Cats Don’t Carpool: The Leadership Blog Series
Herding Cats, Managing Chaos, and Leading with Less Hiss
Every team has at least one:
The eager helper. The bright-eyed problem-solver. The “tell me what to do and I’ll do it” go-getter who always volunteers, sometimes before you even finish the sentence.
Meet the Babyface.
In Cats Don’t Carpool: They Come in Their Own Accord, Babyfaces represent your emerging leaders: the ones who might lack polish, experience, or confidence—but who more than make up for it with heart, hustle, and curiosity.
They’re often overlooked in leadership conversations because they don’t look the part (yet). But with support? They can become some of your strongest, most loyal, people-first leaders.
Let’s talk about how to spot them, support them, and start shaping their growth, without pushing them too hard, too fast.
🐣 Babyface Traits to Look For
They’re often:
- Eager to help and learn
- Optimistic and team-oriented
- Curious, responsive, and quick to adapt
- Hesitant to speak up in large groups, but shines in one-on-ones
- Prone to imposter syndrome or needing extra reassurance
They’re not immature—they’re in development. Think of them as seedlings: full of potential, not yet hardened by workplace politics or burnout.
🧭 What Babyfaces Need From You as a Leader
To grow into their next-level selves, Babyfaces need:
- Encouragement – Recognition that their effort matters
- Feedback – Clear, constructive input that builds skill and confidence
- Stretch opportunities – Projects that feel challenging but achievable
- Mentorship – Someone to help them connect the dots, navigate politics, and envision growth
- Permission to try (and fail) – A safe space to experiment without fear of public failure
🌱 5 Ways to Develop Your Babyfaces Into Leaders
1. Name their potential early and often
Many Babyfaces don’t see themselves as leaders—until someone tells them they are.
🪶 Try this:
“You’ve got a great way of seeing what people need. That’s a leadership trait.”
2. Give them small-stage moments to build confidence
Don’t throw them into high-stakes meetings yet—but do let them run a small huddle, lead a short update, or present an idea.
🪶 Try this:
“Would you be willing to walk the team through your draft? I think it deserves a spotlight.”
3. Model vulnerability and a growth mindset
Show them that leaders are always learning. It’ll make them more willing to try, ask, and learn publicly.
🪶 Try this:
“I didn’t get that right the first time either—it took me a few rounds. Let’s figure it out together.”
4. Assign them a buddy or mentor
Someone a step or two ahead of them can help normalize their learning curve—and boost their confidence through quiet guidance.
🪶 Try this:
“I’d love to pair you with Jordan—she just navigated that same process last year.”
5. Check in on emotional load, not just output
Babyfaces may hide stress behind cheerfulness. Make space to ask how they’re really doing, not just what they’re delivering.
🪶 Try this:
“What’s something you’re proud of this week? And what’s something that felt harder than expected?”
🐈 Final Meows
Leadership potential doesn’t always look like loud confidence or polished presence. Sometimes, it shows up as quiet consistency, kind observation, and a willingness to say “yes” before they feel fully ready.
As a leader, you get to be the one who sees that potential and helps nurture it into something beautiful.
Because let’s face it: Babyfaces won’t stay baby forever. But they’ll remember who believed in them when they still had whiskers to grow.
This post is part of the ongoing series
🧶 Cats Don’t Carpool: The Leadership Blog Series – Herding Cats, Managing Chaos, and Leading with Less Hiss
Insights inspired by the book “Cats Don’t Carpool: They Come in Their Own Accord.”
📘 Pre-order the book for more people-centered leadership strategies with heart, humor, and a little fur:
👉 https://amzn.to/4kCSJ6B