Developer or Subtractor

Staff development in the workplace is essential. As leaders, we are responsible for helping team members grow, flourish, and succeed. Leaders often fall into two categories: developers and subtractors.

Developers invest in their people. They act deliberately, prioritize team growth, and maintain a people-first focus. They understand that successful mission execution depends on the people committed to the work.

In practice, development requires intentional investment. Allocating funds for regular, industry-relevant professional development matters. Budget limitations may restrict travel and conference attendance, but teams can still grow through internal strategies. Team reads offer an effective alternative. Investing in books and shared learning opportunities supports staff growth, advancement, and confidence in their roles.

Many job responsibilities require staff to present ideas to committees or large groups. Leaders must ask whether they are preparing team members for these expectations. Training in presentation skills, eye contact, and audience engagement remains critical. While AI can assist with presentation development, strong interpersonal and communication skills drive professional success. These trainings benefit both junior staff and seasoned professionals.

Subtractors, by contrast, strip teams of their gifts, drive, and motivation. They intentionally diminish others through constant criticism and micromanagement. In public, they may appear supportive and celebratory. In private, they create harsh environments marked by nitpicking and aggressive behavior.

Developers take time to learn about their teams. They understand individual career goals, support growth trajectories, and speak life. Mistakes are used as teachable moments instead of opportunities to embarrass team members. Subtractors often act from fear, including fear of being replaced by younger staff or new team members. This fear leads to withholding knowledge and resisting growth.

Strive for more in 2026.

• Develop others to strengthen the organization’s mission and support employee retention.

• Revisit how you lead and assess your current leadership practices.

• Identify specific areas where you can make meaningful improvements.

• Interview former employees to gain honest insight into your leadership approach.

• Practice transparent reflection to build greater self-awareness and growth.