Insights for Empowering Leadership

#1 mindset shift I’ve made as a founder: Hire people who are better than you at something. And then step aside. Here’s the trap many leaders fall into: They bring on top talent… but spend all their time trying to manage it. High-performance teams don’t need micromanagement. They need clarity, trust, and space to lead. Want to build a high-performance team? 📌 Here’s how to actually let smart people lead: 1) Hire for strengths that challenge your blind spots. ↳ Don’t look for copies of yourself. Look for what you lack. 2) Give them problems, not tasks. ↳ “Here’s the challenge” leads to better thinking than “Here’s the checklist”. 3) Make disagreement safe. ↳ Innovation starts when people feel safe to say “I see it differently.” 4) Ask their opinion early and often. ↳ You’re not the only one with answers. Show you want their perspective. 5) Share the big picture. ↳ If they know the “why,” they’ll figure out the best “how.” If you hire brilliant people just to hand them instructions… you’re wasting their potential. And yours. Because your job isn’t to have all the answers. It’s to build a team that finds better ones. Trust your people. Then get out of the way. ♻️ Repost if you believe leadership is about empowerment, not control. ☝️ And follow me, Victoria Repa, for more people-first leadership insights.

I used to think micromanagement was the only way to ensure success. But I was wrong. The tight grip, constant oversight, and relentless strive for perfection didn't just exhaust me. They stifled my team's creativity and growth. Here’s what I learned from loosening the reins: 💡Trust as a Catalyst → Trust is not a given; it's built. ↳ When I started to trust my team to own their tasks, productivity soared. 💡Empowerment Over Control → Empowering leaders create more leaders. ↳ I shifted from overseeing every detail to empowering my team to make decisions. 💡Open Channels of Communication → Communication is key. ↳ Transparent dialogues foster a sense of ownership. 💡Focus on Outcomes, Not Processes → Outcome-driven approaches to free creativity. ↳ I learned to focus on what matters—the results, not the minute details. 💡Acknowledge and Reward Initiative → Recognition fuels motivation. ↳ Celebrating small wins boosted morale and innovation. 💡Cultivate a Safe Space for Mistakes → Mistakes are stepping stones. ↳ Allowing room for errors encouraged learning and experimentation. It was a journey of unlearning and relearning. A journey that transformed not just my leadership style. My team became superheroes! For anyone struggling with letting go, remember: Your role isn't to control every move; it's to guide, mentor, and inspire. Leadership is about improving others through your presence and ensuring that your impact lasts in your absence. Ready to transform your leadership style? Share your thoughts below. 📸 Charles Deluvio (Unsplash)

Reflecting on four decades as a CEO, I've seen the landscape of leadership evolve dramatically, but one principle remains timeless: the paradox of 'pool leadership.' Imagine gathering the most brilliant minds, the crème de la crème of talent, only to restrict their brilliance by clutching the reins too tightly. Early in my career, I learned a hard lesson when a project nearly failed because I was afraid to let go. It was a humbling moment that taught me the true essence of leadership isn't about holding onto control, but about building a great team and empowering them to unleash their full potential. Why recruit the best if you're not prepared to trust their ingenuity? The moment I embraced this, not only did our projects flourish, but I also witnessed the transformational growth of the individuals within those teams. It's a liberating realization that the strength of a leader is measured not by the control they exert, but by the freedom they grant their team to innovate, challenge, and excel. So, I ask you, are you truly empowering your team to perform at their best, or are you holding them back, perhaps even unknowingly, by not giving them the freedom they need to succeed? And remember: You do not need to have the last word! #empowerment #leadership

Last week, I had the privilege of facilitating a three-day leadership training for all the managers and directors of a local government agency. The day our training began, I received heartbreaking news: a family friend had died by suicide as a result of a workplace issue. The tragedy was a gut-wrenching reminder that what happens inside our organizations—and inside our people—matters deeply. It reinforced why I begin almost every leadership training with the foundation of the Step into Your Moxie® Vocal Empowerment System: developing a strong Inner Voice. When leaders don’t understand or tend to their own inner dialogue—or the voices that dominate their team members’ internal narratives—employee engagement, performance, and well-being suffer. Sometimes, the consequences are far worse. So, in this training, we lingered longer than usual on self-talk. We explored: What voices hold the mic in your head, especially during uncomfortable moments? How does that internal chatter show up in communication and leadership with team members? What do you think the people you lead say to themselves, especially when they make a mistake, receive feedback, or feel overwhelmed? And then we got practical. When we transitioned into a module on coaching direct reports through a performance improvement plan, we began with empathy mapping. Because we had spent time building intrapersonal awareness, participants were able to go deeper, to look past surface-level behaviors and identify fears, assumptions, and narratives driving their employees’ actions. We talked about how to do this in the real world, especially during 1-on-1s and more formal coaching moments. We talked about how to take these insights into everyday leadership. Participants identified the importance of: -Beginning 1-on-1s with a genuine check-in—asking how people are really doing, and gently probing when someone’s initial answer feels surface-level. -Shifting from “How do I fix this?” to “Where does this person need support?”—and staying open to the idea that what people most need may not be more training or resources, but to feel seen and heard. -Removing isolation and building trust—by creating consistent space for honest dialogue, leaders reduce stigma and strengthen the foundation for positive mental health at work. When leaders prioritize presence over perfection—and connection over correction—they help rewrite the internal narratives that so often go unchecked. This is how we create cultures where people not only perform better, but also feel safer, stronger, and more human at work. Because sometimes, the most powerful leadership skill we have is helping someone shift the voice that says they’re not enough or that they’re alone as they navigate tough times.

