“Hire smart people and get out of their way.” It’s a popular phrase in leadership circles, often said with an air of wisdom. You’ve probably seen it on LinkedIn today. The logic seems simple: smart people don’t need oversight; they’ll just figure it out. But here’s the thing—it’s terrible advice.
Hiring smart people is a fantastic start, but it’s not the finish line. What separates good teams from great ones isn’t talent—it’s leadership. And the real work of leadership isn’t stepping back; it’s leaning in to empower, coach, and develop your team.
The problem with “getting out of their way”
Let’s address the elephant in the room: no one wants to be a micromanager. But the opposite of micromanagement isn’t leadership—it’s neglect. “Getting out of their way” often becomes an excuse to avoid managing altogether.
Let’s be honest: leadership is hard, and coaching is scary. Coaching requires courage. But you can not lead unless you coach. You must coach everyone on your team—even if they’re smarter and more experienced.
By not coaching, you’re sending a message: “I think you’re at your ceiling. You’re as good as you can be.” That’s not a compliment—it’s an insult. Coaching isn’t about tearing people down; it’s about helping them build higher. Coaching is kind.
Step 1: Hire coachable people
Of course, this approach only works if you hire people who are coachable. If every coaching session turns into a debate, you’re going to hate your life.
Hire humble, coachable people with an internal locus of control. What’s that? It’s the belief that their actions—not external forces—determine their success. People with this mindset take responsibility for their growth and will appreciate being coached.
Step 2: Coach your team with “Constant, Gentle Pressure”
Danny Meyer, founder of Shake Shack, describes my favorite coaching framework in his book Setting the Table: Constant Gentle Pressure (CGP).
- Constant: Expectations for team members don’t waver. They’re clear and consistent. Feedback is regular—not reserved for yearly performance reviews. When you lead with consistency, your team knows where they stand and what’s expected of them.
- Gentle: Coaching should always be constructive. Be kind, gracious, and empathetic. No one is perfect, and your goal isn’t to tear anyone down—it’s to build them up.
- Pressure: Great teams operate with urgency. They’re driven to perform and execute at a high level. The pressure you apply as a leader is constant and gentle, but it’s always there.
Remove “constant,” and your team will lack stability.
Remove “gentle,” and you’ll come off as a jerk.
Remove “pressure,” and you’ll lose urgency.
You need all 3.
Coaching isn’t just about tasks—it’s about investing in your team’s careers and growth. When you have hard conversations, you’re helping your people learn, improve, and achieve their potential.
The real secret isn’t stepping back as a leader—it’s stepping up.
