Why do some leaders block the growth of their rising stars when development of leadership potential is so obviously beneficial for the individuals concerned and the business. What is getting in the way?

I was having a great conversation on exactly this topic with an executive team last week. They agreed that their people had a ton of talent. But they also had a host of reasons why development wasn’t happening. It was the company’s fault they said. Too much control being exercised and too much pressure on short term goals. And it was their people’s fault too they said. They were too complacent, too comfortable and too risk averse.

The breakthrough came when the team started to consider what they, personally, would have to let go of in order for their people to step up. They would have to let their people take the limelight. They would have to let their people take the plum projects. They would even have to give up being so busy!

Jeff, one of the directors involved, provided the example. “I’ve just realized I asked Dave, one of my direct reports, to jointly implement a new project which he can perfectly well do on his own. Why did I want to be involved? Because it’s high profile and I don’t want us to get it wrong. But it’s a great opportunity for Dave. I just have to give up being in control and let Dave do it his way.” He smiled. It sounds so easy. I asked the team to hold him to it.

Leadership nudge: Where do you have a peach of an opportunity which someone else could lead? If there’s nothing stopping you then when are you going to make it happen?

By Anthony Landale

Learn more about Anthony Landale, the author of this article.