The multiplier effect. A simple but powerful idea about how leaders show up.
Leadership research suggests most leaders fall into one of two broad categories.
Diminishers are those who drain intelligence, energy and capability from the people around them. They believe they’re the smartest in the room and their teams exist to carry out their vision.
Multipliers, on the other hand, amplify the talent around them. They don’t need to have all the answers – they make everyone else’s ideas sharper. Their teams are energised, take initiative and grow quickly. That’s the multiplier effect in action.
But here’s the catch: many diminishers don’t even realise they’re doing it. They think they’re helping by jumping in with answers, or by shielding their teams from mistakes.
In this article, Donal Laverty, consulting partner at Baker Tilly Mooney Moore in Northern Ireland, and Jane Walker-Smith, people service partner at MHA in the UK, explore five practical actions leaders can take today to shift into multiplier mode.
And it all starts with awareness.
Research shows diminishers get less than half of their team’s intelligence. Multipliers, by contrast, can unlock up to twice as much. In other words, multiplier leaders don’t just lead people – they bring out their best and grow them.
1. Ask better questions
Multipliers don’t give all the answers, they ask better questions: What’s your take? What might we be missing?
Curiosity signals trust. It shows you believe your team has insight worth hearing and it pushes people to think deeper.
2. Give ownership, not tasks
Diminishers delegate tasks. Multipliers delegate outcomes.
Instead of saying, “Do it this way”, say, “Here’s the end goal. I trust you to figure out how to get us there”.
That subtle shift gives people autonomy, creativity and accountability – all powerful motivators.
3. Stretch, but support
Multipliers challenge people beyond their comfort zones, but they don’t throw them into the deep end without a life vest.
They assign ‘stretch opportunities’ that grow skills and confidence, whilst offering support.
4. Celebrate thinking, not just results
When teams know their ideas matter, they’re more likely to take risks and innovate.
A multiplier doesn’t just reward outcomes; they recognise effort, insight and courage.
They might say, “That idea didn’t work, but I loved the way you approached it. Let’s apply that same thinking to our next challenge”.
5. Remove fear
Fear is the ultimate diminisher. If people are worried about looking silly or being punished for mistakes, they’ll hold back.
Multipliers create psychological safety by modelling humility themselves. They admit when they don’t know the answer, they share credit generously and they treat failure as learning.
But why does this matter so much?
The ripple effect
It matters because leadership doesn’t just influence performance in the moment, it creates ripple effects.
- Employee experience drives retention: Teams led by multipliers feel seen, valued and motivated to stay.
- Innovation drives growth: Multipliers unlock more ideas and better solutions, fuelling real breakthroughs.
- Culture defines legacy: When you multiply others, they become leaders who multiply in turn.
The real measurement of leadership
At the end of your career, people won’t just remember how many projects you delivered or how many fires you put out. They’ll remember whether they did their best work with you and whether they grew smarter, stronger and more confident because of you.
That’s the true multiplier effect.
Whether it’s reshaping how your teams operate or providing strategic HR advice when you need it most, at Baker Tilly we’ll help you turn ambition into action. Learn more.
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