Welcome to The Subtle Shift, a weekly newsletter where I share small but powerful ideas to help you lead with clarity, inspire change, and create a lasting impact. Last week, we discussed the role that love plays in the workplace. It wasn’t what I typically talk about, but I was thrilled to hear that many of you found it helpful. This week, I want to share something equally as powerful: How to help others grow professionally
Looking For The Best In Others
In my early twenties, I had no idea what I was capable of. Fresh out of graduate school and just getting my feet under me in Washington, D.C., I landed a role as a consultant at an Inc. 500 company and was placed on a significant project at the Department of Justice. They assigned me to the role of “Project Manager,” and I was off and running with a small team of other consultants dedicated to training and change management for a massive information technology project that was about to go live nationwide.
It was only my second professional job, and while I’d held leadership roles before, this felt different. The stakes were higher. The title felt heavy. And I often questioned whether I had what it took to succeed.
Thankfully, Caitlin thought otherwise and helped me get over my insecurities.
Caitlin was my Boss, and she was one of the best bosses I ever had. She was very busy overseeing a portfolio of projects across various clients, but she always made time to encourage me, invest in my growth, and support my development.
She made a point to include me in things I didn’t expect to be part of.
- She invited me to sit in on manager meetings that I didn’t need to attend
- She made a point to introduce me to senior leaders and executives within the firm.
- She asked for my help with work that was far outside my job description (writing proposals, brainstorming pitch decks, helping recruit new talent, and even briefing executives).
- She also spoke highly of me in front of senior executives at the firm and discussed my potential in a way that surprised me.
At the time, I didn’t fully understand what she was doing, and often, when she was singing my praises, I remember thinking: Is she talking about me?
I often didn’t believe what she said about me and my potential because I felt a bit insecure and inexperienced.
Seeing The Potential In Others
Looking back, I now understand what Caitlin was doing: she wasn’t just managing my work; she was expanding my identity. She was instilling a sense of confidence in me that I didn’t have in myself. She believed in me and wanted me to know it. She saw me as more than my current skills or job title. She saw who I could become.
That’s what great leaders do.
They see beyond the surface. They speak to potential, not just performance. They cast a vision of what’s possible, often before others are ready to see it in themselves.
And that kind of belief? It changes people.
Why This Matters
One of the most overlooked leadership responsibilities is seeing in others what they can’t yet see in themselves.
We talk a lot about goals, strategies, and performance, but sometimes, the most transformational thing a leader can do is reflect someone’s possibility back to them.
Unfortunately, that’s easy to lose sight of in the day-to-day.
When we’re overwhelmed, distracted, and focused on outcomes, we tend to operate from a transactional lens. People become resources. Problems to solve. Tasks to complete.
And in that mindset, it’s nearly impossible to find the best in others.
But here’s the truth:
People rise to the level of belief we place in them.
That doesn’t mean we ignore flaws. It means we refuse to define people by them.
Especially now, when employee engagement is at an all-time low and workplace burnout is high, we need leaders who are willing to believe in others.
We need leaders who:
- Speak about possibility, not just accountability.
- See effort and character, not just results.
- Stretch people without snapping them.
- Share a vision that someone can grow into.
This Week’s Subtle Shift
Think about one person on your team right now.
What’s one thing they don’t yet see in themselves but you do?
Say it. Name it. Invite that person to grow into it.
Because your belief might be the catalyst they’ve been waiting for.
If this resonates, I’d love to hear from you. Who saw your potential before you saw it yourself? Hit reply and share your story.
Finally, let me ask a favor. If you know someone who needs this reminder, please forward it along and encourage them to subscribe.
Here’s to leading with vision, belief, and the subtle shifts that bring out the best in others.
