn’t optional; it’s the only way to see meaningful growth.

????Clarity is the shortcut to team autonomy Set priorities. Define outcomes. Give team members a clear path, and you’ll free yourself from micromanaging.

????Strengths are the real “secret sauce” Working on weaknesses is overrated. Mitigate blind spots and then quickly move on to identify each person’s unique strengths and deploy them where they'll be most effective. It's no secret: people engage when their strengths contribute in a meaningful way — and engaged teams get results.?

????One strong process replaces 100+ small fixes Stop band-aiding problems. Instead, implement a process that builds skills, fuels engagement, and keeps you out of the day-to-day grind.

????Celebration can feel awkward—and it fuels progress High achievers tend to skip celebrating. It’s a mistake. Recognizing wins energizes teams, builds momentum, and keeps burnout at bay.

????Focus on “who" more then “how” As a leader, your job isn’t to figure out how to do everything; it’s to build a team of skilled “who’s” that can.? Start with one person and watch the ripple effect unfold.? As your “who” capabilities expand, your future becomes more exciting and energized.? ?

Your turn

Ready to reclaim your time and energy??

The most successful leaders know it’s not just about working harder —or even working smarter— it’s about knowing who you can empower.?

By developing others, you're creating something that amplifies your impact and brings your vision to life… in a way you never could by yourself.?

When you give others ownership of key projects and responsibilities, that play to their strengths, they’ll bring more of themselves to their work.?

Think about what could be accomplished with?that?kind of team behind you..

So, which of these five steps can you try today?

??? Start with one?

Results from the field

Here’s how two leaders turned their coaching insights into real, measurable change this month:

1. "The program completely changed how I connect with my direct reports. I started asking better questions, which opened up deeper conversations and uncovered challenges I hadn’t fully seen before— imposter syndrome, self-doubt, etc.? In one case, this approach helped me retain a top faculty member who was feeling undervalued and ready to leave. By digging deeper and offering real support, I was able to help them feel seen, re-engage with their work, and ultimately choose to stay. That shift not only saved a valuable team member but I can tell it's?building a foundation of trust across the department. ?
2. "Since completing this [program] and coming into work with better questions, I’m seeing a big shift in how my clinic staff approach challenges. They’re stepping up, problem-solving independently, and our culture is less ‘top-down’ than ever. Instead of relying on me for every answer, the team is learning to think and act on their own—something I’ve wanted to see for a long time."

All my best,

Whenever you're ready, here's 3 ways I can support you:

1. Coaching to Develop?Your People:?The first two people who reply to this email with a request for support on this?topic, will receive a complimentary spot-coaching session ?? ??
2. Invest in your Future : Looking for 1:1 or Group Coaching?? ?We've partnered hundreds of physicians and administrators across 35+ organizations to do just that, so book an?Exploration?Call ?today and I guarantee you'll walk away from our conversation with?helpful resources and?recommendations.? ?
3. The High Impact Physician Podcast :?Join 1,000+ listeners who?feel inspired when accomplished, world-class clinical leaders?get?candid about the mistakes they've made and the lessons they've learned the hard way.? Tune in to?accelerate your growth and development in less than an hour.? ?