The Skill Great Leaders Use to Multiply Themselves
Welcome to another Toolkit Tuesday! Every week, our goal is to give you a practical leadership tool to put in your toolkit. This week, we’re focusing on the mindset shift that separates great leaders from everyone else.
So There I Was...
Sitting across from a leader who cared deeply about his team—but was struggling to move them forward. His people liked him. They appreciated how much he supported them. But something was missing.
When I asked about the development plans for each team member, he paused. “I just… try to be there for them when they need me.”
That’s where we started. Because being present is good—but it’s not the same as being intentional. Coaching your people requires more than being available. It requires mindset, strategy, and a repeatable process.
The Challenge
Most leaders either default to high support (encouragement, grace, space) or high challenge (expectation, drive, urgency). But great leaders do both—with intentionality.
And if you don’t know which one you lean toward, your team does.
Even more than that, great leaders adopt a simple, powerful mindset:
“I will fight for the highest possible good in the lives of those I lead.”
That’s the starting point. Not to fix people. Not to get more out of them. But to fight for them—for their growth, clarity, and long-term success.
And from that mindset, everything else flows.
The Tool: Leader Mindset
The Leader Mindset tool is both a rallying cry and a coaching framework. At the top is the foundational belief of every liberating leader:
“Fight for the highest possible good of those you lead.”
With that posture in place, the tool walks you through three core coaching questions to help your team grow:
What specific support or challenge do they need from me right now? Leadership isn’t one-size-fits-all. Every person on your team needs a different mix of accountability and encouragement.
Is there a pattern or tendency that is undermining their influence? What do you see them doing (or avoiding) that’s keeping them from growing? Coaching starts with awareness.
What do I need to do to help them get to the next level? Not just fixing problems—but investing in development. What conversations, challenges, or opportunities will help them grow?
These questions aren’t a checklist—they’re a mindset. Use them consistently, and you’ll shift from boss to coach, from manager to multiplier.
Why This Matters Now
If you don’t adopt this mindset, you’ll always default to what’s urgent instead of what’s important.
You’ll fix issues but never develop people.
You’ll support or challenge—but rarely both.
You’ll get performance—but not transformation.
But when you consistently fight for the highest possible good in those you lead, you create a team that trusts you, grows under you, and performs with clarity and confidence.
The Result
When leaders adopt the Leader Mindset, they stop settling for surface-level engagement. Their team knows they’re for them—not just in word, but in action.
That kind of coaching creates loyalty, maturity, and lasting impact. And it’s not just about the team. You grow too—into a leader worth following.
Take Action
Anyone can sign the paychecks. Great leaders grow people.
This week, pick one team member and fight for their growth.
Use the three Leader Mindset questions.
Call them up, not just out. Be specific. Be intentional. Be for them.
And if you're tired of being stuck as the only one pushing things forward, let’s talk. Book a strategy session, and we’ll build a plan to multiply leadership—not just manage people.
Closing the Loop
That leader I mentioned? He started using these questions with each of his direct reports. He’s still a work in progress, but he’s becoming more effective—and more trusted.
And his people are growing like never before.
Coaching isn’t extra—it’s the job. Now go fight for your people.
