Performance Metrics vs Performing Humans

How I Learned to Help My Team Embrace More Responsibility (and Love It)

As a manager, one of the most rewarding yet challenging things I’ve experienced is guiding my team to take on more scope, responsibilities, and challenges. I’ve seen people shy away from new opportunities, unsure if they’re ready, and I’ve watched others light up at the idea of tackling something bigger. Over time, I’ve come to realize that the key isn’t just about telling people to step up—it’s about helping them want to do it.

I remember the first time I asked someone on my team to take on a higher-stakes project. I thought they’d be thrilled—it was a clear path to growth. Instead, they hesitated. What I realized in that moment was that I hadn’t taken the time to understand what they wanted. I was too focused on the project’s needs and not enough on their motivations and readiness. That experience taught me a valuable lesson: expanding someone’s scope isn’t about pushing them into something they’re not ready for. It’s about helping them see the potential for growth in a way that aligns with their personal goals.

Understanding What Motivates Each Individual

I started having more intentional one-on-one conversations with my team. These weren’t just about their day-to-day work but about their long-term career aspirations, what they loved doing, and what they found frustrating. When I could connect a new responsibility to something they truly cared about—whether it was learning a new skill or preparing for a future leadership role—I saw their hesitation turn into excitement.

For instance, one of my team members had expressed interest in developing leadership skills. So when a project came up that required cross-team collaboration, I framed it as an opportunity for them to hone those skills, not just an extra responsibility. They took on the challenge not because they had to, but because it aligned with their personal goals. And that shift in mindset was everything.

Creating a Safe Space for Growth

What I’ve learned over time is that people are more likely to embrace bigger responsibilities when they feel safe to experiment, make mistakes, and grow. I remember how nerve-wracking it was when I was first given major responsibilities in my career. What made the difference for me was having a leader who trusted me and didn’t micromanage. They let me find my way, made sure I had support, and never made me feel like failure was final. And they made sure they were available to mentor and coach me when I needed it but also only when I was requesting it. It forced me to recognize when I could not make progress on my own.

Now, as a manager, I try to create that same space for my team. When I ask someone to take on more scope, I make it clear that it’s okay if they make mistakes. That’s how we learn, after all. I check in regularly—not to micromanage, but to offer support and guidance when needed. And sometimes, it is also about removing obstacles or blockers as a manager to help them succeed. The best time is when you can pro-actively anticipate it and the person may never have to know about it. Let the person thrives and receive the praise. It’s never about getting more recognition for yourself, it’s about displaying leadership skills growing individuals and the team. It’s amazing to see how people flourish when they know they’re trusted.

Celebrating the Small Wins

I’ve found that building confidence starts with small wins. Early in my management journey, I used to think that the way to challenge people was to give them a big, complex project right off the bat. But I’ve since learned that starting with smaller, manageable tasks can be far more effective. When someone succeeds in a small challenge, it boosts their confidence and makes them more willing to take on the next, larger challenge.

I make sure to celebrate those small wins, too—whether it’s a quick shoutout in a meeting or a personal note of thanks. I’ve seen how much it means when someone feels recognized for their effort, especially when they’re stepping outside their comfort zone.

The Power of Recognition and Growth

There’s nothing quite like watching someone realize their own potential. I’ve seen it happen time and again: someone hesitates to take on more responsibility, but with the right support and motivation, they step up—and then they excel. And it’s not just about their success in that one project or role. It’s about what that success opens up for them next.

As a manager, it’s my job to tie these new responsibilities to concrete growth opportunities. If someone is willing to take on more, I want to make sure they see a path forward—whether that’s a promotion, a raise, or the opportunity to lead a new initiative. It’s about helping people see that stepping up isn’t just good for the team—it’s good for them, too.

Building a Culture of Trust and Challenge

Now, when I look at my team, I see a group of people who are not just doing their jobs but are growing into new, expanded roles that challenge them—and they’re thriving. Creating this kind of culture doesn’t happen overnight, and it certainly hasn’t always been easy. But by aligning responsibilities with personal goals, offering the right support, and fostering a safe environment for growth, I’ve seen people take on challenges they never thought they could—and love it.

And the best part? They’re no longer waiting for me to ask them to take on more—they’re coming to me with ideas, asking for new responsibilities, and pushing the team forward in ways I hadn’t even imagined.

That’s the magic of helping people grow. It’s not just about the project—it’s about unlocking their potential and yours at the same time.