How Great Leaders Deliver Results While Developing Their Teams

There is constant pressure on managers and executives to deliver results.?

While we could argue whether that’s good or bad, the hard truth is that the best way to evaluate a leader’s effectiveness is by the outcomes of their actions. However, great leaders understand that sustainable success is built on the fulcrum of balancing the achievement of short-term goals and developing their employees for the long-term.??

To take this idea a step further,?bad leaders are so concerned about their egos that they focus on delivering results at the expense of their people. It’s a “use for my gain” mentality. Conversely, the best leaders are outcomes-focused with a “servant heart and team-first mentality.”

Great leaders are outcomes-focused with a servant's heart and team-first mentality.

This might seem obvious, but it’s far from. Since leaders are ultimately responsible for a team’s results, it’s easy to look through one’s own lens rather than the lens of others. It’s one of the stark differences between servant leadership and selfish leadership.?

There is a stark difference between servant and selfish leadership.

Why Employee Development Matters for Leadership Success

While some managers might not recognize it, a dangerous see-saw game is happening with significant consequences.? On one end, you have short-term results; on the other, you have long-term employee development. Both are important and have a considerable impact on the bottom line of a business.? For example:

• 70% of employees say they are more engaged when their leaders focus on their development.
• Managers who balance results and development see a 20% increase in team productivity.
• Organizations that invest in employee development are 30% more likely to retain top talent.

However, this is where things get tricky.? Investing in employee development takes time and money now, for an investment that might or might not pay off later. So, most executives and managers opt for the short term instead of the long term.? However, this is a dangerous strategy, as the old quote goes:

“What happens if we invest in developing our people and they leave us? What happens if we don’t, and they stay?“?

The Balance Between Performance and Development?

Many leaders struggle to balance focusing on performance and development. It’s helpful to visualize the outcomes of prioritizing one over the others.?

• When you don’t focus on performance or development, you and your team are at risk.
• When you only focus on performance, over time, there is high turnover and burnout.
• When you only focus on development, you tend to retain only middle to low-tier talent.
• When you focus on both simultaneously, you get high engagement and results.?

Practical Steps to Prioritize Results and Development?

There are many ways to prioritize both short-term results and long-term development. However, some common themes have emerged from studying over 65,000 leaders over the last eleven years. Here are some of their best practices.

1. Establish and Identify Goals – This might seem obvious, but you would be shocked how many managers haven’t established clear targets for their people.? If that weren’t bad enough, too many managers don’t take the time to ask team members about their personal dreams and goals.? Said differently,

“How are you supposed to lead someone well if you don’t know where they want to go?”

2. Adopt a Coaching Mindset – Instead of solving every problem or telling team members exactly how to do something,?coach employees on how to solve challenges independently .? Help them use their critical thinking skills to come up with solutions with the use of great coaching questions.? This is an excellent time to remind you of a quote from Michael Bungay Stanier:

“Stay curious longer and rush to advice slower.”

3. Create a Culture of Learning – In?Accelerate Leadership , I defined culture as the shared values and beliefs that guide thinking and behavior.?If you are going to create a culture of learning, which is a shared belief, you must prioritize learning and sharing knowledge. Encourage team members to read, listen to podcasts,? attend workshops, and pursue learning opportunities with ferocious action. It’s important to remember people don't emulate what they hear, they emulate what they see. If you aren’t participating in these things, don’t expect your team to.?

You don't emulate what you hear. You emulate what you see.

Closing

As a leader, knowing how to balance the pursuit of results with fostering employee development isn’t just beneficial—it’s essential. Prioritizing one over the other may lead to temporary success or satisfaction, but integrating both can drive long-term impact for your team and organization. Remember, every employee wants to feel challenged yet supported in their growth journey. By striving for this balance, you are achieving professional success for yourself and nurturing innovation and ambition within your team.?

“The growth and development of people is the highest calling of leadership.“ – Harvey S. Firestone

Now is the time to be outcome-focused while maintaining a servant’s heart and a team-first mindset.???

Coaching for Success: How to Elevate Employee Performance: Want to learn the proven techniques and tools to coach employees to higher levels of performance and growth?? Register for the Free Webinar Today.? Limited spots available.

Leadership Growth Plan: Do you suffer from low employee engagement and retention?? Do you feel overwhelmed as a manager trying to develop your people? Check out the new Leadership Growth Plan Tool. Sign Up to to be the first to test it out.

Leadership Communication Cadence Template: Are you responsible for having consistence cadence with a team.? You can download the Communication Cadence Tool Here.

Accelerate Leadership System Looking to turn your managers into highly effective leaders? Instead of having high expectations, now is the time to also provide a high level of support. Leverage the Accelerate Leadership System for managers in your organization. Learn more here.

About the Author: John Eades is the CEO of LearnLoft and the creator of the Accelerate Leadership System . He was named one of LinkedIn’s Top Voices. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success . You can follow him on Instagram @johngeades .