Lead to Scale: The Spiral Path to Sustainable Leadership

Most leadership development fails because it follows a straight line.

I discovered this the hard way. After selling my first company and stepping into a role leading a larger team, I noticed something troubling.

Leaders would implement systems, create strategies, and roll out initiatives. They'd push forward with determination. Yet something essential would get lost along the way.

Their soul. Their people. Their mission.

The problem wasn't lack of effort or intention. The problem was the path itself.

Linear leadership development creates linear results. You move from point A to point B efficiently, but often at the cost of what matters most.

What if there's a better way?

Why Leadership Development Follows a Spiral

Leadership growth doesn't follow a straight line. It follows a spiral.

Research confirms this. Development "moves forward, then consolidates, turns back slightly, and moves forward again in a spiral pattern - creating a more sustainable and robust form of growth." Source

This isn't abstract theory. It's how humans actually develop.

Think about learning any complex skill. You don't master it in a linear progression. You cycle through periods of growth, plateau, integration, and then growth again.

Leadership follows this same pattern. But most development programs ignore this reality.

They push for constant forward motion. They measure progress by checking boxes. They confuse planning for progress.

The result? Burnout. Disconnection. Leaders who look successful on paper but feel hollow inside.

The Dual Flywheel Approach

Through years of working with faith-forward founders and purpose-driven leaders, I've developed what I call the Lead to Scale™ approach.

It's built on two interlocking flywheels that create sustainable momentum.

The outer flywheel represents your leadership journey:

Lead (yourself and perhaps one other)

Grow (team development and performance)

Scale (expanding leadership, culture, systems across the organization)

The inner flywheel powers each stage of that journey:

Aware (honest assessment of current reality)

Align (matching actions to intentions)

Accountable (clear ownership with verification)

These aren't just steps. They're guiding principles that remain constant while their expression evolves with your unique leadership style.

Think of it like a GPS. Awareness tells you where you are. Alignment charts your course. Accountability ensures you're making progress.

But here's what makes it truly a spiral: As you move through lead, grow, and scale, you constantly revisit awareness, alignment, and accountability at increasingly complex levels.

Each cycle builds on the previous one. Each return to "awareness" brings deeper insights.

Starting with the Leader

The most common mistake organizations make? Not starting with the leader.

They implement systems. They restructure teams. They roll out initiatives.

But they skip the foundational work of leadership development.

As John Maxwell taught, the leader is the lid to organizational growth. You can't take your organization further than you've been willing to go yourself.

This isn't about perfection. It's about growth in specific areas needed for your next phase.

Leaders who focus on their own development first create significantly more impact throughout their organizations. Source

The spiral begins with honest self-assessment. Where are you now? What patterns limit your effectiveness? What blind spots keep you stuck?

This awareness stage is where many leaders resist. They're comfortable with assessments as concepts but struggle with the vulnerability required for genuine insight.

True awareness demands courage. It means seeing yourself clearly, without defensiveness or denial.

From there, you can align your actions with your intentions. Not just what you do, but how you show up. Not just your calendar, but your presence.

Moving Beyond the Leader

As you develop personally, the spiral expands to your team.

This is where shared language becomes crucial. Without common terms and concepts, teams struggle to communicate effectively about growth.

I experienced this firsthand with a nonprofit client experiencing rapid growth. Their culture was shifting. The essence of what they loved felt less tangible.

We implemented the System and Soul framework, giving them language to discuss both operational excellence and cultural health.

They established quarterly meetings, one-on-ones, and weekly syncs. They created clear accountability structures.

Over time, something remarkable happened. These systems didn't diminish their culture. They enhanced it.

They discovered that structure, when implemented wisely, creates freedom rather than constraint.

Organizations with strong operating rhythms demonstrate 3x faster growth and higher retention rates of ideal team members. Source

This rhythm isn't about rigid control. It's about creating a predictable pattern that reduces friction in decision-making.

Signs You're Successfully Navigating the Spiral

How do you know if you're on the right path? Look for these indicators:

Momentum and rhythm, not blunt force determination. There's a flow to your progress rather than constant pushing.

Psychological safety increases. Using Dr. Timothy Clark's definition, you're creating "a culture of rewarded vulnerability."

Retention of ideal team members improves. Not just anyone, but those who truly fit your culture and mission.

People grow into greater responsibility. Team members naturally develop and take on expanded leadership roles.

You build on previous growth rather than revisiting the same issues. Each cycle takes you deeper, not just around the same track.

These signs reveal that you're not just growing bigger. You're growing better.

Common Resistance Points

The spiral path isn't always smooth. Watch for these common resistance points:

Leaders often resist true awareness. They want assessments for their teams but struggle when the mirror turns toward them.

Many leaders want accountability for others but resist it for themselves. This creates a credibility gap that undermines the entire process.

Some get stuck in planning mode. They create elaborate strategies but never fully implement them. They confuse planning for progress.

Others rush past awareness straight to action. They implement solutions before truly understanding the problem.

In my experience with the CAR model (Clarity, Autonomy, Results), the most common mistake is holding people accountable for results without providing clarity first.

Sustainable Practices for the Spiral Journey

How do effective leaders maintain momentum on this spiral path? Through sustainable practices:

They hold sacred time for their development. Whether through books, podcasts, or conferences, they protect regular intervals for learning.

They find learning opportunities in the margins. A 20-minute drive becomes a chance to absorb new ideas.

They immediately teach or apply what they learn. This creates deeper understanding and longer-lasting impact.

They embrace "learn a little, teach a little" rather than massive knowledge acquisition followed by attempted implementation.

Most importantly, they operate from a fundamental mindset: your potential as a leader is uncapped and largely untapped.

This mindset transforms leadership development from a destination into an ongoing journey.

Finding Your Own Path

The beauty of these guiding principles is their flexibility. They don't prescribe specific tools or techniques.

Different tools work for different leaders. What matters is finding approaches that resonate with your unique leadership style.

I recommend studying how successful leaders think rather than simply mimicking what they do. Listen to interviews. Read their books. Notice their thought patterns.

Then apply those perspectives to your own context.

The principles remain constant: lead yourself, lead others, lead the organization. Within each, continuously become aware, align your actions, and embrace accountability.

But how you express these principles will be uniquely yours.

The Timeless Nature of Spiral Leadership

What makes this approach so powerful is its timelessness.

The tools and technologies of leadership change constantly. Remote work, AI, global teams - these create new challenges.

But the fundamental dynamics of human development remain consistent.

The spiral path would have worked 2,000 years ago. It will work 2,000 years from now.

Because it's built on how humans actually grow and develop.

This approach isn't about following trends or implementing the latest management fad. It's about aligning with the natural rhythms of human and organizational development.

Competing Against What's Possible

The most exciting element of leadership development is competing against what's possible for you, your team, and your organization.

Not comparing yourself to others. Not chasing arbitrary benchmarks.

But continuously expanding your vision of what's possible.

The spiral path isn't about reaching a destination. It's about the continuous pursuit of potential.

It's about scaling what's worth keeping.

Your mission. Your values. Your people.

Because growth without soul isn't growth. It's drift.

And the leaders who make the greatest impact understand that the path to sustainable leadership isn't a straight line.

It's a spiral.