Fridays make me grateful. Gratitude sharpens my view as a leader and a man of faith. My stance is simple: leaders must hand off the reins sooner than feels comfortable. Not because we are tired, but because new leaders grow only when trusted with real weight.
I’ve watched the next generation step up many times across 63 years. Yesterday, I witnessed it again. It didn’t just match what came before. It eclipsed it.
What Happened When I Let Go
Before COVID, I helped lead a weekly gathering of men. We call it Men. It’s a group where guys show up to hear an honest faith story—the good, the bad, and the God moments. We don’t hide scars. That’s the point.
Then COVID hit. I couldn’t carry it anymore. The other two leaders couldn’t either. For a while, that felt like failure. But here’s the truth that humbled me: three younger leaders—Lance Civic, Todd Akins, and John Simontaki—did not just pick it up. They leveled it up.
“They stepped it up, took the reins, and eclipsed what we were able to build.”
This is not rare. I’ve seen turnarounds at 28, run four companies, and advised CEOs for decades. I’m wired to build. Still, the strongest growth I’ve witnessed often came after a handoff. That’s not a hit to my ego. It’s proof that leadership is a relay, not a throne.
Why Letting Go Feels Hard
Let’s be honest. Many leaders hold on too long. We use words like “stewardship” to mask fear. We fear the mission will drift. We fear the bar will drop. We fear we’ll be forgotten.
Here’s my pushback: clutching the reins is riskier than releasing them. When you grip tight, you block fresh ideas, new energy, and broader reach. When you release, you multiply impact.
“Have you ever seen when the next generation steps it up, takes the reins, and eclipses what the prior generation was able to build?”
Yes. I have. Many times.
Gratitude Is a Leadership Strategy
Gratitude isn’t fluffy. It’s a force. In my world coaching CEOs, gratitude shifts the room. It lowers defenses. It invites initiative. It says, “I see you. I trust you.” That’s rocket fuel for ownership.
In our group, the shift started with simple thanks. I told Lance, Todd, and John how proud I was of their leadership. I meant it. I watched them recruit, listen, and serve without making it about themselves. They didn’t cling to old ways. They kept what mattered—raw honesty and hope—and refreshed the rest.
Curious what this looks like in action? It starts with noticing, not controlling.
- Spot people who already act like owners.
- Give them real responsibility, not tasks.
- Back them in public. Coach in private.
- Resist the urge to “fix” their style.
- Thank them often and by name.
Gratitude creates lift. Authority creates limits. You choose which one you want more of.
What About Quality?
The pushback I hear: “If I step back, quality will dip.” Maybe for a moment. But if quality only holds when you hold it, that’s not quality. That’s control. Great systems survive a handoff. Great missions spread because they are shared, not guarded.
In our case, quality improved. Attendance grew. Stories got realer. The culture stayed strong because it was built on truth, not titles.
My Challenge to You
“Who are you grateful for?”
Start there. Name them. Then act on it this week.
- Write a short, specific thank-you note to someone who’s stepping up.
- Hand off one leadership duty with full trust and a clear outcome.
- Publicly affirm the person now carrying the weight.
Your mission will not shrink when you do this. It will expand under steady, shared hands. And you’ll gain something that control can never buy: joy.
I’m proud of Lance, Todd, and John. I’m grateful for Men. Most of all, I’m convinced that the next generation is ready—if we let them lead. The question is whether we have the courage to release the reins and cheer louder than we correct.
Leaders, it’s Friday. Let gratitude drive your next move. Hand it off. Watch them soar. Then clap like crazy.
