Emerging Leaders: When You See the Gold Before They Do
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At Henley, we believe leadership isn’t about a title—it’s about seeing, nurturing, and calling forward the potential in others. In one of our recent writing groups, we asked: "Reflect on a time when you recognized the potential in someone and took steps to empower them into a leadership role. What did you do, and how did it affect both of you?"
HLG coach Melanie Cossette’s response is a beautiful illustration of what it looks like to lead from a place of belief, care, and intention.
She was a 28-year-old woman with two children who had worked in her aunt’s swim school since graduating from college. She was the lead instructor of a program that applied early childhood development theory to a swim curriculum starting at just three months old.
The scale was impressive: 16 instructors, 700 students with pools spread across the greater Seattle area. She was also the instructor trainer—masterful at leading every level of their complex program. When instructors called in sick, she filled in. When new team members joined, she partnered with them throughout the six-month training period.
She was knowledgeable. Capable. Hardworking. Passionate. Overworked and underpaid.
When I stepped into the role of Managing Director, I immediately saw the gold in this young woman—gold that she couldn’t yet see in herself.
My steps to empower her weren’t complicated. They started with acknowledgment—in our one-on-one sessions, in team meetings, and in intentional conversations that helped her recognize the crucial role she played across the organization. She thought of herself as just an instructor trainer. I helped her see everything it took to do that job well—and everything she was already doing. We talked about her unique contributions to the business and how those strengths touched every corner of it.
As her sense of value grew, we made it tangible: an increase in pay, and a more formal acknowledgment of her role. It was significant for her.
I also invited her creativity and contribution. The swim program was very structured, but she saw smart ways to improve it—different ways of sequencing lessons, small adjustments that made big impacts. I set her up to lead staff meetings, to take ownership not just in the water, but in the business.
I encouraged her to set boundaries. To stop doing everything herself. To let others fix things. To create space—for herself, for her family, and eventually for her creativity.
She blossomed.
She went from being stressed and tired most of the time to engaging creatively with the business. From merely working to feeling professionally fulfilled.
And me? I felt joy—genuine joy—witnessing this transformation. The light in her eyes when she explained her ideas. The fun we had debriefing after her staff meetings. The growth we both shared, as we explored new ways of thinking, talked about what worked (and what didn’t), and looked at leadership not just as a role, but as a way of being.
It’s a profound thing to watch someone step into their power. To lead. To shine. Here’s what I learned:
Leadership starts with recognition—helping people see their value and contributions.
It’s about creating space for creativity, growth, and well-being—not just assigning responsibilities and getting the job done.
It’s a two-way journey, and in this case, a relationship that impacted both of us. As I witnessed her transformation, I grew too, discovering new ways of thinking, guiding, and feeling the joy of her success. And, in turn, mine.
These are some of the greatest gifts leadership gives back.
Melanie’s story reminds us that empowerment starts with recognition—naming the strengths someone may not yet see in themselves, and then walking alongside them as they grow into their own light. This is what inside-out leadership looks like in action. It’s not just about helping others rise—it’s about rising together.
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