The greatest compliment to a leader is not Meaning Factcheck Usage

Context

In the book, Sinek frames this within the concept of the “Circle of Safety.” A true leader’s job is to create an environment of trust where people feel safe enough to grow, take risks, and ultimately, step into leadership roles themselves. It’s the antithesis of a command-and-control culture.

Usage Examples

Here’s how this plays out in the real world:

• For a New Manager: Instead of just delegating tasks, you sit down with a promising team member and say, “I want you to run the next project meeting. Let’s talk about how to structure it.” You’re handing them the reins.
• In a Performance Review: You shift the conversation from “Here’s what you did well” to “What kind of leader do you want to become? Let’s build a path to get you there.” It changes the entire dynamic.
• For a Senior Executive: Your key metric becomes “How many of my direct reports are ready to take my job?” If the answer is zero, you’re not leading; you’re just managing.

To whom it appeals?

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FAQ

Question: Doesn’t creating more leaders create competition for your own job?

Answer: That’s the fear, but it’s a scarcity mindset. Great leaders understand that when they elevate their team, they themselves become more valuable and are often promoted to lead larger, more impactful initiatives. It elevates everyone.

Question: How do you find the time to develop leaders when you’re so busy?

Answer: You have to reframe it. It’s not an extra task; it’s *the* task. The initial time investment in coaching pays back exponentially in reduced micromanagement and a more capable, autonomous team.

Question: What if someone you develop as a leader leaves the company?

Answer: It’s better to develop leaders who may sometimes leave than to have followers who always stay. You’ve still made a positive impact on that person and the industry, which builds your reputation as a true leader-maker.