One of the things I’m most proud of isn’t a business we’ve built or a target we’ve hit.
It’s seeing people grow.
Watching someone join the business with very little confidence, develop their skills, believe in themselves, and go on to achieve things they never thought possible… that’s the bit I genuinely love!
People often ask me what makes a good leader, and while there are lots of answers to that question, one thing stands out above everything else:
Never underestimate the power of a conversation.
It sounds simple, but I’ve seen a single conversation completely change the direction of someone’s career.
I’ve also had those conversations myself over the years.
People who believed in me before I fully believed in myself.
People who challenged me.
People who encouraged me.
People who were honest with me when I needed it.
Looking back, I can still remember many of those moments.
Here are five types of conversations I think every leader should have more often.
1. “I Think You’re Capable of More”
Sometimes people just need someone else to see something in them.
It’s amazing how many talented people underestimate themselves.
They play it safe.
They stay inside their comfort zone.
Not because they lack ability but because they lack belief.
As leaders, we’re often in a position to spot potential before someone sees it themselves.
I’ve lost count of the number of times I’ve encouraged someone to apply for a new role, take on more responsibility or step outside their comfort zone.
Sometimes they’ve looked at me as if I’m mad.
Then six months later they’re thriving.
Not because I gave them talent.
The talent was already there.
They just needed someone to point it out.
I think that’s one of the greatest gifts a leader can give someone.
2. “It’s Okay to Get This Wrong”
One of the quickest ways to stop people growing is to make them afraid of making mistakes.
Nobody performs at their best when they’re worried about getting everything perfect.
I’ve made plenty of mistakes in business.
Some expensive.
Some frustrating.
Some that still make me shake my head today.
But every single one taught me something.
That’s why I try to create an environment where mistakes become learning opportunities rather than reasons to hide.
If someone knows they’re supported while they’re learning, they’ll become more confident.
Confident people take ownership.
And ownership creates growth.
3. “How Are You Really Doing?”
This is probably the most important conversation of all.
Not “How’s work?”
Not “Did you finish that project?”
Just…
How are you?
Properly.
Because people don’t leave their personal lives at the office door.
Life happens.
Family.
Health.
Relationships.
Pressure.
Stress.
If someone isn’t themselves, there’s usually a reason.
You don’t always need to solve it.
Sometimes people simply need someone who genuinely cares enough to ask.
I’ve learned over the years that empathy isn’t a weakness in leadership.
It’s one of the greatest strengths you can have.
4. “Thank You”
It’s amazing how often this gets forgotten.
We’re all quick to notice when something goes wrong.
But are we just as quick to notice when someone quietly does a brilliant job?
Some of the hardest-working people in a business aren’t always the loudest.
They just get on with it.
Consistently.
Professionally.
Without looking for recognition.
I try never to take that for granted.
A genuine thank you costs nothing.
But to the person receiving it, it can mean everything.
People want to feel valued.
When they do, they’ll almost always give you even more.
5. “Where Do You Want to Go Next?”
One of the biggest mistakes leaders make is assuming everyone is motivated by the same things.
Some people want to lead teams.
Some want to become specialists.
Some want flexibility.
Some simply want to become better at what they already do.
The only way you’ll know is by asking.
Career conversations shouldn’t only happen during annual reviews.
They should happen regularly.
Because when you understand someone’s ambitions, you can help them build a path towards them.
And that’s incredibly rewarding.
One of the best parts of my job is seeing people achieve goals they’ve worked incredibly hard for.
Not because I achieved them for them.
But because I was able to help point them in the right direction.
When I look back at my own career, I don’t remember every sales target or every business milestone.
I remember people.
The people who challenged me.
The people who encouraged me.
The people who gave me opportunities.
The people who believed in me.
That’s the sort of leader I try to be today.
Business will always be about performance.
It has to be.
But behind every target, every KPI and every result is a human being.
Someone with ambitions.
Someone with doubts.
Someone trying to build a better life.
If we never lose sight of that, I genuinely believe we’ll build better businesses.
More importantly, we’ll build better people.
And in my experience, that’s a legacy worth leaving.
