Rethinking Growth: A Modern Manager’s Guide

Rethinking Growth: A Modern Manager’s Guide

My Old Mindset

When I first stepped into management, I carried a simple belief: everyone owns their own growth. Want a challenge? Go get it. Want to level up? Make it happen. I saw my role as a manager as stepping back, giving people room to figure it out on their own. Autonomy was the ultimate sign of respect. I believed self-motivated people always did their best work.

And sometimes, they did.

But over time, I noticed a pattern. Real, meaningful growth often didn’t come from autonomy alone. It came when someone stepped in at just the right moment—a nudge, a challenge, or even a simple “I believe in you.” Sometimes it was a tough conversation. Sometimes it was just listening long enough to hear what someone wasn’t saying.

That’s when I realized: leaders don’t just clear space for growth. They shape it. They fuel it. They guide it.

That mindset shift changed everything for me. It changed how I led, how I showed up, and how my team responded. It taught me that people don’t just need space—they need support. Encouragement. Accountability. A thought partner. Someone who’s in it with them.

Embracing the Mess

Letting go of my old approach wasn’t easy. I’m wired for structure. I love a plan, a good checklist, a timeline with clear milestones. I like knowing what “done” looks like. That mindset served me well in a lot of areas—but it didn’t always fit the messiness of growth.

Because growth doesn’t follow a tidy plan.

It happens in feedback loops. In setbacks. In experiments. It’s emotional. It’s unpredictable. And it rarely shows up when you expect it to.

To grow as a leader, I had to get more comfortable with ambiguity. I had to learn to hold space without rushing to fill it. To ask questions instead of offering quick answers. To sit in silence and let people figure out their own path—with me beside them, not in front of them.

And something powerful happened when I made that shift.

People opened up. They shared what they really wanted—not just what they thought I wanted to hear. They took more risks. They made bolder decisions. They didn’t just complete tasks—they owned the outcome. They didn’t wait to be managed—they led.

What Managers Can Actually Bring 

Here’s the truth: I can’t promise anyone a promotion. I can’t hand out perfect career paths or guarantee their goals will come true. No manager can.

But I can offer something far more valuable: a real partnership.

• I can be present, not just available.

• I can ask questions that unlock reflection and momentum.

• I can create a space where people feel safe enough to be honest—about what excites them and what scares them.

• I can challenge someone to stretch and back them fully when they do.

• I can give real-time, actionable feedback instead of waiting for a formal review cycle.

• I can connect their work to the bigger picture, so they don’t just see the task—they see the impact.

That’s what unlocks people. That’s when teams stop going through the motions and start pushing boundaries. When people feel like their manager is in their corner, they don’t just perform—they grow. They lead. They take the leap they’ve been holding back on.

Why Growth Drives Everything

Growth isn’t a side project. It’s not “extra.” It’s not a nice-to-have.

It’s the lever that moves everything else.

When people are growing, they’re engaged. They feel seen. They show up with more energy, more focus, more ownership. They take initiative. They raise the bar for themselves and the people around them.

When skills grow, confidence follows. And confident people don’t wait to be told what to do—they create clarity. They solve problems. They drive outcomes.

Growth also creates alignment. When people see how their development links to team goals or company strategy, they start thinking more strategically. They make better decisions. They manage their time better. They show up with purpose. 

And then there’s retention. People stay where they feel challenged, supported, and appreciated. Growth builds that stickiness. And the best part? Word gets around. People talk. A growth-first culture attracts other high performers. 

Innovation thrives, too. When people feel safe to learn out loud, they speak up more. They share rough ideas, ask questions, and push boundaries. That curiosity and openness leads to better work, better collaboration, and better outcomes.

And let’s not forget well-being. Growth brings momentum. And momentum brings joy. There’s real emotional value in feeling like you’re moving forward. People carry that sense of progress with them into meetings, projects, and relationships.

Building a Growth Culture

We’ve all felt stuck before. Trapped in a role. Unsure of what’s next. Wondering if anyone notices. 

As leaders, we can’t remove every obstacle. However, we can ensure that people don’t feel stuck and alone. We can create a culture where growth isn’t occasional—it’s expected. 

Here’s how to build that:

• Make learning part of the job. Don’t treat development like something separate from day-to-day work. Assign stretch projects. Encourage people to shadow others. Create space for peer mentorship. Offer regular, helpful feedback in real time.

• Celebrate effort, not just results. We often reward outcomes, but real growth lives in the effort. Recognize the hard parts—the risk-taking, the failing and retrying, the vulnerability of trying something new. That’s where resilience gets built.

• Model safety and honesty. If you want people to take risks, show them it’s safe. Share your own missteps. Be open about what you’re learning. Create a team culture where mistakes are seen as signals, not failures.

• Give real ownership. Don’t just assign tasks—assign trust. Define what success looks like, then give people the autonomy to get there in their own way. Be clear, but don’t hover.

• Support the whole person. Talk about career goals early and often. Normalize conversations about mental health. Protect balance. No one does great work when they’re burned out or checked out.

• Invest in systems that reduce friction. Help your team focus on the work that matters. Remove bottlenecks, streamline tools, and make sure your processes support, not stall, their momentum.
  
  

These habits don’t require a huge budget. They require attention. And intention. Done consistently, they become the foundation of a culture where growth is the norm—not the exception.

The Ripple Effect

When growth is woven into the culture, everything compounds. 

People step up. They take initiative. They support each other. They lift the team. And the team lifts the business. Performance improves. Innovation accelerates. Trust deepens. Resilience strengthens. 

I’ve seen it firsthand. The shift to a growth mindset didn’t just transform how I lead—it transformed how my team performs. And it started with a few simple changes. A few intentional conversations. A little more listening. A little more space. A little more belief. 

It doesn’t happen overnight. But over time, growth builds trust. Trust builds momentum. And momentum creates teams that don’t just hit goals—they redefine what’s possible. 

Start with One Question

If you’re a manager looking to make this shift, start small. 

This week, ask one person on your team a simple question: 

“Where do you want to go, and how can I help?”

Then pause. Let them answer. Don’t solve. Just listen. 

That’s where it starts. 

That’s leadership. 

That’s what lasts.