Want a Leadership Team That Leads Without You?

Building a leadership team in a small business isn’t like running a Fortune 500 company or a private equity-backed firm where you can scoop up top talent, toss them in at the deep end, and see who floats.

Can swim? Great. Can’t swim? Oh well, next.

But your business doesn’t have that luxury—nor would you want to run it that way.

Why You Can’t Just Hire Leaders Like Big Companies Do

1. Your budget is tight – You can’t outbid corporate salaries.
2. You’re not on top talent’s radar – Career paths in a small business aren’t always as clear-cut.
3. Mid-career hires are rare – Unless they have a unique situation (like returning from a career break with zero self-marketing skills), they’re not lining up at your door.

So, what’s your best option? Develop leaders from within.

The Hard Truth About Growing Leaders

This isn’t a quick fix. You’ll need patience, coaching skills, and a high tolerance for chaos.

Your best employees will have to shift into leadership roles, which means:

• They might feel awkward leading their peers.
• They won’t get immediate raises for the extra stress.
• They will slow things down as they learn.

At first, it’ll feel like you’re babysitting people to do tasks that you could do in your sleep. Mistakes will happen. Your usual pace will take a hit.

So, why do it?

Why Building a Leadership Team Is Worth It

Because this work matters.

Investing in leadership development creates freedom, business value, and personal fulfillment—for you and your team.

Here’s what happens when you commit to building leaders:

• Your people step up—they grow into leaders they never thought they could be.
• Your business becomes self-managing—you step back, and it still runs.
• You attract top talent—because leadership breeds more leaders.
• Your company becomes a buyable asset—investors love businesses that don’t rely on one person.
• Your role becomes more exciting—your team helps you achieve things beyond your imagination.

One way to support this transition is by creating clarity. The Function Ownership Chart™ is a powerful tool to define leadership roles, assign accountability, and establish the outcomes each function is responsible for. It helps everyone know what “stepping up” actually looks like.

Regular one-on-one conversations can also accelerate development. The Mentor Meeting Model™ ensures these coaching moments happen consistently and with structure—making space for trust-building, course correction, and long-term growth.

A Personal Story: The Hire That Changed My Business

After a record-breaking 2007, my firm made a big donation to a university professor’s foundation. (It may have been a creative way to reduce taxes on a success fee we collected before the holidays.)

That professor introduced us to Robert—his best student.

Robert was brilliant, hardworking, and ridiculously creative. Over the next six years, he didn’t just help us survive—he helped us thrive through a financial crisis.

And the best part? Robert raised the bar for everyone else. His talent forced the entire team to step up, and suddenly, we had a culture of excellence.

That’s the power of leadership. A strong leader doesn’t just lead—they lift everyone around them.

The Most Important Job: Developing Leaders

There’s only one job more important than building a leadership team—empowering CEOs and business owners to do it.

That’s what a Summit OS Guide™ does. Click here to learn about what it takes to become one.