Many leaders genuinely want to see more ownership around them, yet unintentionally become bottlenecks. Not from ego, but from a belief that it’s their job to carry the load, protect others from risk, or always have the answer.
Scaling leadership invites a reframe and shift from being at the centre of every decision to becoming a catalyst for leadership in others. And contrary to our fears this shift doesn’t diminish leadership, it multiplies it!
Shifting from Bottleneck to Catalyst
As a leader, the opportunity to create this shift isn’t always obvious, often showing up in small moments and subtle cues. Here are three ways leaders can start making that shift, everyday.
From Directing to Inviting
Leading with clarity matters however, when we move too quickly to provide answers or recommendations we can unintentionally limit leadership around us.
Others may come to rely on our thinking, default to our preferences, or hesitate to contribute ideas that don’t mirror our own.
An invitation can shift this dynamic. When we ask open questions or create space for others to shape the way forward, we signal that their leadership and perspective is welcome and needed.
This doesn’t mean stepping back entirely. It means guiding toward a shared outcome while allowing others to shape the process, holding the ‘why’ and ‘where,’ while letting others help define the ‘how.’
Try asking:
- "What would you do if I wasn’t here?”
- "What feels clear and what still needs clarity?”
- “What seems like the next best step to you?”
These small shifts in language can open space for ownership, insight and initiative to emerge.
Give the Work Back
Leadership doesn’t grow if we hold onto what’s not ours to carry. Over time, people come to expect us to solve, decide or step in.
Giving the work back means naming the handover clearly, staying alongside (not ahead), and letting people navigate ambiguity and stretch, monitoring our impulse to protect or rescue.
Try saying:
- "This one’s yours to lead — I’m here if you need support.”
- "What would feel most helpful from me right now?”
- “What decisions do you feel clear to make on your own?”
- “I’ll stay close, and I trust you to take the lead.”
These cues reinforce belief in someone’s capacity while making space for them to find their own way through.
Challenge + Support =Growth
Our leadership strengthens through stretch, not strain. The sweet spot is where people feel supported enough to try and trusted enough to take risks. Too much support without expectation can hold people back. Too much challenge without care can shut them down.
This isn’t about pushing rather backing others with belief, presence and permission to grow through discomfort.
You might say:
- "I believe you can lead this — what support would help you feel ready?”
- “This will stretch you, and that’s okay. I’ll be here to back you.”
- "What is a challenge that feels meaningful for you right now?”
- “I won’t step in unless you ask. Part of this is learning to sit with the uncertainty.”
This signals that stretch is expected, support is available and growth is something we navigate together.
Becoming a catalyst invites a shift from leading every step to creating space for others to step in.
It asks us to listen more than direct, to share responsibility rather than carry it alone, and to hold belief in others even when the path is uncertain.
That’s how leadership grows, not through control, but through trust, stretch, and shared ownership.
Final Reflection: How might your role shift if you embraced leadership as something to multiply rather than manage?
Join us for our final blog in our series Scaling Leadership From the Few to the Many, where we explore how leadership can be scaled by design — through systems and structures that help it become something we grow together.
Photos by Ian Deng, Emanuel Hass and Jonas Denil on Unsplash
