Tell Them What You See in Their Development
- Cristina Stensvaag
- 6 hours ago
- 2 min read
Your team can't lean into their development if they don't know you're invested in it.
August 25, 2026
Originally published in One More Rep, a weekly newsletter for people managers who want to get better through practice. Subscribe here — it's free.
Week 34. Rep 34. Our rep this week is one conversation that connects what you've built to where you're going.
Read
The Moment
You've run the reps that help you lead differently. You handed off work that wasn't yours to hold. You practiced coaching instead of fixing. You had a development conversation that many leaders never have.
You're building a new way of leading. But, who on your team knows it?
The Pattern
Leaders often do development work privately. They track patterns, adjust habits, have better conversations. But the people they lead usually aren't told what has changed. They just notice that things feel different.
The opportunity that gets missed: your team can't lean into their own development if they don't know you're invested in it.
Why This Matters
Our next reps are about accountability: how you build and maintain it. That work is more impactful when your team knows you're paying attention to who they're becoming, not just what they're delivering.
Accountability breaks down when people feel managed, not seen. One conversation this week changes that dynamic. Show someone that you're noticing them grow and you're invested in what comes next.
Rep
This Week's Practice
Choose one person, either the direct you had the development conversation with, or the one whose growth you've been watching most closely. Tell them what you've observed, what you're committed to as their leader going forward, and what you're hoping they'll bring to the next month.
Your Rep
One conversation with one direct.
What to Notice
Success looks like:
You name something specific you've observed about their growth, not generic praise
You say something about your own commitment as their leader, not just their performance
Resistance looks like:
Deciding this feels too vulnerable and skipping it
Turning it into a performance check-in instead of a development moment
It's working when:
They leave the conversation knowing you're paying attention to who they're becoming, not just what they're delivering
Common Mistakes
Mistake #1: Making it a monologue. Say what you've observed, then ask them what they want to build on. The conversation should go both directions.
Mistake #2: Saving it for your next scheduled one-on-one. This rep works because it's intentional, not incidental. Don't let it get absorbed into the regular agenda.
Reflect
What would change about how your team shows up if they knew you were this deliberate about their development?
What are you most committed to doing differently as a leader during the rest of this year?
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Cristina Stensvaag is co-founder of LeaderReps and creator of One More Rep, a weekly practice-based leadership newsletter for people managers.