Mentoring & Sufi Wisdom: A Leadership Fusion Over the past few months, I’ve had the privilege of mentoring some truly remarkable professionals. These are people navigating career shifts, leadership challenges, and the quest for a deeper sense of purpose. Every conversation taught me something new: • Empathy defuses conflict. • Integrity builds trust. • A unifying vision inspires collective motivation. But what struck me most is how mentoring and Sufi wisdom converge so seamlessly. Bridging Mentoring Insights with Sufism In one session, we talked about stepping away from “ego-driven” habits—the ones that feed stress and insecurity. It reminded me of Sufism’s principle of Fana—the dissolution of ego, where letting go of self-centered thinking opens us to a greater communal perspective. In another mentoring session, a mentee shared their desire to make a real impact at work by being more open-hearted and supportive. This resonates deeply with Sufism’s path of service—the idea that compassion for others is central to living a meaningful life. The Core Shift: Leadership isn’t about asking, “What’s in it for me?” It’s about asking, “How can we help each other thrive?” 💡 How We Apply This in Leadership: 1. Remember Your Higher Motivation (Dhikr) → Regularly reconnect with your core values and intentions. 2. Lead with Service → Real leadership is about elevating others, not just ourselves. 3. Embrace Humility → It’s not about being right—it’s about being open to learning and adapting. 📌 The more I merge mentorship insights with Sufi teachings, the clearer it becomes: Real leadership—and a coherent life—means leading with love, empathy, and unity. ↳ What’s one leadership lesson that changed how you see your role? Let’s discuss. #LeadershipEvolution #CoherentLeadership #SufiWisdom #LaraReflections

The greatest leaders don’t control, they empower. 5 ways to empower your team effectively: — 1. Delegate decision making Letting employees own their actions is a superpower for: - Building trust - Growing confidence - Developing decision-making skills Vulnerable share: I HATED and felt ashamed when I was being a micromanager and didn’t empower the team. I felt insecure about the team being able to perform at the level we needed to scale and avoid burnout. Big mistake, big lesson learned the hard way. Give authority to your team members on projects or tasks they have expertise in. The more they get to decide → the better they’ll perform. — 2. Recognize and reward initiative Public acknowledgment in meetings and tangible rewards motivate employees. Create recognition programs that reward taking initiative, problem-solving, and innovation. We used Bonus(dot)ly (amazing tool, a must in my view), to help teammates recognize each other based on our core values. Awesome feature with tokens that you accumulate for rewards! Everyone needs to know their extra efforts aren’t going unseen. — 3. Invest in professional development Your team doesn’t want to do any more frickin LinkedIn learning courses. They invest more effort when they know you actually care about their growth. If I could go back in time, I would hire WAY more coaches/consultants for each area of the company that we wanted to master. Why on Earth did I try to solve so many things on my own, with SO many experts out there? — 4. Foster a culture of feedback: Tension is low when feedback flows freely in a company. This is something that I don’t regret. We were extremely open and yet candid with constant feedback. Anyone could challenge anyone (even the guy/girl from CS to the CEO), if it was done with solid facts and respect. We all acted as equal share-holders. The best feedback follows a simple structure: - Regular not random - Focuses on behavior, not personality - Future facing, not dwelling on the past And always aligned with the companies best interest and mission. — 5. Establish clear goals Empowerment doesn’t mean a free-for-all. Most of the times we felt that the team wasn’t internally aligned, was when the incentives and goals weren’t clear nor aligned between areas of the company, and the company’s long term. Let team members operate autonomously with: - Clear goals - Defined boundaries - Achievable milestones Most people “know” about the SMART goals concept, and yet when we analyze their goals, I usually see undefined or difficult to measure goals. Don’t overlook Specific, Measurable, Achievable, Relevant, and Time-bound goals. This allows for autonomy while still being aligned with company objectives. — If you’re ready to empower your people through your leadership…. Apply these 5 steps immediately. Your team members will thank you. — Repost ♻️ to your network to share, and follow Ignacio Carcavallo for more like this.

