Turning Watchers into Rowers

Let’s imagine for a second that your team at work is on a boat. Some of them are rowing with you toward the goal, but others are sitting with the oars on their laps and phones in hand. And worse, a few might even be in the back working hard to sink the boat completely.

The reality is that according to research, about 70% of your team isn’t rowing at any given time. It’s a sobering statistic—but the good news is that there are practical ways to increase engagement and get more of the team actively rowing.

To start, it’s important to understand the difference between equipping and developing. Equipping means teaching someone how to do the job at hand—it’s training skill sets, processes, and performance. Developing, on the other hand, means helping someone grow as a person. It’s working on emotional intelligence, communication, discipline, and mindset—the kind of qualities that make someone better not just at their job, but in life.

And here’s the good news: you don’t need a major overhaul to begin developing people. Start by inviting them into what you’re already doing. Bring them along to a client meeting, a lunch, or a trip. Let them observe, then have a conversation afterward about what they noticed and learned. Those debrief moments turn ordinary experiences into extraordinary development opportunities. The invite opens the door—but the conversation afterwards is where the gold is found.

Development happens day by day, not overnight. It’s a long-term process and it looks different for everyone. That’s okay. As you recognize the unique strengths and motivations of your team members, you’ll begin to see how to personalize your approach.

Here are three ways to personalize and elevate your development efforts:

1. REMEMBER—IT STARTS WITH YOU.

You can’t pour from an empty cup. Leadership development begins with self-development. The best leaders are active learners who model growth before they expect it from anyone else. Ask yourself: How am I stretching myself? What am I reading, watching, or learning right now that’s expanding my leadership capacity? When your team sees you pursuing growth with authenticity and humility, it sets the tone. You become a living example of what development looks like in motion. Leaders go first—and their example is contagious.

2. KNOW THEIR DREAMS AND DESIRES FOR THE FUTURE.

Every person on your team has a vision—spoken or unspoken—of what they hope their future looks like. When you take the time to ask about those aspirations and align development opportunities with them, you unlock a new level of energy and engagement. Suddenly, growth isn’t something you’re doing to them; it’s something you’re doing with them. People lean in when they feel seen. When they know you care about where they’re going, they’ll start picking up the oar and rowing harder toward the shared destination.

3. BE CONSISTENT.

Development is not an event—it’s a rhythm. It’s built in the small, steady moments that compound over time. Don’t start with a big plan you can’t sustain. Instead, begin with something manageable and meaningful: a weekly one-on-one, a five-minute check-in, a short leadership video you discuss as a team. Small steps done consistently build momentum. As John Maxwell says, “Consistency compounds.” Over time, those steady investments create trust, growth, and measurable change in your culture.

Most organizations are excellent at training and equipping—that’s the baseline. But true transformation happens when you go the extra mile and invest in developing people as whole individuals. When your team members know you’re for them—that you believe in their potential both inside and outside the office—they don’t just work harder. They become better. And that ripple effect touches their work, their relationships, and their homes.

So make an intentional goal toward development today. Start small, stay consistent, and watch as the watchers become rowers.

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