Day 19: Build Each Other Up

Let us think of ways to motivate one another to acts of love and good works. And let us not neglect our meeting together, as some people do, but encourage one another, especially now that the day of his return is drawing near.

-Hebrews 10:24-25 (NLT)

Upside-down leaders lead with heart and motivate others with grace, love, and intentionality. We live in a world obsessed with bottom-line results; accordingly, we can forget that our greatest impact might not come from increased profits or faster processes, but from how we develop the people God has entrusted us to lead.

Encouragement is sacred. It isn’t just a feel-good tool; it’s a biblical mandate. Hebrews tells us to “think of ways to motivate one another.” That’s strategic, deliberate leadership.

Yet, many of us—including me—can fall into the trap of overlooking this work because we’re chasing performance outcomes as a measure of our impact. Author Susan Page defines impact as “the effect that the business process has on the organization.” While that may apply in the corporate world, I want to challenge you to reframe impact as “the effect your leadership has on the people around you.”

Let’s explore how to make encouragement both strategic and spirit-led.

10 Simple Steps to Build an Encouraging Environment

(Adapted from Susan Page’s The Power of Business Process Improvement)

1. Create a process inventory.

Identify your team or family’s key strengths and where support is needed.
Example: Conduct a skills audit. In a family, this could be as simple as assigning “strengths” to each person at the dinner table and then affirming them.

2. Establish the foundation.

What is the goal? What are you encouraging them toward?
Example: Connect individual strengths to a shared mission. For families: connect chores or family roles to character-building goals.

3. Draw the process map.

Map where encouragement is most needed and has the most significant impact.
Example: Identify discouragement “hotspots”—after long days, high-stakes meetings, or during transitions—and be extra intentional in those moments.

4. Estimate the time and cost.

Encouragement requires time, intentionality, and follow-through.
Example: Block time for one-on-ones, coffee chats, or prayer check-ins.

5. Verify the process map.

Ask for feedback. Do they feel seen, valued, and supported?
Family twist: Ask your spouse or children, “What’s something I do that makes you feel encouraged?” Listen closely.

6. Apply improvement techniques.

Don’t just talk encouragement—systematize it.
Example: Use platforms (or sticky notes!) to highlight wins, celebrate character, and reinforce effort.

7. Create internal controls and metrics.

Track how encouragement impacts morale and performance.
Spiritual tip: Journal moments when encouragement led to growth or a breakthrough. Review regularly to stay inspired.

8. Test and rework.

Are your methods working? Are people growing in love and good works?
Example: Host quarterly feedback sessions or have a monthly “pulse check” with your spouse, team, or children.

9. Implement change.

Document what’s working and teach it to others.
Example: Develop a leadership playbook or family rhythm guide centered on encouragement.

10. Drive continuous improvement.

Continue to evaluate, adapt, and grow the culture.
Example: Encourage your encouragers. Mentor them to carry the torch forward.

Encouragement Is Discipleship

When we affirm others through direct praise and intentional feedback, we’re not just creating healthy work or home environments; we’re doing discipleship. We’re calling out God-given potential, reminding others of who they are in Christ, and strengthening the body (1 Thessalonians 5:11). When we do that consistently, we build others up and help them stand firm.

Encourage the best in others.
Call them to a higher standard.
Celebrate progress, not just perfection.

Encouragement isn’t empty flattery. It’s a holy affirmation, and in your hands, it’s one of the most powerful tools for upside-down leadership.