Helping “I Managers” Grow

From “I” to “We”: How to Spot and Support Managers Who Need to Shift Their Leadership Style

In a recent post, I talked about the difference between “I Managers” (out for their own advancement) and “We Managers” (focused on helping the team succeed).

Now let’s get into something even more important: how you, as a leader, can spot those “I Managers” in your company—and help them grow into the kind of leaders who strengthen your culture and drive long-term success.

1. Watch for the Warning Signs

“I Managers” tend to show themselves if you know what to look for:

• Feedback and reviews show patterns—like micromanaging or grabbing credit.
• Turnover is high on their teams, and exit interviews hint at leadership issues.
• Engagement surveys reveal that their teams feel overlooked or undervalued.
• Meeting behavior—they dominate the conversation and rarely share the spotlight.

2. Understand What’s Driving the Behavior

Before jumping to conclusions, try to understand the “why” behind it:

• They may be insecure or afraid of failing, so they try to control everything.
• They might feel pressure to prove themselves and focus too much on personal wins.
• Or maybe they just never had good leadership training to begin with.

3. Offer Targeted Leadership Development

Don’t just hope things improve—give them tools to grow:

• Coaching or mentorship from trusted, experienced leaders.
• Team-building sessions that promote trust, communication, and shared goals.
• Training in emotional intelligence and giving feedback the right way.
• Help them learn to recognize and reward others, not just themselves.

4. Make the Team Matter

If your culture rewards lone-wolf heroes, guess what you’ll get?

• Celebrate team wins, not just individual ones.
• Include team performance in evaluations, not just personal output.
• Be clear: Great leadership = great teams, not just great numbers.

5. Help Them Reflect and Own It

Some “I Managers” just don’t realize what they’re doing.

• Use self-assessments to help them reflect on how they lead.
• Offer honest, supportive feedback in 1:1s or coaching sessions.
• Build personal development plans with goals and regular check-ins.

6. Create a Safe Space for Growth

If people are afraid to mess up, they’ll protect themselves—sometimes at the team’s expense.

• Normalize mistakes as part of learning.
• Encourage open, two-way feedback.
• Set up peer groups where managers can share experiences and learn from each other.

7. Track Progress and Reinforce What Works

Growth takes time—and accountability.

• Check in regularly to see how they’re doing and where they need support.
• Reward progress, not just perfection.
• Shine a light on managers who make real improvements—it sets a great example.

8. Know When to Move On

Sometimes, despite your best efforts, it doesn’t work out.

• You might need to reassign them to a non-leadership role.
• Or in some cases, it may be time to move them out of the organization to protect your culture and team performance.

Final Thoughts

Helping “I Managers” grow into “We Managers” isn’t easy—but it’s worth it. When you invest in developing leaders who care about the success of others, you create a healthier, more resilient organization.

Great teams don’t happen by accident. They’re built by leaders who listen, support, and share the spotlight. That’s the kind of leadership that lasts.