They're Not Better Than You—They're Your Greatest Asset
Updated: Oct 1
When you step into leadership for the first time, it's natural to look around and think, “Some of these people are smarter than me. More experienced. Better at the job.” That little voice starts whispering: Do I even belong here? They're not better than you; they're your greatest asset.
Let me tell you what I’ve learned over the years, especially after managing some incredibly talented, wildly intelligent, and sometimes intimidating people.
That feeling? It’s not a threat.
It’s a gift.
Leadership Isn’t About Knowing Everything
Being a supervisor is not about being the smartest person in the room. It’s about keeping the whole room working together. You’re not in your old job anymore, doing just one task. You’re now multitasking across projects, people, deadlines, goals, and company needs.
That subject matter expert who knows the ins and outs of a system better than you? Let them shine. That’s their job.
Your job is to create the environment where they can shine, and where their brilliance moves the team forward, not sideways.
My Story: From Intimidation to Collaboration
Early in my leadership career, I worked with a team member who could finish a task before I even understood the full scope of it. At first, I felt like I needed to prove I was just as capable. I pushed myself to learn fast, speak up, and never let her see me hesitate.
But then I realized something.
She didn’t need another version of herself. She needed a leader who saw her strengths, gave her stretch opportunities, and got barriers out of her way.
I started treating her like a subject matter expert, not a threat.
I put her in charge of training others. I gave her the freedom to lead her area. And when I had to make big decisions, I asked for her insight before the meetings.
It changed everything.
When You’re Called Out in Meetings
Now, let’s talk about the hard part. What if your SME doesn’t have the best social skills? What if they interrupt you in meetings or make you feel small in front of others?
Here’s what I do.
After the meeting, I pull them aside privately. Not to reprimand, but to coach.
I say something like, “I value your input and expertise. I want to make sure your voice is heard, but it works better when we discuss any big concerns before the meeting, so we’re aligned. Can we agree to talk things through privately first?”
Most people will adjust. And if they don’t, then it becomes a coaching opportunity about professionalism and team respect.
This isn’t about silencing them. It’s about creating a respectful team dynamic where feedback is delivered effectively.
How to Use Their Strengths Without Losing Yourself
Here’s how I’ve learned to leverage top performers:
Make them the go-to: Assign them as the point of contact for their specialty.
Have them lead initiatives: Let them run projects where their expertise matters.
Encourage peer training: If they’re good at what they do, let them teach others.
Learn from them: Ask questions. Get curious. Let them sharpen you too.
Give them stretch roles: They don’t need a new title to grow, just a challenge.
And most of all: thank them. Tell them how much their work helps you and the team.
You Bring More Than Just Technical Skill
Even if your team members are more technically skilled than you, don’t forget what you bring:
Emotional intelligence
Conflict resolution
People development
Strategic planning
Budget management
Task delegation
Stakeholder reporting
Building team culture
That’s leadership. And it’s not easy. It’s also not a one-person job.
Smart leaders surround themselves with smart people. It’s how winning teams are built.
Final Truth: They’re Not Better Than You
They’re just better at something specific.
And that’s exactly what you need. You need experts. You need strong voices. You need people who challenge you in the right way.
Don’t see them as a threat. See them as your secret weapon.
Because when you let go of insecurity and lean into collaboration, you win, and so does your team.
What You Can Try Today
Identify one team member who has expertise you admire. Ask them to teach you something this week.
Review your meeting notes. Were you interrupted or undermined? If so, plan a respectful 1:1 conversation.
Create a stretch assignment for your top SME to help them grow.
Write down three leadership tasks you do that others don’t see, and remind yourself of the value you bring.
Update your goals to include “mentorship and learning” as a key priority.
Where to Go From Here
Leading strong performers can test your confidence, your ego, and your team's trust. At Surviving Life Lessons, we believe in life survivors helping life strugglers. Our New Managers & Leadership Support Group is a place to talk about leading people with big talent, and our Self-Esteem & Confidence Support Group can help you lead from confidence. You can also browse our Community Groups Catalog to find every group that fits where you are right now.
For more, read What If They’re Better Than You? — Leading with Confidence or Letting Go of Ego and Leading High Performers.
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About the Author:
Deborah Ann Martin is the founder of Surviving Life Lessons, a published author, poet, speaker, and trainer with over 20 years of management experience across multiple industries. An MBA graduate, U.S. veteran, single mother, and rare cancer survivor, Deborah brings both professional expertise and lived experience to her writing on resilience, leadership, personal growth, and overcoming adversity. Her mission is to empower others with practical wisdom and real-life insight to navigate life’s challenges with strength and purpose.
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