When a team underperforms, it is natural to look outward. We might think the people we hired are not committed, or that market conditions are harder than expected. Yet the truth sits much closer to home. The team reflects our leadership. If the group is falling short, it is a sign that we have not given them what they need to succeed.
Our actions set the tone. When we are unclear, the team becomes uncertain. When we move fast without direction, people chase the wrong goals. When we lose patience, they play it safe instead of thinking creatively. Every missed target and every low energy meeting tells us something about how we lead. It shows where we have not taught, supported, or listened.
Leadership is not about control. It is about creating an environment where people can perform at their best. If we expect focus, we must give focus. If we want accountability, we must model it. Teams do not fail in isolation. They fail because we have not built enough trust, structure, or purpose around them.
A practical step we can take today is this: schedule a thirty minute conversation with the team and ask one question. “What do you need from me that you are not getting right now?” Then listen fully. Do not explain or defend. Just listen. The answers may be uncomfortable, but they will point directly to what needs to change.
When we accept that team performance is a mirror of our leadership, everything shifts. We stop blaming and start building. We grow as leaders, and in doing so, give our teams the chance to grow with us.
About the Author
Jonathan Riley is a Leadership Coach whose work combines psychology, business insight, and systems thinking to shape effective and sustainable leadership. Author of The Boundaries Bible, The Antidote to Burnout, and A Leader’s Way, he helps leaders master performance, balance, and purpose through his advisory work and Mastermind Groups. Learn more at mypracticeleaders.com.au