Last week, we celebrated a milestone here at TGH—the graduation of our inaugural class of LEAD TGH. LEAD TGH is our program to cultivate and develop emerging leaders from across our organization and is designed for early to mid-career leaders. I could not be prouder of our 2019 class—52 amazing leaders (of all ages and up to the director level)—who embrace and live the values and spirit of TGH.


Tallee Williams, Manager of Physician Wellness and Special Projects at TGH, and a team of fellow TGH emerging leaders she recruited, created the program. Together, she and her team members designed the LEAD TGH format and selection process and chose the topics that the group focused on during their monthly meetings and smaller breakout sessions. Over the last year, these talented team members have focused on a variety of topics in leadership–from management training to resume building to volunteer board service, all the while, learning from each other and other leaders in the community.


For me, LEAD TGH speaks directly to how I chose to lead—by letting others step out and shine. Team members who have demonstrated a capacity to lead bring even greater value to an organization when you support them and provide them the opportunity to take on new challenges, new responsibilities, and new projects. In so doing, you raise the bar for everyone, inspiring your entire team to give their best and contribute.


When rising stars feel empowered and supported, they enter the room with a fresh perspective, tons of passion, and drive to move the needle forward. Here are a few ways in which you can support and grow new leaders in your organization:


  • Coach, rather than micromanage—focus on helping team members drive the result. Don’t drive it for them.
  • Provide opportunities and space to test ideas. Be willing to let new leaders fail. In fact, encourage it.
  • Let your leaders in on the secret sauce (when appropriate), allowing them to be part of essential and strategic conversations.
  • Stretch their capacity by assigning them responsibilities that are challenging and build skills.
  • Ask for their input in both one-on-one and group settings.
  • Demonstrate you trust them by giving them the authority needed to manage their projects and their work.
  • Publicly praise them for a job well done.


I learn from my team every day and this year it was especially wonderful to recognize the growth and development of so many emerging leaders. What’s best is, this is just the beginning. I know we will continue to partner in the day, weeks, and months ahead as we all continue to lead TGH.

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