Why true leadership starts with putting people before process—even when accountability is on the line

You’re sitting in yet another project review, but this time, the team lead surprises everyone. She says, “My number one job is to help you win—at work and in your careers.” The air shifts. People look up from their laptops. Later that week, she goes around during coffee breaks, not with a performance checklist, but genuine questions about what excites each person about the work and what new things they wish they could try. One teammate quietly admits he’s always wanted more visibility in client meetings, though he’s nervous about speaking up.

The lead doesn’t stop at words. She pairs him with a mentor and brings him along to a key client call, prepping him for small tasks at first. Over time, this attention multiplies. Others see it, too—chances to experiment with skills or roles that make them feel seen, not just assigned tasks. Laughter starts taking the place of awkward silences; the team smiles more, because they believe their leader actually wants them to shine.

Behavioral science shows that when leaders make development—not just productivity or output—a stated priority, motivation and loyalty surge. Research on psychological safety and self-determination theory confirms that people thrive when they feel their individual growth and learning truly matter. It’s not just “nice”—it’s the hidden engine behind exceptional performance.

Shift your mindset: Put your team’s growth and well-being ahead of processes, procedures, or even short-term numbers. Start every interaction by clarifying that people’s success is what matters—state it clearly. Listen carefully when people share their development goals and genuinely look for ways to help, whether that means connecting them with a mentor, finding stretch assignments, or just encouraging their first small step. Cheer their progress, not just their results. Make this commitment explicit, practice it in your routine check-ins, and watch energy and performance rise. Try this on your next team call—you might be surprised at what you learn.