"talent is the most valuable asset in an organization."
Executive leadership is about being a generalist & hiring specialists. Therefore, the role of a manager is not to do the job of 100 men, but to get 100 men to do the job of 100 men (while being fiscally responsible of course); essentially always working to activate the leadership of others for the benefit of the whole.
In my work, I have found myself asking more questions than providing answers. Things to consider...
What were the career aspirations of your staff before you hired them? Have those changed?
What are the core skills required for them to maximize their impact in their role?
What does the next 5 years look like for them in your company? Who determines that?
What are they ultimately on the hook for?
What do your daily and weekly conversations sound like?