When I was a toddler, I had a peculiar way of moving around: 

I could only crawl backwards. My mother, who cared for me during the day, found this quirk surprisingly convenient. She told my father, “This is actually awesome! Whenever the doorbell rings, all I have to do is place her favorite toy in the middle of the room. I can answer the door, have a chat, and no matter how long it takes, I know I’ll find her stuck in a corner when I return. As long as the corners are baby-proofed, there’s no risk of her getting hurt while I’m distracted.

I’m sure every caretaker can relate to my mother’s ingenuity, appreciating the brief freedom my crawling “defect” afforded her. And who can blame her? 

But this story, amusing as it is, also illustrates a fundamental mistake in leadership when dealing with juniors or trainees.

 

The Problem: Misguided Leadership

Remember the favorite toy placed in the middle of the room? My goal was clear, but I lacked the ability to achieve it because I couldn’t move in the right direction.

Now, consider my father’s reaction to this story. Instead of simply marveling at the convenience of my backward crawling, he chose to act. He spent his spare time crawling around on hands and knees, showing me how to move forward. With his guidance, I eventually figured it out. From that point on, I could move toward my goals—and more importantly, follow my parents around the house safely, even in unfamiliar situations.

 

The Solution: Leading by Example to Empower

This small anecdote encapsulates a critical principle of effective leadership: educate and empower rather than control. 

It would have been easier for my parents to leave things as they were, taking advantage of my limited mobility to manage me. But true leadership requires effort, patience, and a commitment to growth. My father taught me how to crawl forward, enabling me to achieve my goals, not just avoid danger. That’s the essence of good leadership when guiding juniors:

Educate: Share knowledge and skills that help them grow.

Lead by Example: Demonstrate what success looks like.

Empower: Give them the tools and confidence to succeed independently.

Set targets and guide them toward achieving those goals. Even better, teach them how to develop their own strategies to reach any target. This kind of leadership fosters competence and independence.

 

The Next Step: Learning to Trust

Once you’ve empowered your team, the next challenge arises: letting go and trusting them. For many, this is the hardest part of leadership. Why is trust so difficult?

The truth is, trust is as much about you as it is about them. To trust others, you must first trust yourself. If you’ve done the work of educating, empowering, and building a solid team, then trust that your efforts have created a capable, reliable group. A trustworthy team can thrive without constant oversight.

Moreover, the reduced bureaucracy accelerates decision-making processes, further enhancing productivity.

 

The Conclusion: Leadership as Growth

Leadership isn’t about control—it’s about growth. Your team’s growth and your own. By guiding juniors with patience and intention, you create an environment where everyone can excel. And by learning to trust, you not only allow your team to flourish but also give yourself the freedom to focus on new opportunities.

So, the next time you find yourself in a position of leadership, remember the lesson of the crawling toddler: set the goal, teach the skills, and then trust in the process. You’ll be amazed at what your team can achieve when given the chance.