When the average person commits to growth, it benefits them individually. When a leader commits to growth, it benefits an entire team.
As workplace dynamics continue to evolve, leaders must commit to growth not only through researching market trends and learning new hard skills, but by committing to growth as a mindset.
Growing as a leader is a continuous journey, requiring acceptance, adaptability, and self-awareness. Here, we’ll explore how these approaches can lead to successful growth both for leaders and their teams.
Accepting the Perpetual Balancing Act
Leadership expert Adam Bryant once said, “Everything to me about leadership is this balancing act that involves handling a series of contradictions or paradoxes.” Sounds stressful, right? But while leadership has its challenging moments, much of the stress that comes with uncertainty can be eased through acceptance. When leaders accept that uncertainty and change are constants, they can focus on what they can control—adapting, learning, and leading with intention.
Andre Durand, CEO of tech firm Ping Identity, compares leadership to operating a sound mixing board: “Leading means continually fine-tuning expectations… You don’t control the external environment, and things are always changing—which means you’re constantly changing your balance.”
It’s worth noting that acceptance isn’t about giving in or settling, but rather about conserving mental energy to respond thoughtfully rather than react impulsively. This shift leads to better decisions and more intentional, effective leadership.
Adaptable Leaders Make Adaptable Teams
The state of work is riddled with uncertainty, but one certainty is the need for organizations to remain adaptable: by evolving with change, organizations can thrive, and it’s up to leaders to set the tone by embracing growth and adaptability and by inspiring their teams to do the same
An agile leader inspires their reports to learn new things, build new skills, and try new solutions. This could look like:
- Implementing brainstorming sessions into your team’s schedule, each focused on a specific topic related to team goals.
- Building in time for independent learning, after which team members share what they have learned with each other.
- Encouraging team members to reflect on learning goals related to their role.
Leaders, don’t forget to join in on growth initiatives. Not only can these strategies improve your own growth, but participating in growth initiatives communicates to your team that you recognize your own desire for improvement and models self-awareness.
Self-Awareness and Growth
When leaders openly communicate their own growth goals with their teams, they set a powerful example. This transparency shows team members that their boss is not striving for perfection but is committed to continuous improvement, and fosters a culture of authenticity and growth within the team.
Practice self-awareness on your growth journey with the following practices:
- Know your triggers: Recognize emotional and behavioral patterns that might cloud your judgment or hinder decision-making. Awareness of these triggers is the first step toward managing them effectively.
- Ask for help: Embracing vulnerability by seeking help or input isn’t a weakness—it’s a strength, and a practice that builds trust, respect, and accountability across the team.
- Seek diverse perspectives: Actively engaging with different viewpoints not only sparks innovation but also signals to your team that their unique ideas and experiences are truly valued.
Through a consistent practice of self-awareness, leaders can create an environment where growth isn’t just a personal goal, but a shared commitment across the team.
Conclusion
Remember, leadership is not about perfection but rather about learning, growing, and adapting to change.
As you reflect on last year and look ahead, what areas of growth have you identified for yourself? What will you commit to as you enter 2025?
Every thought is a possibility.
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