The Leader's First Mission: Belief in People

“A leader is best when people barely know he/she exists. When the work is done, the aim fulfilled, they will say: “we did it ourselves.”?

-Lao Tzu

Believe in Your People

There is so much more to being a leader than the typical platitudes. The role of a leader is often described in terms of vision, strategy, and execution. While these elements are critical, they are only part of the equation. The first mission of any leader, the foundation upon which all other leadership tasks rest, is simple yet profound: believe in your people. Without this belief, no amount of vision or strategy will lead to meaningful success. A leader’s trust and confidence in their team form the bedrock of a positive culture, drive individual and collective achievement, and foster innovation.

The Power of Trust

Trust is the currency of leadership. When a leader believes in their people, they convey a sense of trust that is invaluable. This trust empowers individuals to take ownership of their roles and perform at their best. Employees who feel trusted are more likely to rise to the occasion, pushing beyond what they thought possible. Trust, in essence, is a self-fulfilling prophecy: when leaders believe in their team’s potential, team members are more likely to actualize that potential.

No Trust: No..Nothing

A lack of trust, conversely, leads to micromanagement and disempowerment. When leaders fail to believe in their team’s capabilities, they tend to hover over every decision, second-guessing actions and stifling creativity. This behavior signals to employees that they are not trusted, creating a cycle of underperformance. A leader’s first mission, then, is to set the tone by expressing faith in their team’s abilities, fostering an environment where trust can flourish.

Mom Got it Right

Everyone who knew my mother recognized that she was, well, a ‘character; a Jewish ‘Auntie Mame’- an orchestra conductor of people. Her father and aunt raised her in KCMO after she tragically saw her mother-who had grave mental problems- leap to her death from a window in the psychiatric ward of a hospital. Regardless of the life-altering effect this tragic event had on her, she was vivacious, out-going and loved people. Educated as a concert pianist, she was a performer in life. My ‘education’ began when I was twelve. After religious services at Temple Friday nights, she would grab me under the arm in the reception hall and pull me over to meet a gaggle of thin men and women with blue numbers tattooed on their arms: Holocaust survivors. “Oh, mom..do I have to…? “Yes!” “These people have been to hell and lived to tell about it. Be nice..with the refrain and a mean stare: “if you know what’s good for you!!”

“Yes ma’am.” Many times, she would recognize someone she thought was special, call them out in public, and literally recite their attributes, many times embarrassing the object of her glorification. She was a champion of the underdog, giving lavishly to any number of organizations having inherited a sizable income from her father and the alimony from divorcing my father when I was six. She was simultaneously president of three different organizations, always getting results from her belief in the people she led.?

Fostering Growth and Development

Belief in people isn’t about blind optimism. It’s about recognizing potential and creating opportunities for growth. A good leader not only sees what their team members are capable of today but also what they can become with guidance and support. When a leader believes in the developmental potential of their team, they are more likely to invest time in mentorship, training, and offering constructive feedback.

Loyalty and Engagement

This investment in people not only improves performance but also fosters loyalty and engagement. Employees who feel valued are more likely to stay committed to the organization, reducing turnover and maintaining institutional knowledge. Moreover, when leaders prioritize development, they build a stronger, more capable team, able to tackle future challenges with confidence.

Inspiring Confidence and Innovation

When leaders genuinely believe in their team, they inspire confidence. This confidence acts as a catalyst for innovation. People are more likely to take calculated risks, think creatively, and push boundaries when they know their leader has faith in their abilities. Innovation thrives in environments where people feel secure in trying new approaches without the fear of failure being met with punishment.

Steve Jobs, co-founder of Apple, often spoke about hiring the best people and then getting out of their way. His belief in his team’s talent was key to Apple’s groundbreaking innovations. By empowering his employees, Jobs created a culture where creativity and excellence could flourish. This is the essence of leadership: not doing the work for your team, but believing they have the skills, ideas, and drive to achieve extraordinary results.

Building a Cohesive Team

Believing in people also fosters a sense of unity and cohesion. When a leader expresses confidence in their team, it strengthens the bond between team members. A leader’s belief can galvanize a group, turning a collection of individuals into a cohesive unit working toward a shared goal. Teams that feel trusted and supported by their leader are more likely to collaborate effectively, communicate openly, and support one another through challenges.

Doubters Need Not Apply

On the other hand, when a leader shows doubt or favoritism, it can fracture the team, leading to division, competition, and dysfunction. The belief in one’s people must be evenly distributed and genuine; it must transcend personal biases and focus on the collective strengths of the team.

Seeing is Believing?

When I worked for the Walt Disney Company, I was fortunate to be part of a team whose responsibility was to leverage the value of the Disney brand for millions of dollars through corporate alliances. It is only recently when I thoughtfully ‘deconstructed’ my approach that I realized I was not just visualizing the end result-many times a new attraction- but each step along the way. I was also seeing the value that each part of the Walt Disney Company, and each person was contributing- much like an orchestra conductor-all of it based on the belief that we would succeed.?

First Mission…”First!”

The first mission of any leader is to believe in their people. This belief is the foundation for trust, growth, innovation, and cohesion. Leaders who trust their team empower them to perform at their best, fostering a culture of development and creativity. More than strategy or vision, it is this foundational belief in people that unlocks a team’s full potential. When leaders make this their first mission, they set the stage for lasting success.