How do you get your team to step up?

We live in a four-story house, and at the very top, we have a rooftop deck. One day, it was extremely windy, and our patio umbrella completely lifted out of its stand. The wind carried it right over the edge, where it got caught between a tree and the side of the building.

Watch the video or continue reading.

We couldn’t reach it from the rooftop, so we had to get a ladder. The problem was that we didn’t own one tall enough, so we borrowed one from our neighbour.

And this wasn’t just any ladder. This thing was super sturdy. It wasn’t going anywhere.

My husband, Duff, being the man of the house, said, “I’ve got this.”

He started climbing while I stayed at the bottom holding the ladder. Honestly, I was pretty useless. The ladder was so sturdy that it didn’t need me at all. I was basically holding it for show.

Duff made it to the top and started reaching for the umbrella when our little neighbour came outside. She’s two years old and absolutely adorable. She loves Duff and started calling out to him.

Of course, I became distracted and started chatting with her.

Duff looked down at me and said, “What are you doing? You’re supposed to be holding the ladder!”

I looked at him and said, “This ladder isn’t going anywhere! I’m not even doing anything. You’ve got this.”

And he replied:

“I know. But it makes me feel so much better knowing that you’re holding the ladder.”

And there it was.

That’s leadership.

Sometimes, the people on your team are perfectly capable of climbing the ladder themselves. They’ve got this. You know they don’t need you to do the work for them, and the ladder is perfectly sturdy.

But knowing that you’re holding the ladder can give them the confidence to climb higher.

So, how do you “hold the ladder” for your team?

1. Give Them the Opportunity to Step Up

Imagine that someone on your team brings you a piece of work that needs to be presented to the senior leadership team.

Instead of taking their work and presenting it yourself, give them the opportunity to present it.

Tell them, “You’ve got this. I’ve got your back.”

Help them prepare. Practice the presentation with them. Ask questions they might be asked so they’re ready. Then, when the time comes, let them stand in front of the senior leadership team and present their own work.

You’re not climbing the ladder for them.

You’re holding it.

2. Let Them Make Their Own Mistakes

This one can be difficult for leaders.

Sometimes, you can see the mistake coming. You’ve been there before. You’ve tried what they’re about to try, and you already know it probably isn’t going to work.

Your instinct may be to jump in and stop them.

But sometimes, you need to let them learn for themselves.

Yes, allowing someone to make a mistake can feel like expensive learning time. But it can be even more expensive if they never learn how to recognize and solve problems on their own because you’re always stepping in to do it for them.

There are lessons we understand intellectually, and there are lessons we truly learn because we’ve experienced them.

Give your people enough room to experience those lessons.

Let them climb.

Keep holding the ladder.

3. When They Make a Mistake, Have Their Back

When someone does make a mistake, don’t embarrass them in front of others. Don’t single them out or immediately point the finger at them.

Have their back.

As their leader, take responsibility for what happens within your team. Then, privately, have the conversation that needs to happen.

Ask them:

“What happened?”

“What did you learn?”

“What would you do differently next time?”

That’s when the learning has a chance to land and stick.

Having someone’s back doesn’t mean pretending the mistake didn’t happen or avoiding accountability. It means creating an environment where people can take responsibility, learn, improve, and keep climbing without being afraid that one mistake will cause you to let go of the ladder.

Because when people know their leader has their back, something changes.

They become more confident.

They’re more willing to take initiative.

They’re more likely to try something new, make decisions, take ownership, and step outside their comfort zone.

They step up.

And that’s ultimately what great leadership is about.

You don’t have to climb the ladder for your people.

Let them climb. Let them stretch. Let them learn. Let them step up.

Just make sure they know you’re holding the ladder.

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