The Overlooked Mark of Great Leadership

What makes a leader truly great? Is it crushing goals? Delivering jaw-dropping presentations? Wielding unmatched expertise? Surprisingly, it's none of these things.

The real mark of a great leader is their ability to develop more leaders. 

True leaders don’t just lead—they multiply leadership. They leave a legacy of empowered, capable individuals who can step up, take the reins, and thrive.

A great leader isn’t defined merely by personal achievements or their ability to inspire teams; they’re defined by their capacity to elevate others into leadership roles. This mindset goes beyond immediate organizational objectives and creates a sustainable pipeline of leadership, innovation, and growth. Developing others isn’t just a nice-to-have—it’s the defining trait of impactful leadership. 

Why Developing Leaders Matters

Leadership creates a ripple effect. When you empower others to lead, you amplify your impact far beyond what you could ever achieve alone. Organizations thrive when leadership is distributed—fostering resilience, innovation, and a sense of ownership among team members. Developing leaders ensures continuity, prepares organizations for future challenges, and reinforces a culture of growth and adaptability.

Great leaders understand that leadership isn’t about wielding authority—it’s about elevating people to their full potential. This means shifting from personal success to collective success. It’s an investment that pays off in the form of engaged, confident, and high-performing teams. Here are seven ways you can multiply leadership by developing others:

Trust

Trust is the foundation of leadership development. If you’re holding onto every project like a lifeline, worried that delegation will lead to chaos, it’s time to rethink your approach. Developing leaders requires letting go—not just of tasks, but of control.

Delegating meaningful responsibilities isn’t about offloading work—it’s about building confidence and creating opportunities for others to step up.

Imagine this: You entrust an important project to someone on your team. They take ownership, exceed expectations, and walk away with a newfound sense of accomplishment. That’s the power of trust. It doesn’t just get the job done—it transforms the person doing it.

Of course, trust also means allowing mistakes to happen. When people know they have the freedom to try, fail, and learn, they take smarter risks, think creatively, and grow into resilient leaders.

Coach for Growth

Coaching is one of the most powerful tools for developing leaders. Unlike traditional management, which often focuses on giving instructions, coaching is about unlocking potential. It’s not about providing all the answers—it’s about helping people find their own.

Instead of saying, “Here’s how I’d handle this,” a coaching leader asks:

 * “What options have you considered?”

 * “What’s the first step you could take?”

 * “What’s one lesson you’ve learned from this experience?”

Coaching develops critical thinking and problem-solving skills. It’s like teaching someone to grow their own food instead of handing them a meal. Over time, coaching builds confident, independent leaders who trust their instincts and judgment.

Mentor with Purpose

While coaching fosters problem-solving, mentorship provides valuable perspective. A mentor shares their experiences—the wins, the stumbles, and everything in between—to help others navigate their leadership journeys.

The best mentors don’t have all the answers, but they do have insight. They serve as a sounding board, offering guidance, encouragement, and a broader view of what’s possible.

Ways to incorporate mentorship into your leadership:

* Share your challenges—Talk about the obstacles you've faced and how you overcame them.

* Provide practical advice—Help mentees navigate workplace dynamics and leadership challenges.

* Create connections—Introduce new opportunities, people, and resources to accelerate mentees' growth.

Mentorship builds trust, strengthens relationships, and creates a cycle of knowledge-sharing that extends beyond individual success.

Encourage Autonomy

Micromanagement is the enemy of leadership development. If you want to build leaders, you have to let them lead. This doesn’t mean throwing them into the deep end without a life raft—it means guiding them while giving them space to navigate their own path.

Think of autonomy like leadership training wheels. At first, you offer close support, but over time, you step back and let them balance on their own. Will there be wobbles? Of course. But that’s where the real growth happens. Bonus: When you empower your team, you free up your own time to focus on higher-level strategic initiatives instead of micromanaging projects.

Invest in Leadership Development

Leadership isn’t just an innate trait—it’s a skill that needs to be cultivated. That’s why investing in development opportunities is essential.

Encourage your team to:

* Attend leadership courses

* Participate in coaching programs

* Engage in skills workshops

Cohort-based programs are especially powerful, as they combine skill-building with peer learning, fostering collaboration and accountability. When you prioritize development, you send a clear message: Your growth matters. That investment boosts engagement, loyalty, and future leadership potential.

Lead by Example

Your team is watching you. Every decision, every reaction, every challenge you handle—it all sets the standard for what leadership looks like in your organization.

Want them to be empathetic? Show empathy in your daily interactions.

Expect them to take ownership of mistakes? Own yours first.

Believe in continuous learning? Share what you’re reading, learning, or working on.

Leadership isn’t a position—it’s a practice. When you embody the qualities of a great leader, you naturally inspire others to do the same.

Celebrate Progress (Big and Small)

Leadership development isn’t a one-time event—it’s a continuous journey. Along the way, it’s crucial to recognize progress.

Did someone take initiative? Acknowledge it.

Did they successfully navigate a tough challenge? Celebrate it.

Recognition reinforces positive behaviours and keeps motivation high. Even small wins deserve acknowledgment—sometimes, a simple “great job” can be the push someone needs to keep growing.

Make Your Mark

The mark of a great leader isn’t what they achieve alone—it’s the leaders they leave behind.

What you nurture today will grow into a legacy of strong, capable leaders who will carry your organization forward. Leadership isn’t just a responsibility; it’s an opportunity to create something lasting and impactful.

So don’t just lead—be a catalyst for more leaders. It’s the ultimate mark of greatness.

Now, over to you: How are you planting the seeds of leadership in your team?

About the Author

Sandra McDowell, MA, PCC, CULC, CPHR

As the founder and voice behind eLeadership Academy™, Sandra McDowell helps leaders and organizations increase performance and well-being by leveraging neuroscience insights to harness the untapped power of the brain.

About eLeadership Academy™

Exclusive to credit unions, eLeadership Academy™ is the only online training solution that provides accessible, actionable training to develop high-performance leaders. We are on a mission to help build leadership and coaching bench strength within the system because we know credit unions are a force for good, and their leaders are the catalyst for member and employee experience. For more information, visit www.eleadershipacademy.com or contact [email protected].