In every workplace, the behavior of leaders has a profound impact on the performance, morale, and outcomes of their teams. Even well-intentioned leaders can unknowingly diminish a person’s or a team’s potential, creating an environment where innovation and collaboration falter. Over time, this can lead to strained relationships, disengagement, and even a toxic work culture. On the other hand, forward-thinking leaders with a growth mindset empower their teams to thrive, multiplying their contributions and creating a ripple effect of success that benefits both individuals and the organization.
The Unintentional Diminisher: Good Intentions with Harmful Outcomes
Not all toxic work environments are the result of overtly bad leadership. In fact, many leaders with good intentions can unknowingly diminish their teams. These leaders may micromanage, constantly correct, or focus too heavily on avoiding mistakes. While their goal may be to ensure quality or efficiency, their actions can stifle creativity, erode confidence, and create a fear of failure. For instance, a leader who frequently steps in to “fix” problems for their team might inadvertently send the message that they don’t trust their employees to figure things out on their own. Over time, this can lead to a lack of ownership, reduced motivation, and a team that operates well below its potential.
This kind of leadership, while not malicious, can create a cycle of diminishing returns. Team members may start to second-guess themselves, avoid taking risks, or disengage entirely. The leader, frustrated by the lack of initiative or results, may double down on their controlling behavior, further exacerbating the problem. What starts as a small misstep in leadership can spiral into a toxic work relationship, where trust and collaboration are replaced by frustration and resentment.
The Empowering Leader: Multiplying Success Through Growth Mindset
In contrast, forward-thinking leaders with a growth mindset approach their teams with a fundamentally different philosophy. They see challenges as opportunities for learning and believe in the potential of their people to grow and improve. Instead of focusing on controlling outcomes, these leaders focus on empowering their teams to take ownership, make decisions, and learn from their mistakes.
An empowering leader creates an environment where team members feel trusted and valued. They provide guidance and support but resist the urge to micromanage. For example, when a mistake occurs, an empowering leader doesn’t assign blame or step in to take over. Instead, they treat the mistake as a learning opportunity, helping the individual or team analyze what went wrong, what could be done differently, and how to move forward. This approach not only builds confidence but also fosters resilience and innovation.
Empowering leaders act as multipliers, amplifying the strengths and talents of their teams. They encourage collaboration, celebrate successes, and provide the tools and resources needed for growth. The result is a team that feels motivated, capable, and aligned with the organization’s goals. This kind of leadership doesn’t just benefit the individuals on the team—it drives better outcomes for the entire organization. Teams led by empowering leaders are more engaged, more productive, and more likely to innovate and adapt in the face of challenges.
The Ripple Effect of Leadership
The difference between a diminishing leader and an empowering leader comes down to mindset and approach. A diminishing leader, even with the best of intentions, can create a work environment where trust and creativity are stifled, leading to disengagement and poor outcomes. In contrast, an empowering leader with a growth mindset fosters a culture of trust, learning, and collaboration, enabling their team to reach new heights.
The ripple effect of empowering leadership is profound. When leaders invest in their teams and allow them to learn, grow, and take ownership, they create a cycle of success that benefits everyone involved. Team members feel valued and supported, which drives engagement and performance. The organization benefits from increased productivity, innovation, and morale. And the leader themselves becomes a catalyst for positive change, leaving a legacy of growth and achievement. As leaders, it’s important to ask ourselves: Are we diminishing the potential of our teams, or are we empowering them to thrive? By adopting a growth mindset and focusing on multiplying the strengths of those we lead, we can create workplaces where people and teams flourish—and where success is shared by all.