The Leader Mindset #10

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No Time to Develop Your Team? Here’s a Mindset Change You Need

Ever walk into a meeting with a leader who’s clearly stretched thin (or maybe this is you 😀)? Papers are everywhere, their inbox is a war zone, and they’re barely keeping up. I had one of those moments recently. I sat down with a manager to discuss his team’s succession plan. Before I could even ask a question, he leaned back, exhausted, and said, “It’s been brutal. Our numbers tanked, and I’m just trying to keep my head above water.” I nodded, trying to lighten the mood: “Rough quarter, huh?” Trying to get us back on track, I asked, “What have you done to grow your top performers since we last met?” He sighed, “I know I should, but I just don’t have the time to focus on development.”

Sound familiar? If you’re a leader, you have probably said or thought this at least once. I hear it all the time, and I get it—your plate is overflowing. The thought of one more thing may seem unbearable. But here’s the thing: neglecting your team’s development isn’t just a missed opportunity. It risks your team’s engagement, retention, and success.

Why “No Time” Hurts More Than You Think

Can we all agree that leadership is a grind? Between packed schedules, tight budgets, and constant fires to put out, developing your team can feel like a luxury you can’t afford. But here is the kicker: it’s not optional. It’s critical. When you skip development, your people feel stuck. They disengage, lose motivation, or worse, start eyeing the exit. Gallup research shows managers drive 70% of team engagement by making employees feel valued and invested in. If you’re not prioritizing growth, your best talent might jump ship to a company that does prioritize their growth.

The good news? Development doesn’t require fancy programs or extra hours of your time. It’s about being intentional and weaving growth into the work you’re already doing.

Rethink Development: It’s Easier Than You Think

Forget the idea that development needs big budgets or formal plans. Your team wants to grow, and they crave challenges, new skills, exciting experiences, and a sense of progress. Growth does not always mean a promotion. For one person, it might be leading a meeting. For another, it’s tackling a tricky project or getting honest feedback. The trick is knowing your people: what fires them up, where they want to go, and how they learn best.

Shift your mindset. Instead of thinking, “I don’t have time,” ask, “How can I make growth part of what we’re already doing?” This turns development into a natural part of your leadership, not another task on your endless to-do list.

Six Simple Ways to Grow Your Team (Without Added Burden)

Here are six practical, low-effort ways to build development into your day-to-day:

1. Turn Work into Growth Opportunities

Delegate with purpose. Let someone lead a project, draft a big presentation, or handle a tough conversation. For example, if someone’s curious about strategy, have them lead your team’s strategic planning efforts. The critical step is not the developmental opportunity, but to make sure they know what you want them to learn.

Quick Tip: Debrief afterward to lock in the learning.

2. Build Development into One-on-Ones

Add one growth-focused question to your check-ins, like, “What skill do you want to sharpen or experience you want to tackle?” or “What’s something you learned from a recent challenge?” These quick chats add up to real progress.

Quick Tip: Share the question beforehand so they come to the meeting prepared.

3. Have Real Career Conversations

Go beyond surface-level check-ins. Ask, “What excites you about your work?” or “Where do you see yourself in a few years?” Their answers will help you create opportunities that hit the mark. (Use the free career discussion guide included below)

Quick Tip: Check in on their goals every few months to stay aligned.

4. Build Confidence Through Exposure

Bring team members to cross-functional meetings, let them present to senior leaders, or have them share a team update. These moments broaden their perspective and boost their confidence.

Example: A junior team member presenting to the C-suite often learns more than they would in a training session.

5. Foster Informal Mentorship

Connect your team with people they can learn from—a senior colleague, a peer, or someone from another team. It doesn’t need to be a formal setup. Even a coffee chat can spark growth.

Quick Tip: Ask them to share one key takeaway from their conversations.

6. Coach Like a Pro

After a meeting or project, ask, “How do you think that went?” or “What would you do differently next time?” These quick questions turn everyday moments into growth opportunities. Plus, it sharpens your coaching skills.

Quick Tip: Jot down three go-to coaching questions to keep handy.

Start Small, Win Big

The best leaders don’t wait for the perfect moment or a bigger budget. They make development part of how they lead. They stay curious about their people, spot growth opportunities in daily work, and take small, intentional steps.

I challenge you to pick one idea from this list and try it this week. Maybe it’s kicking off a deeper career conversation or delegating a stretch project. Small moves lead to big results.

Your team will feel valued, your culture will thrive, and you’ll build a reputation as a leader who grows talent. Share these ideas with your leadership team to spark a development-focused culture across your organization.

What is your first step? Drop a comment—I’d love to hear!

Free Resouces

Unsure how to facilitate a career conversation with your direct reports or need some help with the right questions to ask. Check out the free career discussion guide included here.

Thanks for reading and look forward to seeing you again next week.

Andy

Andy Noon, PhD

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