From Words to Actions: Making Growth a Visible Leadership Habit
Most leaders want their teams to grow, adapt, and take ownership. The fastest way to make that happen isn’t by setting new expectations, rolling out training, or sending a memo.
It’s by letting your team see you grow in real time.
When leaders make their own development visible, like naming the skills they’re working on, showing where they’re changing, and reflecting on progress out loud, it sends a powerful signal.
Growth is normal here. Growth is safe here. Growth is expected here.
And that’s when the ripple effect begins.
Why Visible Growth Works
Leadership is about influence. People watch what you do far more closely than what you say.
When you practice a new skill in front of your team or share an area you’re working to improve, you model vulnerability without making it dramatic. You normalize the idea that even experienced leaders have room to learn.
This subtle shift changes the energy in the room:
Instead of worrying about hiding weaknesses, people start naming them.
Instead of sticking with what’s comfortable, they start experimenting.
Instead of waiting for feedback, they start asking for it.
And it all starts with one person going first.
A Small Action with a Big Impact
I’ve seen this happen many times. A senior leader shares one skill they’re working to improve, and within weeks, others on the team start doing the same.
No formal program. No complex rollout. Just a visible, consistent commitment to personal growth.
Why does it spread so quickly? Because it’s not theory, it’s lived out in the open. When people see their leaders leaning into growth, they feel permission to do it themselves.
How to Model Growth in Real Time
You don’t need to overhaul your leadership style to make this shift. Start with something small and intentional:
Name your growth goal out loud. Choose a skill you genuinely want to strengthen and share it with your team.
Practice where people can see you. Whether it’s running a meeting differently, asking for feedback, or trying a new presentation style, let your team witness the process.
Share what you’re learning. A quick reflection at the end of a meeting or in a team email shows progress and keeps the conversation going.
Invite others to join in. Ask, “What’s one thing you’re working on right now?” and celebrate their answers.
The goal isn’t to make it about you. It’s to make growth part of how your team works together.
The Culture Shift You’ll See
When growth becomes visible at the top, you start to notice a few things:
People bring forward their own ideas for improvement.
Feedback flows more freely, in every direction.
The team takes more ownership of results and solutions.
Over time, this creates a culture where curiosity thrives, accountability is natural, and learning is part of the daily rhythm and not just a checkbox in a development plan.
Going First Changes Everything
It can feel risky to step forward first. But leadership often means doing the thing you want others to do before anyone else is ready.
When you go first, you make it easier for others to follow. And that’s how culture shifts. Not through a single big announcement, but through a thousand small actions people see you take.
If you want a team that embraces learning and isn’t afraid to stretch, start by showing them what growth looks like. Model it. Talk about it. Practice it where they can see it.
The ripple will take care of the rest.
If you’re ready to make growth a visible part of your leadership and your culture, let’s talk.
Liv Olson is an executive coach and facilitator specializing in team effectiveness. She partners with financial services leaders and their teams to strengthen clarity, confidence, and collaboration.