"Le travail d'un leader n'est pas de faire le travail pour les autres, c'est d'aider les autres à comprendre comment le faire eux-mêmes, à accomplir les tâches, et à réussir au-delà de ce qu'ils pensaient possible."

A leader's primary role is to guide and support their team, not to take over their tasks. The essence of leadership is empowering others to discover their own abilities, solve problems independently, and achieve results they never imagined possible. This approach fosters growth and builds confidence, both crucial for personal and professional development.

Think about it—when a leader consistently steps in to do the work for their team, they rob them of learning opportunities and the chance to develop their skills. It's a bit like a parent who never lets their child figure out how to ride a bike on their own. The child might avoid a few falls in the short term, but they'll never learn to balance and ride confidently. This concept has been echoed throughout history in various contexts, from mentorship in ancient guilds to modern management practices.

One vivid example of this principle in action comes from the world of sports. Consider Phil Jackson, the legendary coach of the Chicago Bulls and Los Angeles Lakers. Jackson was known for his unique coaching style, which emphasized empowering his players rather than micromanaging them. Instead of calling every play, he encouraged players like Michael Jordan and Kobe Bryant to trust their instincts and make decisions on the fly. This approach not only built their confidence but also led to multiple championships and remarkable team success.

So, how can you apply this wisdom in your own life or work? Start by resisting the urge to jump in and take over when someone on your team faces a challenge. Instead, ask guiding questions that lead them to find their own solutions. Encourage experimentation and be patient with mistakes—after all, that's how people learn. Offer praise for effort and progress, not just results, to keep motivation high.

Imagine you're a manager at a marketing firm. One of your team members, let's call her Sarah, is struggling to create a campaign strategy for a new client. Instead of drafting the plan yourself, sit down with Sarah and ask her to outline her ideas. Discuss the strengths and potential pitfalls of each. Guide her to think critically about the client's needs and how best to meet them. Maybe share a few examples from your own experience but let her take the lead. Over time, Sarah will become more confident and proficient, contributing more effectively to the team's success.

Here's a relatable story to paint the picture: Imagine you're teaching someone to cook a complicated dish like beef wellington. If you do all the chopping, seasoning, and cooking yourself, the other person might feel like they’re watching a magic trick. Sure, they get to taste the final product, but they won't learn how to make it themselves. Instead, walk them through each step—guide them on how to sear the beef just right, how to wrap it in pastry without tearing, and how to achieve that perfect golden-brown crust. They'll undoubtedly make a few mistakes along the way, but with your support, they'll eventually master the dish.

So, the next time you're in a leadership position, remember: your job isn't to do the work for others. It's to help them grow, learn, and ultimately succeed beyond their wildest dreams. This approach doesn't just benefit them—it creates a stronger, more capable team and, in the long run, leads to greater success for everyone involved.