6 Techniques for Leading Leaders

If you’re in upper management, chances are your direct reports are also people leaders, themselves. This unique position demands a skill set that goes beyond managing tasks and projects. It’s about molding leaders who can solve problems, inspire teams, and drive results. But, wait, there’s more—if you want to level up and prepare for your next big promotion, you need to master the art of leading leaders. 

As a leader of leaders, it’s essential to focus on development. What if you could raise up your leaders who, in turn, developed the next rising stars on their team? You don’t want to be stuck fixing the same problems for the rest of your career, right? The key to breaking out of this loop is to develop the next level so they can handle the leadership issues that come their way, giving you the freedom to tackle your next, meaty challenge. And guess what? This isn’t just an opportunity—it’s your job and responsibility.

But where do you start? Let’s dive into six techniques you might not have thought of, but trust me, they’re legit when it comes to leading leaders.

1. Involve your leaders early in the process
2. Delegate sooner and broader
3. Let leaders make mistakes
4. Encourage dialogue with higher ups
5. Put yourself out of a job (read this one, trust me)
6. Humanize the experience

Involve Your Leaders Early in the Process

One of the best ways to develop leaders is to get them involved in processes early on. Whether it’s performance management or onboarding a new employee, don’t let them sit on the sidelines and watch things play out. Push them out of their comfort zone a bit. Yes, it’s okay if they feel a little nervous—that’s just a sign they’re growing. Here are a few areas your leaders could get involved and contribute: 

• Hiring & selecting team members
• Onboarding employees
• Assessing and improving performance
• Building employee development plans
• Coaching rising stars
• Building project teams
• Department strategy

Encourage your leaders to contribute, even if they’re unsure. Make it clear that their input and involvement is valuable and necessary. Success here is marked by their contributions, not by sitting back and watching. So, don’t let them be a bump on a log—get them to engage and support them when they do.

Delegate Sooner and Broader

It’s tempting to hold on to authority and only delegate tasks, but that’s not real leadership. True delegation means giving away authority—not just tasks. When you delegate sooner and to every leader on your team, you empower them to step up and take ownership. This is how you build trust and create a culture of responsibility and avoid micromanagement.

Leadership isn’t about doing everything yourself; it’s about enabling others to take charge. Start by delegating decisions that might make you uncomfortable, but have minimal risks. The sooner you do this, the quicker your team will learn to lead without your constant supervision.

Let Leaders Make Mistakes

Everyone makes mistakes, and leaders are no exception. The difference is, you need to let them make those mistakes. It’s part of the learning process. Let them fumble a little, and resist the urge to swoop in and fix everything. If you constantly step in, then you are micromanaging (and potentially enabling). This could be perceived as a lack of trust and is counter to helping people become better leaders.

When you allow your leaders to experience the consequences of their actions, they learn faster and become more resilient. Of course, you’re there to guide them if they need it, but don’t rob them of the chance to grow by always being the safety net.

Encourage Dialogue with Higher-Ups

Just because you’re managing people doesn’t mean you always need to be the voice of the team. Encourage your leaders to engage in dialogue with higher-ups in the organization. This not only boosts their confidence but also increases their visibility and reputation within the company.

Give credit where it’s due and let your leaders have their moment to shine. This shows that you’re confident in their abilities—and in turn, that confidence reflects well on you as a leader. If your leaders are getting noticed by other senior executives, it’s a sign you’re doing your job right.

Put Yourself Out of a Job

Here’s a radical thought: your goal should be to put yourself out of a job. That’s right—give your leaders the autonomy and opportunity to take things off your plate. If they can free up hours in your day, they’re a good hire.

Don’t let your leaders come to you with every problem. Instead, ask them to bring three alternatives and a recommendation for the best choice. This pushes them to think critically and proactively, rather than just offloading issues onto you. The more you empower your leaders, the more you can focus on your next challenge without worrying about what’s happening at the levels below.

Humanize the Experience

Last but certainly not least, remember that the people you’re leading are, well, people. It’s easy to get caught up in the hustle and forget that everyone has a life outside of work. Go out of your way to acknowledge important celebrations, milestones, or just show appreciation with a small gift during the holidays.

At MindWire, we make it a point of our culture to remember that people aren’t just cogs in the machine. Understand that not every day is going to be their best day. Keep perspective and set reasonable expectations. And remember—at the end of the day, everyone gets to go home to their family and loved ones.

Wrapping It Up: Your Path to Becoming a Next-Level Leader

Leading leaders isn’t just about managing—it’s about empowering, delegating, and giving your direct reports the tools they need to solve problems and lead effectively. By involving leaders early, delegating authority, letting them make mistakes, encouraging dialogue, putting yourself out of a job, and humanizing the experience, you’re not just preparing them for success—you’re setting yourself up for your next big challenge.

At MindWire, we’re here to help you diagnose your leaders’ skills, strengths, and potential with workforce analytics tools like Predictive Index. Take the first step towards building a true leadership capability and watch how these techniques can transform not only your leadership style but also your personal and professional life.