Teaching What Wasn’t Taught: Should Leaders Fill the Gaps? | Growth as a Leadership Responsibility

Lately, I’ve noticed something leaders often struggle with: assuming that everyone who joins the team already knows how to navigate the workplace.

Sure, many people learn the “right way” at home or in school, but sometimes that doesn’t happen. And when it doesn’t, should we as leaders step in to teach what wasn’t taught? This isn’t just about skills or processes, it’s about shaping growth, trust, clarity, and overall team health.

Imagine a young professional stepping into their first job, eager but unsure how to navigate expectations. They might not know how to communicate effectively in meetings, how to prioritize tasks, or even how to ask for help without fear. That gap can create tension, slow productivity, and impact team morale. As leaders, we have the unique opportunity (and responsibility) to fill those gaps.

Filling the Gaps: Growth as a Leadership Responsibility

At its core, this comes down to seeing growth as part of leadership itself. Teaching and mentoring aren’t extra work; they’re strategic investments in your team’s success. When this is working well, you’ll notice team members gaining confidence, solving problems independently, and showing initiative.

Here are a few keyways leaders can embrace this:

Intentional Development: Leaders who dedicate time to teaching aren’t micromanaging, they’re building capability. This can be anything from sharing frameworks for problem-solving to coaching someone on how to communicate clearly. By intentionally guiding team members, you cultivate a stronger, more capable culture.

Molding Beyond the Resume: I once had a boss who purposely hired someone without prior experience. His goal wasn’t just to train them on the job; it was to shape them into a strong professional and a reliable person overall. Over time, this investment paid off: the employee grew into someone who not only performed well but became a model of initiative and adaptability for the rest of the team. This shows that leadership can be about more than immediate output, it can be about building long-term capacity and potential.

Resourcefulness Matters: Not everyone will arrive “ready to go.” Some people will need guidance, and that’s okay. If someone demonstrates curiosity, effort, and resourcefulness, giving them room to learn can be transformative. Teams often overlook this potential because they focus only on credentials or past experience but teaching these skills can unlock untapped talent.

Where Leaders Tend to Get Stuck

Where leaders often stumble is in believing teaching is optional or worse, a burden.

Common mistakes include:

• Assuming everyone should already know basic professional norms.

• Avoiding hiring someone without experience because “training takes too much time.”

• Overloading new employees with information and expecting immediate mastery.

These behaviors usually sound like: “They should already know this,” or “I don’t have time to teach them.” Left unchecked, this mindset limits team growth, narrows talent pipelines, and can create frustration for both leaders and team members.

One Next Step to Try to Help with Growth 

If you do nothing else, pick one area where someone on your team could benefit from guidance this week. It could be a process, a mindset shift, or even how to handle meetings effectively. Make it intentional: schedule a short check-in or demonstration, give them space to practice, and reflect afterward.

Ask yourself: What changed? What did they learn? What could I do differently next time? Leadership isn’t just about delegating; it’s about cultivating growth where it didn’t exist before.

For those considering larger-scale approaches, think about creating a professional development framework in your business. Whether it’s a formal department, mentorship program, or recurring training sessions, the benefits are clear: higher engagement, stronger performance, and a team that feels valued and supported.

Why Growth as a Leadership Responsibility Matters 

Teaching what wasn’t taught isn’t just an act of kindness, it’s a powerful move. When leaders step into this role, they create teams that are more adaptable, more capable, and more invested in the success of the business. By dedicating time and attention to growth, leaders not only improve performance but build trust, foster loyalty, and shape a culture where learning and development are prioritized.

Invest in the people who show promise, even if they haven’t had all the experiences, you’d like them to have. Give them guidance, structure, and mentorship. The payoff isn’t just in the work, they’ll carry lessons into every corner of your business, strengthening the team and your leadership impact along the way.

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Ready to Grow Your Team and Your Impact?

If this blog hit home, imagine what intentional support could do for your business and your people. You don’t have to carry every operational, team, and podcast detail on your own. Whether you’re building systems that help your team thrive, developing people who want to grow, or building podcast operations that actually run smoothly, I’m here to help.

Here’s how we can work together:

🔥 Get one-time strategic consulting to map out hiring, team structure, and growth with clarity.

⚙️ Hand off day-to-day business operations and team management so you can focus on leadership instead of logistics.

🎙️ Free up your time and energy by outsourcing your podcast admin, workflows, and operating decisions.

If you want a partner who helps you lead human-first and build systems that work second, let’s talk.

👉 DM me on LinkedIn or email sara@youarerembertllc.com to get started.

Let’s make your operations lighter and your leadership stronger.

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Frequently Asked Questions | Growth as a Leadership Responsibility

Should leaders teach employees basic professional skills?

Yes. Leaders play a critical role in developing professional skills, especially when team members haven’t had prior exposure or training. Teaching expectations around communication, time management, and accountability helps create clarity, improves performance, and strengthens team culture.

Is it a bad idea to hire someone without experience?

Not at all. Hiring someone without experience can be a strategic decision when they demonstrate resourcefulness, willingness to learn, and strong work ethic. With the right guidance and systems in place, inexperienced hires often grow into highly capable and loyal team members.

How do you develop employees who were never properly trained?

Start with clear expectations, simple systems, and consistent feedback. Break learning into small, manageable steps and provide context for why things are done a certain way. Regular check-ins and coaching help reinforce growth without overwhelming the employee.

Do businesses need a professional development department?

While not every business needs a formal department, every business benefits from intentional professional development. This can look like mentorship, ongoing training, documented processes, or leadership coaching. Investing in development improves retention, engagement, and long-term performance.

Why do some employers avoid hiring people straight out of high school?

Many employers worry about a lack of experience or workplace readiness. However, this mindset can limit talent pipelines. When young employees are given structure, support, and clear expectations, they often adapt quickly and bring fresh perspectives and strong growth potential.

How much time should leaders spend teaching their team?

Teaching doesn’t require hours each day. Even small, intentional moments—like a 10-minute check-in or a quick process walkthrough—can make a big impact. Consistency matters more than quantity.

What’s the difference between managing and developing employees?

Managing focuses on tasks and performance, while developing focuses on growth and capability. Strong leaders do both. When employees are developed, managing becomes easier because the team gains confidence, clarity, and autonomy.