Back in late 2019 and early 2020, I started a consulting company.
I had the passion, the skills, and a clear vision of what I wanted to build. I trained hard, planned carefully, and poured myself into it. For a while, it looked promising. Then it slowed down, and eventually, it paused.

At the time, I told myself it failed because of external reasons like timing, resources, or maybe even luck. But when I looked closer, I realised the real struggle was internal. I couldn’t translate what was in my mind into something others could see, feel, and believe in. I needed people, but I couldn’t bring them along with me.

I thought the problem was communication. It wasn’t.
It was trust.

I didn’t fully trust others to carry the dream the way I did. I assumed no one would care enough, think fast enough, or push as hard as I would. So I did everything myself. And in doing that, I built walls around my own vision.

Years later, after working with other entrepreneurs and spending time inside a large organisation, I began to see the difference. In larger teams, vision is never held by one person. It is shared, shaped, and sometimes challenged. That is what makes it sustainable. Everyone plays a part in translating the big picture into small, daily actions.

As an entrepreneur, that is where the shift has to happen. You move from my goal to our goal. But not in theory, in practice.

So how do you actually do that?

First, learn to share before you show.
Most entrepreneurs show people what to do because it feels faster. But when you share the reason behind it, the story and the intention, you give people ownership. Ownership fuels effort far better than instructions ever will.

Second, make space for their fingerprints.
If you want people to believe in the vision, they need to see themselves in it. Let them shape parts of it. Listen, even when their ideas stretch yours. That is not losing control, it is gaining connection.

Third, trust in stages.
Trust does not switch on overnight. It grows through small moments. When you delegate something and resist the urge to take it back. When you ask for feedback and act on it. When you let someone else present your idea and you stay quiet in the background.

Fourth, communicate constantly.
Not through long speeches, but through clarity and consistency. People do not need perfection; they need direction that feels real. Be honest about the process, the uncertainty, and the things that are still taking shape. That is how belief builds, through shared honesty.

What I have learned is that growth does not just happen when the business expands.
It happens when belief expands.

The moment you stop holding your dream so tightly that no one else can touch it, that is when it starts to breathe. The transition is not easy. It is full of small setbacks, awkward conversations, and uncomfortable trust. But it is also where leadership turns into legacy.

You cannot build a team that believes if you do not let them believe with you.

That is how the shift from my goal to our goal becomes real.
Not in theory, but in the way you lead, listen, and let go.