5 Research-Based Ways That Leaders Can Inspire And Grow Their Team

Forbes

13-08-2025

Hannah Martinez is a strategic relations and operations advisor at Axon Global.
Some of today's biggest workplace challenges revolve around team growth, cohesion and retention. Leaders are struggling to build dedicated, inspired teams that are dedicated to the company's mission. In fact, a 2024 Gallup study found that employee engagement has declined to 21% globally.
As a strategic advisor, I've seen how a leader's belief in their team's potential is essential to performance and progress. When leaders see and nurture their people's unique contributions, teams and workplaces thrive. To grow the team of your dreams, here are five research-backed approaches to try.
1. Leverage Complementary Strengths For Balance
It's natural to favor people who are like us—strategists admire strategists, commanders value commanders. But a strong team isn't full of clones. It's one where everyone's unique strengths complement each other. According to a 2022 study of research teams, those that comprise people with diverse areas of expertise produced more original ideas and had a greater long-term impact.
I once advised a CEO who, despite driving fantastic innovation, was drowning in paperwork and missing deadlines. He struggled with day-to-day pragmatism, and I knew he needed a detail-oriented taskmaster to pick up the pieces he couldn't see. When it was time to pick a right-hand, my client insisted that he needed a partner who would also prioritize strategic vision. But after hiring someone who could scrutinize every detail and sort through the noise, he's far more effective in the workplace.
As a leader, don't shy away from fresh perspectives. A balanced, cohesive team will take you and your organization so much further. Learn to identify each team member's skill set, then align their strengths to elevate performance.
2. Inspire Confidence By Believing In Potential
Have you ever had a leader who saw your potential, even when you couldn't see it yourself? That kind of experience can be pure gold. A 2024 psychological study built around expectancy theory found that when leaders have high expectations, employees are significantly more motivated.
I've had the pleasure of working under many inspirational leaders who encouraged me to soar when I wasn't quite sure how. One senior leader set ambitious goals for me and even handed me the reins for a complex issue. Though I was unsure of my capacity, his unwavering belief gave me the push to rise to the challenge and succeed.
When you actively believe in your employees' abilities, they're often more motivated because they want to prove you right. Even your hesitant team members will step up when they feel trusted, often surpassing what they thought possible. Show belief through clear goals and steady encouragement. Celebrate small wins to build confidence, and watch your team stretch to meet your expectations.
3. Create Paths For Success And Learning
Leadership isn't just about results. It's about guiding growth. A 2022 study on employee engagement and team effectiveness found that promoting resilience and developmental feedback were essential leadership behaviors. Instead of piling on work, identify team members' areas for development, then set them up with clear paths to success. Encourage your team to see losses as growth opportunities to build resilience. Focusing on mentorship or providing workshops—while cheering your team forward—will foster a culture where members learn and thrive.
4. Lead Alongside Your Team, Not From Above
We've all met a disconnected boss who barks orders without making eye contact, leaving their team stressed and directionless. But a true leader walks in step with their people and engages with their goals. In fact, a 2024 behavioral science study determined that servant leadership significantly boosts employee engagement.
I once helped a struggling team escape a high-turnover situation. The executive had a hands-off leadership style, so he didn't realize that sending task after task was exhausting his team's bandwidth. He called me, wondering why retention was low. After conducting an assessment, I discovered his team felt disconnected, overlooked and undervalued. Even though everyone shared a passion for the organization's mission and an eagerness to contribute, they were simply overworked and unhappy.
So, I coached the executive on seeing his team as dedicated individuals who bring unique value, not as pawns in a chess game. Once he began listening to their stories and struggles, then actively guiding their careers, the dynamic shifted entirely.
As a leader, you need to be a partner. Listen, share the load and show you're in it together. Your team will respond with loyalty and drive.
5. Entrust Them With Responsibility
Once you've built a balanced team, inspired confidence and created growth paths, give your employees bigger responsibilities. A 2024 study of public-sector organizations found that interpersonal trust leads to greater employee autonomy, which significantly increases team task performance. When a leader delegates a high-priority project and gives their team room to shine, employees often exceed expectations.
Letting go can feel daunting, but it's the first step toward a dynamic of mutual trust. Even if the outcome isn't perfect, the growth team members gain will drive them to push harder. Entrust your team, and watch them make you proud.
The Effect Of Belief On A Growing Team
My career of coaching leaders and shaping talent strategies has taught me that believing in people can change everything. When leaders trust their teams, they unlock purpose and resilience, paving the way for meaningful progress beyond mere potential. Every choice to see employees' strengths, walk alongside them and trust their potential builds a culture where people rise together. At a time when teams feel disconnected, your belief in your team creates a workplace with more hope, purpose and unstoppable drive.
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