Why Great Leaders Build People, Not Just Projects

When we think of leadership, it's easy to focus solely on the technical success of projects—hitting deadlines, staying within budgets, and achieving high-quality results. However, the mark of a truly effective leader extends beyond the immediate success of tasks. A leader who prioritizes the professional development and growth of their team fosters an environment of innovation, engagement, and loyalty. This article explores the critical importance of team development, drawing on key leadership theories, real-world examples, and cultural references to make the case for why nurturing talent should be a leader’s top priority.

The Impact of Leadership on Growth: Theoretical Foundations

Several leadership models emphasize the development of individuals as a cornerstone of effective leadership. For instance, Transformational Leadership, as posited by James MacGregor Burns and later expanded by Bernard Bass, highlights the leader’s role in inspiring and motivating team members toward personal growth. Transformational leaders challenge their teams to rise beyond self-interest, fostering a culture where development is constant and intrinsic to success (Bolden et al., 2011).

Additionally, Servant Leadership, a concept popularized by Robert K. Greenleaf, underscores the importance of a leader serving their team by focusing on their well-being and development. A servant leader puts the needs of the team first, recognizing that when team members grow, the overall organization benefits (Greenleaf, 1977).

Leaders who adopt these styles can create environments where employees feel valued, heard, and empowered. This often results in heightened creativity, reduced turnover, and stronger team cohesion, all of which contribute directly to project success.

Managerial Models in Action

The Situational Leadership model developed by Paul Hersey and Ken Blanchard suggests that leaders must adapt their approach based on the development level of their team members. For example, when leading a novice, a more directive style might be appropriate. But as team members grow, a delegative style can allow them to take ownership and responsibility for their work. Leaders who effectively gauge where their employees are in their development journey and provide the right mix of guidance and autonomy tend to foster a culture of growth and innovation (Hersey & Blanchard, 1969).

Steve Jobs, the legendary co-founder of Apple, is often cited as a leader who focused as much on his team’s growth as the technical success of his projects. Despite his intense personality, Jobs was known for pushing his team to think differently, cultivate their skills, and approach challenges creatively. This approach was evident in how Apple revolutionized technology, from personal computing to smartphones, because Jobs encouraged growth beyond the technicalities.

The Ripple Effect of Mentorship

A leader who acts as an active, open, and supportive mentor can have a profound impact on their team members. Leaders like Sheryl Sandberg, COO of Facebook, have built reputations for investing in the careers of those around them, actively encouraging them to step up and challenge their limits. In her book Lean In, Sandberg discusses how the act of mentoring can instill confidence in employees and inspire them to strive for leadership roles themselves (Sandberg, 2013).

In fiction, Ted Lasso, the titular character of the TV series, is a perfect example of a mentor-like leader who, despite lacking technical expertise in football, focuses on the personal and professional growth of his team. His emphasis on team morale, emotional intelligence, and individual development transcends technical wins and losses, turning his underdog team into a tight-knit, supportive unit that punches above its weight.

Real-World Leaders Who Prioritize Growth

Great leaders around the world have demonstrated the power of focusing on the personal development of their teams. For instance, Nelson Mandela was a leader who prioritized personal growth and education, believing in the importance of empowering individuals to effect change on their own. Mandela’s mentorship went beyond his immediate circle, as he advocated for the development of future leaders even while in prison, planting seeds of personal empowerment that would continue to grow after his release (Sampson, 2011).

In the corporate world, Satya Nadella, CEO of Microsoft, has been lauded for his empathetic leadership style, which places significant emphasis on learning and development. Nadella transformed Microsoft’s culture by encouraging a growth mindset, focusing on collaboration, empathy, and learning from failure. His leadership transformed Microsoft into one of the world’s most valuable companies, while fostering an environment where employees thrive and grow both personally and professionally (Nadella, 2017).

The Benefits of Fostering Growth

Leaders who focus on the growth of their team members create an atmosphere where employees are more engaged, loyal, and motivated. In contrast to leaders who only focus on the technical success of projects, those who prioritize development enjoy several long-term benefits:

• Increased Employee Retention: Employees who feel that their growth is being nurtured are less likely to leave the organization.
• Enhanced Creativity and Innovation: When team members are encouraged to grow and learn, they bring new perspectives to the table, driving innovation.
• Stronger Team Cohesion: A team that grows together stays together. Leaders who mentor their team build stronger relationships within the group, leading to better collaboration.

Conclusion: Leading with Growth in Mind

While achieving technical success is undoubtedly important, the mark of a truly effective leader lies in their ability to develop their team members. Drawing from leadership theories like Transformational and Servant Leadership, as well as real-world examples from leaders like Satya Nadella and Nelson Mandela, we see that fostering personal and professional growth within teams leads to greater innovation, retention, and project success.

Leaders must ask themselves: Are they simply managing projects, or are they nurturing a generation of future leaders? The answer to this question could very well determine their long-term success.

References

Bolden, R., Gosling, J., Marturano, A., & Dennison, P. (2011). A Review of Leadership Theory and Competency Frameworks. Centre for Leadership Studies.

Greenleaf, R. K. (1977). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. Paulist Press.

Hersey, P., & Blanchard, K. H. (1969). Management of Organizational Behavior: Utilizing Human Resources. Prentice-Hall.

Nadella, S. (2017). Hit Refresh: The Quest to Rediscover Microsoft's Soul and Imagine a Better Future for Everyone. HarperBusiness.

Sandberg, S. (2013). Lean In: Women, Work, and the Will to Lead. Knopf.

Sampson, A. (2011). Mandela: The Authorized Biography. HarperCollins.