Last week, the school nurse called to tell us that Ambrose cut his head open and needed stitches. We were out of town and started making calls to engage the home team support crew. Soon Ambrose was at the ER, accompanied by his youngest brother, Eustace, who was being handed off from one family member to another.

As Ambrose lay on the bed with tears in his eyes, two-year-old Eustace did his best to comfort him with hugs and smiles, even while rocking a full-leg cast himself from a recent break. When the examination started, Eustace grabbed his big brother's hand and offered additional support by telling Ambrose to "squeeeeze." When Ambrose needed strength from others, the tables had turned, and Eustace was now caring for the brother who had often acted as the caregiver.

Moments like these allow younger siblings like Eustace to step into a leadership role as they recognize the chance to contribute. Not only is it heartwarming and picture-worthy, but it also spotlights the opportunity (or duty) we have to play a similar role for the leaders in our lives.

As I was recounting the ER story of Ambrose and Eustace with friends that evening, I immediately recalled two work examples where I had been on either side of a similar story as someone stepped in to be a leader for the person in charge.

As a young sales director, I was inspired by the words of a new CEO who announced that our company would be more collaborative, innovative, and people-centric going forward. I believed in the vision and loved his words, but I also knew that his approach to public speaking could be improved in a few areas. I was nervous when I entered his office to offer my feedback and support, and he not only received it but also asked me to seek out more opportunities to provide feedback and coaching.

Hearing his gratitude caused an “ah-ha” moment for me, and it was clear that most of the people he had led throughout his career were reluctant to offer this kind of help. I had been afraid to speak up at first, but my decision to “feel the fear and persevere” became a pivotal moment in my own leadership journey. I realized what a gift it was when the tables turned and leaders were able to accept leadership and coaching from employees who may be several steps lower on the organizational hierarchy.

Fast-forward a few years, and that CEO and I joined forces with an incredible group of leaders to launch a startup with intentional culture-building at the forefront of everything we did. As part of our culture architecture, we launched a perpetual coaching program, punctuated each year by every employee receiving their annual 360 coaching session. Our coaching programs were having a huge impact, and I was pouring myself into the growth and development of everyone on the team.

Then came my turn to receive the gift of leadership from someone I was leading. One of our newer sales reps was a participant in my coaching session that year, and when she presented the secret that would lead to my breakthrough performance and effectiveness, her question struck me to the core.

“Jeff, you spend all this energy and focus making sure that each of us is operating at our best while also checking on our personal needs and overall health, but who is doing the same for you?” Her words echoed in the room as I looked down at my notebook. After a few moments of silence, she offered to play that role, and I gladly accepted her invitation. From that point forward, she was able to support the supporter, lead the leader, and play a critical behind-the-scenes role in stabilizing the culture, even though she was several levels below me in the organization.

I think we often put up false barriers that prevent us from either giving or receiving coaching, feedback, and support for leaders, which could go a long way toward improving our personal growth and workplace cultures. We lose the childlike innocence that causes Eustace to step into the leadership role for his older brother, while allowing Ambrose the freedom to fully accept the support of a two-year-old.

Wouldn’t it be nice if leaders had someone’s hand to squeeze during the moments of pain?