Ask every team member once a quarter: where do you want to be in two years? Then explicitly tie their current work to that path.

When a member delivers excellent results but destroys team morale, separate performance from behavior via a clear standard and a direct honest conversation.

Don't ask "do we need another hire?" — ask "if we started today with nobody, who'd we hire first?".

Design a 3-phase leadership onboarding plan: Learn (30) → Contribute (60) → Own (90) — instead of leaving the new member to "figure it out alone".