Below is an excerpt adapted from our podcast conversation with 40 Under 40 honoree Rich Stevenson of ServiceLink. It has been edited for brevity and clarity.

Rich Stevenson didn’t set out to become a leadership trainer. His journey started in the mortgage industry over 20 years ago, when he took on an internship during college. What began as a job to help cover expenses gradually evolved into a career that allowed him to explore different roles within an organization, ultimately discovering a passion for training and leadership development.

“I really connected with training,” Stevenson shares. “It was something I took to naturally, and others seemed to enjoy it as much as I did.” Over time, he honed his skills, dedicating much of his career to working directly with managers, guiding them toward becoming effective leaders.

Investing In Others

For Stevenson, leadership wasn’t about seeking inspiration but rather about recognizing opportunities. Coming from a background in supply chain management, he found himself in an industry that had little to do with his degree. Yet, the changing economic landscape in Michigan at the time led him to stay in mortgage services, where he found room to pivot and explore his interests.

What set him apart was his ability to step back, assess what fulfilled him, and take deliberate steps to refine his focus. He realized that as he invested in the people around him, he became more successful. “The more I helped others succeed, the more I found success myself,” he explains. That mindset became the foundation of his leadership philosophy.

However, Stevenson acknowledges that his early career was more self-focused. “When I was younger, it was all about me — what I wanted, what I needed to accomplish. But over time, I realized that investing in others not only benefited them but made me a better leader as well.”

Unlocking Potential

One of the biggest lessons Stevenson has learned — and now teaches — is that leadership is about empowerment, not control. He stresses the importance of unlocking potential rather than molding people into something new. “If you recognize the inherent value in people and meet them where they are, you’ll foster true growth,” he says.

He also emphasizes the need for leaders to slow down and listen. “Slow is fast,” Stevenson reflects, recalling advice that stuck with him. Instead of rushing through tasks, leaders should focus on their team’s needs and take the time to guide them properly. It’s not just about getting things done but about doing them in a way that ensures long-term success.

“When you push people too hard, too fast, you might get results in the short term, but you risk burnout and disengagement,” he explains. “True leadership is about finding the balance between urgency and sustainability.”

Delegation

A common struggle among managers, according to Stevenson, is delegation. Many who rise to leadership roles have done so by excelling individually. Handing off responsibility can feel like losing control, but Stevenson argues that it’s essential for growth.

“When you learn to properly delegate, you’re not just lightening your own load — you’re empowering your team,” he explains. Effective delegation involves a structured approach, ensuring employees are given clear responsibilities while being supported through the learning process. This, in turn, fosters both team development and overall efficiency.

He recounts an experience with a manager who was reluctant to delegate but, after coaching, saw the benefits. “I had a manager in one of my training sessions who was doing everything himself, feeling overwhelmed. Once he started trusting his team with tasks, not only did his workload decrease, but his employees became more engaged and confident. It was a game-changer for him.”

Building A Leadership Culture

While individual leadership skills are crucial, Stevenson believes that true transformation happens when organizations commit to structured leadership development. A dedicated Leadership Academy was established at ServiceLink to help managers refine their skills. The success of that program led to the creation of additional training initiatives to support managers at all levels.

“It’s one thing to lead by example, but if leadership training isn’t baked into an organization’s DNA, it won’t have a lasting impact,” Stevenson explains. He encourages businesses to invest in their leaders by creating systematic programs that nurture talent and ensure long-term success.

Stevenson believes that leadership development should not be limited to the executive level. “A lot of organizations invest in the C-suite and frontline employees, but they forget about middle managers — the ones who are responsible for turning strategies into action. Without proper support, they struggle, and that affects the entire organization.”

He also encourages aspiring leaders to seek mentorship and training opportunities within their organizations. “If you want to grow, don’t wait for someone to hand you a roadmap. Be proactive — ask for development opportunities, find a mentor, and take ownership of your leadership journey.”

Other Podcast Highlights

Stevenson’s insights serve as a powerful reminder that leadership is not just about personal achievement but about lifting others. His story is one of adaptability, intentional growth, and the belief that great leaders are those who create opportunities for those around them. For aspiring leaders, his advice is simple but profound: focus on people, listen more than you speak, and build a system that supports sustainable success.

“If you find yourself in a leadership role without organizational support, ask serious questions,” he advises. “Is this the right place for you? Can you influence change? And if the answer is no, maybe it’s time to find an organization that truly values leadership development.”

For those at the start of their leadership journey, Stevenson offers this encouragement: “Leadership isn’t about having all the answers. It’s about asking the right questions, listening, and being willing to grow alongside your team.”