The other day, I was in a meeting with a CSR and their manager, discussing career growth within our company. When the CSR expressed interest in moving into a leadership role one day, her manager jokingly responded, “So, you’re coming for my job?” While it was said in good fun, it got me thinking about how that type of comment can make team members feel.
I quickly jumped in and said, “I think it’s an honor when someone aspires to take your seat.” They both looked at me, puzzled. So, I explained:
I want everyone in our company to know their path. If someone is eager to grow, space needs to be made for that to happen. Otherwise, growth stalls, and people feel stuck. If she wants your seat, take her under your wing. Teach her everything you know. Help her grow into your position, because that not only opens a door for her but creates an opportunity for you to step into something bigger as well. It’s a win-win — and it reassures her that her potential is recognized.
For me, it’s exciting when a team member has a clear vision of where they want to go. It makes it easier to support their growth and outline a roadmap for them. Plus, when challenges arise, having that bigger picture in mind keeps everyone motivated.
Yet, I’ve seen a different reaction play out too often. People get nervous when they feel like someone is gunning for their job. Sometimes, fear leads to sabotage — intentionally or unintentionally — as people try to block someone else’s growth to protect their own position. That mindset has to change.
The Power in Duplication
So, what is duplication? By definition, duplication is the action or process of multiplying something. The key words here: action and process. Without both, duplication doesn’t happen.
Action: Have you ever been buried in tasks, knowing that getting everything done will be overwhelming? Yeah, me too.
Process: Do you have tasks that exist solely in your head, with no written process for others to follow? Same here.
Here’s what I’ve learned: If I don’t create action and process to duplicate myself, I will never grow. And neither will my company.
When I first started in this industry, I wore every hat in the office. I figured things out as I went, but I didn’t write anything down. When we finally grew enough to hire more people, I sat them at a desk, taught them everything I knew in real time, and hoped for the best. That worked for a while, but as the company kept growing, I couldn’t personally train every new team member. I started holding onto tasks simply because I didn’t have the time to teach someone else or the documented processes to pass them off. That led to feeling overwhelmed and stuck — the exact feeling I never want any of my team members to experience.
Lessons Learned
Through this journey, I’ve discovered a few key lessons about the power of duplication:
- Take action. It’s not easy to break out of your normal routine and invest the time to train someone properly. But a few months of dedicated teaching can eliminate years of being buried under tasks that could have been delegated;
- Document everything. While you’re training, write things down. Create a clear, repeatable process so that when questions arise, your team isn’t left guessing;
- Don’t wait too long to duplicate yourself. I made this mistake. I held onto responsibilities for too long, thinking I could manage everything. I should have hired the right people sooner and empowered them earlier;
- People are your greatest asset. The more capable hands you have supporting you, the more freedom you gain. When you trust your team, you don’t have to carry the weight alone; and
- Your duplicate might be better than you. When you train someone and give them ownership of a role, they often elevate it beyond what you imagined. They take it seriously, refine it, and make it more efficient. And that’s when you’ll ask yourself, Why didn’t I do this sooner?
A Culture of Growth
I’ve learned never to fear someone wanting my job. Instead, I take it as a compliment and an opportunity to invest in their success. True leadership isn’t about hoarding knowledge or power — it’s about passing it on. When you embrace the mindset of duplication, you grow faster than you ever thought possible.
But talk is cheap. If you say you’re building a growth-minded organization, you have to live it. That means having real conversations with your team about where they see themselves going and how they can get there.
So here’s my challenge for you: Talk to your team today.
Ask them:
- What role do you want in the future?
- What steps will it take to get there?
- How can I help you grow into that position?
Then, take action. Create a process. Watch your company grow faster than ever before. Because when you duplicate yourself and empower others, that’s when real success happens.
