Jack Nehlig and Trevor Robinson discuss how leaders can grow themselves and develop others in a way that is both practical and approachable. This episode introduces the unique concept of the “developmentor,” emphasizes the importance of self-driven learning and mentorship, and shares why seeking feedback is valuable. Readers looking to build better leadership habits will find this direct and actionable.
The “Developmentor” Concept: Uniting Development and Mentorship
Jack Nehlig presents “developmentor” as a hybrid term that combines personal growth with the responsibility to mentor future leaders. He notes, “you need to be doing development of your employees and yourself, and then you need to be, as a leader, involved in mentoring employees, future leaders, and be mentored yourself.” This approach blends two essential leadership qualities: a commitment to ongoing learning and a willingness to share knowledge.
The “developmentor” idea is relevant for anyone wanting to lead by example. Leaders who model personal growth inspire their teams and reinforce a culture where improvement and guidance go hand-in-hand. This means that being a true role model involves not only pushing oneself forward, but also inviting others along for the ride.
Personal Growth Starts with Self-Honesty and Seeking Feedback
A key takeaway from the episode is that leaders must prioritize their own growth to genuinely benefit their teams. Nehlig recommends an annual audit of personal development efforts, highlighting that, “you need to lead from the front. You need to be a role model for your employees in training and development.” He advises listeners to review how much energy they are putting into becoming better leaders year after year, whether through formal education, self-study, or skill-building opportunities.
Equally important is the act of seeking honest feedback. Nehlig explains, “Ask those people in your care how you can be better, and it’s amazing how motivating that is for them.” By inviting team members to share how their leaders can improve, leaders foster a spirit of trust and openness. This feedback loop not only accelerates the leader’s own growth but also shows a deep respect for the voices of those they lead.
Mentoring, Learning from Others, and Embracing Diverse Experiences
Nehlig expands on learning from the people and leaders around you—what he calls “leadership stalking.” He encourages listeners to observe both effective and ineffective leaders to learn what works and what doesn’t. “Study them the most... each one of those, quote, bad leaders that you don’t like, they must have something that’s good, or they wouldn’t have got where they are,” Nehlig says, underlining the value in all experiences.
The episode also stresses the importance of offering mentorship to others and helping team members become self-driven learners. Nehlig reminds listeners that “training and development is the employee’s responsibility. So here, we’re going to help them get trained.” Tools like LinkedIn Learning make skill-building widely accessible. Additionally, Nehlig encourages taking on different roles or projects over the course of a career, building leadership ability through varied experiences rather than staying in one comfort zone.
Key Quote From The Episode
“Leadership cannot necessarily be taught, but it can be learned.” – Jack Nehlig [00:16:40]
Key Takeaways
[00:01:03] “Developmentor” combines self-development and mentoring others as a single leadership standard.
[00:03:54] Leaders should audit their personal growth and seek feedback from teams and peers.
[00:07:31] Valuable lessons come from observing both effective and ineffective leaders.
[00:11:51] Employees are responsible for their growth, while leaders encourage and support them.
[00:14:26] Diverse experiences, not staying on a single track, make for stronger leadership.
Wrap Up
Blending self-improvement and mentorship, the “developmentor” mindset helps leaders grow while lifting others along the way. Key practices include regular self-assessment, welcoming feedback, learning from everyone around you, and encouraging diverse roles and experiences for both yourself and your team. Leaders who consistently act on these points will build not just their skills, but a culture of growth and openness.
Actionable suggestions:
Perform an annual review of your learning efforts and be honest with yourself about areas for improvement.
Regularly ask peers and team members for suggestions on how you can better support them.
Observe and learn from all leaders — even those you disagree with — to find hidden strengths and ideas to adopt.
