Day 17: Give Miracle-Gro to Those Who Show Potential

We’ve spent a considerable amount of time discussing discipline, accountability, and correction, as these aspects of leadership can be particularly challenging. They often feel confrontational, and let’s be honest, many of us don’t like conflict. But they’re essential.

Thankfully, today’s leadership lesson is a bit lighter and one many of us love: celebrating people and giving them room to thrive.

That’s the fun part of leadership: recognizing potential, creating an environment for growth, and watching people rise!

Recognizing Potential (Even When It Intimidates You)

God has allowed me to lead truly gifted people at home, in the Marine Corps, and everywhere in between. Some develop revolutionary ideas or solve complex problems as if it were second nature. Honestly, their talent can be…intimidating.

I used to wonder: What could I possibly say to make them better?

I remember checking into my first unit as a brand-new Lieutenant. Suddenly, I was in charge of over 80 Marines. Some were brand-new like me; others had a decade or more of experience. One in particular had 19½ years in the Corps, yet I was his platoon commander.

I came into our first meeting prepared. I printed out his job description, which I developed using my expert Google search skills and my experience from my brief stint as a computer programmer/analyst at Tyson Foods, Inc. I started outlining my expectations and exactly how I wanted him to do his job.

And then I noticed him just staring at me. After an awkward pause, I asked, “Everything okay?”

Veterans, you’re probably already cringing—and chuckling—because you know exactly what’s coming next.

He smirked:

“I’ve been in 19½ years. I don’t need some lieutenant telling me how to do my job.”

Oof. That comment could’ve derailed the conversation, and honestly, I wanted to snap.

“This is insubordination, and I learned in my officer training that I should stomp that out immediately!”

Lucky for me, I kept that comment in my head because I remembered the stories from seasoned mentors about hot-headed, “boot” lieutenants who burned bridges on day one. So I paused, flipped the paper over, and said:

“Okay. What do you want to talk about?”

That moment sparked one of the best relationships I’ve ever had in leadership. He retired over seven years ago, but we still laugh about those days.

Barnabas and John Mark

My interaction reminds me of a lesser-known story in the Bible that has a significant historical relevance: Barnabas and John Mark.

There was a significant debate between Paul and Barnabas in Acts 15:37-39. Paul refused to bring John Mark on another mission since he’d abandoned them before (Acts 13:13). This disagreement is significant for a few reasons:

1. Barnabas vouched for Paul (formerly known as Saul) because the believers were afraid of him (Acts 9:26-28). This was arguably Paul's biggest break as he connected with the apostles, validating his transition from the man who caused “devastation among Jesus' followers” (Acts 9:21 NLT) to a powerful preacher and minister for Christ.
2. Paul and Barnabas grew into a powerful duo, preaching to “large crowds,” healing, and establishing churches across Cyprus and Asia Minor (Acts 11:25-26 NLT; Acts 13-14 NLT).
3. The disagreement caused Paul and Barnabas to part ways, leading to the formation of two missionary teams: Paul and Silas (Acts 15:40) and Barnabas & Mark (Acts 15:39). This division, though painful, ultimately multiplied the ministry—an often-overlooked blessing.
4. Barnabas saw something more in Paul and later in John Mark. He took John Mark under his wing, mentored him, and stayed in his corner. It paid off!

Paul’s relationship was restored with John Mark, as illustrated in 2 Timothy 4:11. John Mark wasn’t just tolerated; he became useful. His natural talent alone didn't make him successful; instead, it was because someone took the time to cultivate him. That’s what great leaders do.

How to Help Others Grow Into Their Calling

1. Grow through Collaboration

We’re wired for challenge and connection. Research supports this:

• An article in Trends in Cognitive Science ("Born to Choose: The Origins and Value of the Need for Control") asserts that we're motivated by belief in our ability to make an impact.
• An article in Psychological Bulletin ("The need to belong: Desire for interpersonal attachments as a fundamental human motivation") highlights that we have an innate need to belong.

Use that! Create team-based challenges and collaborative opportunities that enable your people to thrive and grow together.

2. Don’t Excuse Poor Performance or Behavior

This is a strange point for this section, right? Didn't we already cover accountability and discipline? Let me explain: unchecked or excused poor performance and behavior discourages strong performers. Favoritism, fear of confrontation, or respect for tenure can tempt us to overlook issues. But doing so sacrifices team health.

One thing many senior leaders have told me:

“My biggest mistake was not letting go of a poor performer sooner.”

Poor behavior erodes trust and destroys momentum. Don’t allow either to linger.

3. Praise in Public, Poke in Private

Recognition is fuel. In the Marine Corps, I celebrate even small wins like the Good Conduct Medal (“Good Cookie”). Some may downplay it, but if we publicly reprimand failures, shouldn’t we publicly recognize faithfulness?

Public praise builds morale, and private correction builds trust.

When is Public Correction Appropriate?

• When there’s a cultural problem, address the issue publicly without targeting individuals.
• When public discredit is involved, it’s okay to name the issue (and the person) to clarify your team’s values and disassociate from harmful behavior.

Be firm, clear, and redemptive.

The Foundational Truth

Great leaders don’t give up on rough starts. They cultivate growth by creating space, providing tools, challenging their team, and cheering them on.

Be the leader who sees potential and invests in it. Your “John Mark” might just need a Barnabas and a little Miracle-Gro from you.