We’ve all had different types of leaders—some that inspire us to give our best and others that make us question our potential. The difference? It’s often a matter of being a Multiplier vs. a Diminisher.
In her groundbreaking book, Multipliers, Liz Wiseman dives into this concept, exploring how some leaders act as Multipliers, bringing out the best in their teams, while others operate as Diminishers, unintentionally holding people back. Let’s break down what these two types of leaders look like and, most importantly, how you can be a leader who multiplies rather than diminishes your team’s potential.
What’s the Difference Between Multipliers and Diminishers?
Multipliers and Diminishers can look similar on the surface—both might be highly knowledgeable, successful, and driven. But their impact on those around them? That’s where things start to differ.
- Multipliers see the potential in their team and believe everyone has something valuable to contribute. They don’t want to be the smartest person in the room; they want to make everyone else smarter.
- Diminishers may be talented, but they feel the need to keep control, leading them to micromanage or dominate conversations. They may think they’re helping, but they often unintentionally limit the team’s growth and creativity.
When you work for a Multiplier, you feel empowered, trusted, and valued. When you work for a Diminisher, it’s easy to feel second-guessed, undervalued, or even invisible. And as a leader, recognizing which one you lean toward can make all the difference.
The Impact of Multipliers: Bringing Out the Best
Multipliers are the kind of leaders who leave you feeling inspired and capable. They focus on the potential of each person and work to amplify it. Here’s how they do it:
- They Ask, Don’t Tell
Multipliers lead by asking questions instead of giving all the answers. When faced with a challenge, they might ask, “How would you solve this?” or “What do you think our next move should be?” By doing this, they’re encouraging team members to think critically and come up with solutions on their own. This approach builds confidence and teaches problem-solving skills, making the team stronger over time. - They Share the Spotlight
Instead of taking credit, Multipliers are quick to shine the spotlight on others. If a project succeeds, they celebrate the team’s efforts, not just their own leadership. This creates a culture of recognition and respect, where people feel appreciated for their contributions and are motivated to step up. - They Empower People to Fail and Learn
Multipliers don’t expect perfection. They know that people grow by making mistakes and learning from them. When something goes wrong, they see it as a teaching moment rather than a setback. By creating a safe environment for failure, Multipliers encourage innovation, risk-taking, and resilience. - They Challenge People to Go Beyond
A Multiplier leader believes in pushing people to their full potential. They don’t shy away from setting high expectations, but they provide the support needed to reach them. When people achieve more than they thought possible, it boosts their confidence and encourages them to keep striving for excellence.
In short, Multipliers are the leaders who make you feel like your voice matters. They inspire you to do your best work, knowing that your efforts are genuinely valued and recognized.
The Impact of Diminishers: Limiting Growth
Diminishers, on the other hand, often unintentionally restrict their team’s potential. Even if their intentions are good, their actions can create an environment where people feel undervalued and hesitant to take initiative. Here’s how Diminishers operate:
- They Dominate Conversations
Diminishers are quick to share their own opinions and ideas, often leaving little room for others to contribute. By talking more than they listen, they unintentionally send the message that only their viewpoint matters. Team members may stop sharing ideas, feeling that their input isn’t wanted. - They Micromanage
Micromanagement is a classic trait of a Diminisher. Instead of trusting their team to execute tasks, Diminishers feel the need to oversee every detail. This can make people feel like they’re not trusted or capable, leading to disengagement and frustration. - They Focus on Weaknesses
While Multipliers see potential, Diminishers tend to focus on what’s lacking. They might dwell on mistakes or shortcomings, emphasizing what went wrong rather than what could be improved. Over time, this criticism wears people down, and they may stop trying to reach higher because they don’t feel supported. - They Take Control in Crisis
When things get tough, Diminishers often step in and take over, leaving the team feeling sidelined. This can be disheartening for team members who wanted to help solve the problem but weren’t given the chance. It also prevents people from developing their own skills for handling high-stakes situations.
Being a Diminisher doesn’t mean you’re a bad leader—it often comes from a desire to protect, control, or ensure the best outcome. But by doing so, you can end up stifling the growth and engagement of your team.
How to Be a Multiplier Leader
If you’re aiming to become a Multiplier, it’s about shifting from a mindset of control to one of trust and empowerment. Here’s how you can start:
- Listen More, Talk Less
Make a conscious effort to listen more than you speak. When someone comes to you with an idea or question, resist the urge to give the answer. Instead, ask guiding questions that help them arrive at a solution on their own. Listening not only builds trust but also opens up the floor for fresh ideas. - Encourage Ownership
Give your team members the freedom to take ownership of their projects. Rather than checking in on every detail, set clear goals, then step back. Let them know you’re there for support, but trust them to handle the execution. This shows them you believe in their abilities and gives them a chance to prove themselves. - Create a Safe Space for Learning
Let your team know that mistakes are part of the process and that you see failure as an opportunity to learn. When things don’t go as planned, hold debriefs where you focus on lessons learned rather than blaming or criticizing. This makes people more willing to take risks and learn from their experiences. - Push People Out of Their Comfort Zones
Multipliers don’t settle for the status quo. They encourage growth by challenging people to go beyond what’s comfortable. Offer stretch assignments, encourage them to develop new skills, and give them the support to succeed. You’ll be amazed at what people can achieve when they’re given a chance to rise to the occasion. - Celebrate and Acknowledge Efforts
Take time to recognize the contributions of your team. Whether it’s a small shout-out in a meeting or a more formal acknowledgment, celebrating efforts shows people that their work matters. When people feel seen and appreciated, they’re more motivated to continue doing their best.
Why It Matters to Be a Multiplier
At the end of the day, leadership is about more than managing tasks—it’s about bringing out the best in people. Multipliers create an environment where people feel empowered, valued, and motivated to contribute. They build teams that are resilient, engaged, and full of potential.
If you’re a leader, take a moment to reflect. Are you giving your team the space and support to grow, or are you holding on too tightly? It’s never too late to shift your approach. By adopting the mindset and habits of a Multiplier, you’ll not only see growth in your team but also in yourself as a leader.
Leadership is a journey, and the best leaders are always learning. So, take that step toward being a Multiplier—your team will thank you for it, and the results will speak for themselves.