Today is my first day back after stepping away to recover from a medical procedure (more on that later). What’s the first thing on my calendar? A catch-up with Misty Lerner. She walked me through everything she and her team accomplished over the past week, including progress with clients, momentum with colleagues, and significant steps forward on strategic initiatives. And honestly? She blew me away. All I had to do was align with her on the vision, ensure she had what she needed, and get out of the way. To me, that’s one of the clearest measures of leadership. Not just how you show up when you’re in it, but what happens when you’re not. Does the work continue? Do people rise? Does the progress accelerate? In this case, it did. And it left me asking myself a question I’ll keep returning to: 👉 How can I make sure I don’t get in the way of others thriving? Here are three practices I’m leaning into more intentionally: ✅ Paint a Clear Picture of Success, Then Let Go of the How When people understand the “why” and the “what,” they don’t need micromanagement; they need space. Trusting your team to define the how unlocks creativity, ownership, and better outcomes than you imagined. ✅ Create Air Cover, Not Bottlenecks Leadership isn’t about having the answers but clearing the path. My role is to protect their time, remove friction, and make sure they have the space to move fast and smart. ✅ Name the Leader Publicly, Step Back Privately Visibility matters. Empowering someone means letting them lead the room, take the call, and make the call. It builds their voice and shows everyone else they’re ready. It’s not always easy to step aside (whether voluntarily or not), but it’s almost always worth it. #Leadership #Teamwork #Empowerment #SuccessionPlanning #TrustAndAccountability #ExecutiveLeadership #LeadingWithPurpose #WomenInLeadership #GrowthMindset

I used to think that leadership was all about giving orders and expecting results. But then, something shifted. It wasn’t a new management book, a course, or even a mentor—it was this simple realization: Leadership is about empowerment. Here’s the thing: Empowering your team isn’t just a feel-good idea; it’s the secret to business success. When you empower your team, you unlock their potential in ways that boost performance, collaboration, and overall satisfaction. I’ve learned that empowering a team is about: Communication – Keeping the lines open and listening is key. A leader who listens and asks the right questions creates an environment where everyone is aligned. Leading by Example – Setting the tone by being open, honest, and fair. Your actions shape the culture you want to see. Clear Expectations – It all starts with clarity. Everyone needs to know their roles, responsibilities, and goals. Empowerment Through Delegation – When you trust your team with tasks, they develop new skills, build confidence, and contribute to the team’s success. Recognition – Never underestimate the power of appreciation. Recognizing hard work and achievements motivates the team to keep pushing forward. When you embrace these strategies, you’ll see your team move from overwhelmed to empowered, driving success together. What strategies have helped you empower your team? Let’s share ideas and learn from each other!

Wednesday Q&A Q: "I am an experienced leader preferring a command-and-control approach, and this leadership style has helped me build and maintain highly effective teams for many years. However, in today's rapidly evolving environment, my style feels outdated. I am open to change but unsure how to create an environment of empowerment—delegation, letting control go, and giving freedom to make decisions—without compromising performance?" First, it's important to acknowledge your willingness to adapt—a crucial first step in leadership evolution. As the environment shifts, so must our approaches to leading others. Your command-and-control style has merits, particularly in situations requiring strict compliance and efficiency. However, it's important to note that promoting an environment of empowerment can drive even greater performance by unlocking your team's full potential and inspiring confidence in the transition. Here's how you can transition to a more empowering leadership style without compromising performance: 1️⃣ Recognize your team members' strengths and competencies. Focusing on their past strengths and achievements will help you TRUST them to make decisions and handle responsibilities. 2️⃣ Delegate with clarity. DELEGATION doesn't mean dumping tasks. It's about entrusting team members with meaningful responsibilities that align with their skills and growth areas. When you delegate, provide clear objectives and expectations, allowing them to determine how to achieve those goals. 3️⃣ Create a culture of ACCOUNTABILITY by encouraging individuals to contribute to the outcome, take the initiative, and offer solutions. This will help them to become more invested in the team's success. Remember, empowerment doesn't mean you disappear from the process and entirely give up control. It means you provide the resources, guidance, and feedback they need without prescribing what to do or micromanaging. Although you may initially feel you're losing grip, you'll gain a more engaged, innovative, and high-performing team. To start to shift, ask yourself today: 🔹 How can you begin to delegate more effectively this week? 🔹 What small steps can you take to build trust and encourage ownership within your team? #trust #delagation #accountability

True leadership isn't about having all the answers, but about empowering your team to find them. Some leaders feel the need to solve all their team's problems on their own, but this is a mistake. It's not only exhausting, but it's doing their team a disservice. When leaders take on all the problem-solving themselves, they deprive their team members of the opportunity to learn and grow. They also create a culture of dependency, where team members don't feel confident or empowered to solve problems on their own. I learned this lesson early on in my career, from one of my first managers. He refused to listen to problems unless we also presented a solution. His mantra: "Don't just flag problems, suggest ways to fix them." He didn't always accept our solutions, but by requiring them, he cut down on complaining and developed our leadership skills. Empowering your team to solve problems is one of the best things you can do as a leader. It shows that you trust them and value their contributions. It also helps them develop their problem-solving skills and become more confident and self-sufficient. Developing the solution on their own or even being part of the solution development, creates motivation and commitment. So, next time you're faced with a team problem, don't try to solve it all on your own. Instead, challenge your team members to come up with solutions. You may be surprised at what they come up with! #leadership #management #triumphleadershipbook #Triumph ________________________________________ ➡️ I am Talila Millman, a fractional CTO, and a management advisor. I help CEOs and their C-suite grow profit and scale through optimal Product portfolio and an operating system for Product Management, Engineering, and Operations excellence. 📘 My book “TRIUMPH: Leadership in Time of Change and Complexity” will be published in Spring 2024