How to Lead Leaders: 10 Tips to Elevate High Achievers

Leading a team is one thing—leading leaders is a whole different ballgame. If you're managing high achievers, you know that guiding them without micromanaging (or losing your sanity) can be a challenge. Here are 10 must-know strategies to lead leaders effectively:

1. Own Your Role

As a leader of leaders, your job isn’t to have all the answers—it’s to create guardrails, not boxes.

Your role is to provide clarity, open up options, and help leaders navigate challenges without dictating every step.

Define how you’ll collaborate and set the stage for a strong working dynamic.

2. Acknowledge Their Leadership

Your team isn’t filled with rookies—they’re seasoned professionals who have earned their stripes.

Show trust, respect, and reinforce their leadership by clearly defining their responsibilities and giving them space to lead.

3. Macro-Manage, Don’t Micro-Manage

Ditch the nitpicking and focus on big-picture trends, key milestones, and long-term success.

Instead of hovering over details, ask insightful questions and identify patterns to help leaders optimize their performance.

4. Empower Them to Choose

Want engaged leaders? Give them choices. Instead of handing out assignments, let them select projects that align with their strengths and goals.

Offer strategic insights, but let them own the approach while you clear roadblocks.

5. Leverage Their Strengths

Where focus goes, energy flows. Identify and highlight each leader’s strengths, then challenge them to apply those strengths in meaningful ways. Example:

"You are awesome at building consensus—how can you use that skill to drive this initiative forward?"

6. Ask for Clarity & Get Specific

Ambiguity and assumptions won’t get results—specifics will. Instead of accepting vague statements like “Got it.” or “I can work on that.” follow up with:

"I appreciate that—when do you expect this to be completed?"

or

“Just some I’m clear, what areas are you covering, where do you need support, and when can we check back in for a status update?”

This prevents miscommunication, keeps expectations clear, and avoids frustrating gray areas.

7. Create Shared Accountability

Accountability isn’t a one-way street. Ask leaders how they want to be held accountable and clarify how you’ll support them. Set agreements on how to address setbacks, and—this is key—hold yourself to the same standard.

8. Model What You Expect

If you want collaboration, collaborate. If you want respect, show it. Leaders watch what you do more than what you say. Align your actions with your expectations—because nothing kills credibility faster than inconsistency.

9. Give Fast, Objective Feedback

See something? Say something. But check your emotions first.

If you’re using words like “always” or “never,” you’re in a reactive state.

Separate facts from frustration and deliver feedback that’s constructive, not personal.

And remember—only give feedback when the other person feels safe and receptive.

10. Share Knowledge—But Only When It’s Wanted

You’re in this position because of your expertise, but that doesn’t mean your way is the only way. Instead of lecturing, ask for permission:
"I’ve worked with a similar challenge before—would it be helpful if I shared my experience?"
This builds trust instead of reinforcing hierarchy.

Final Thoughts

Leading leaders isn’t about control—it’s about empowerment, trust, and alignment. When you step into this role with clarity, curiosity, and confidence, you set the tone for high performance without the burnout.

Now, go out there and lead like a Spitfire. 🚀🔥