“I don’t force them to grow. I remove what stops them.”
— The gardener’s wisdom
A CASE TO REFLECT UPON
I’ll never forget a manager I once worked with. He was proud of how “hard” he pushed his people. Every time results slipped, he doubled the pressure—extra meetings, tighter control, more reporting. At first, the team complied. But soon the spark in their eyes faded. Energy drained, creativity disappeared, and talented colleagues quietly walked away. Despite all his effort, performance flatlined.
This story is more common than we like to admit. Many leaders believe their job is to add more—more demands, more pressure, more oversight. But here’s the truth: people don’t need to be forced to grow. They already carry the seed of potential within them. What they need is the right environment.
That’s where the gardener’s wisdom comes in :))))
Why Leaders Try to “Force Growth”
It’s easy to confuse activity with progress. Pushing harder can produce quick movement. But lasting growth? That comes from a different place.
When leaders try to “force” results, they often:
- Create stress and burnout instead of energy.
- Discourage creativity and ownership.
- Build compliance rather than commitment.
If you’ve ever felt your team is busy but not really growing, this might be why.
The Gardener’s Approach to Leadership
A gardener doesn’t pull on plants to make them taller. Instead, they prepare the conditions for growth.
As leaders, we can do the same:
- Nurture the soil → build trust, psychological safety, and a sense of belonging.
- Provide sunlight and water → offer clarity, vision, and resources.
- Remove weeds → eliminate bureaucracy, fear, and toxic behaviors.
It’s less about adding pressure and more about removing obstacles.
Coaching as a Leadership Mindset
This gardener’s mindset reminds me of coaching. A coach doesn’t play the game for the athlete—they unlock the athlete’s best performance.
Leaders who coach do the same. They:
- Listen before they speak.
- Ask more questions than they give answers.
- Empower people to find their own solutions.
- Encourage ownership instead of dependency.
One of the most powerful shifts I’ve seen leaders make is moving from “How do I solve this?” to “How do I help you solve this?”
Practical Steps for Leaders
Here are five ways you can start gardening potential in your team today:
- Clarify priorities. Growth often stalls not because of laziness, but because people are pulled in too many directions.
- Remove bureaucracy. Cut what slows your team down—unnecessary reports, approvals, or complexity.
- Protect from noise. Shield them from distractions and conflicting demands so they can focus.
- Give feedback like water. Encourage, guide, and recognize progress regularly.
- Model openness. Show vulnerability, admit mistakes, and invite ideas. Growth happens in trust.
The Added Value of a Leader
In the end, the true added value of a leader is not in being the smartest problem-solver in the room. It’s in creating an environment where others can shine, grow, and even surpass you.
The leaders I admire most leave behind something far greater than results: they leave behind people who continue to flourish long after they’re gone.
A Coaching Question for You
The gardener’s wisdom is simple yet profound:
“I don’t force them to grow. I remove what stops them.”
So let me ask you—
👉 What’s one obstacle you can remove this week to help your people flourish?
Because sometimes the most powerful thing you can do as a leader is not to push harder, but to step back, clear the path, and let growth happen.
Mag. Janez Žezlina
Potentialog
E: janez.zezlina@ecg.si
