Few things go exactly as planned—especially in leadership. Whether you’re a first-time manager or stepping into a leadership role as part of your early career, being self-aware is critical. Your leadership approach directly impacts how your team performs, how they collaborate, and how they feel at work.
Here are four key signs that your leadership style may need an adjustment—and what you can do about it.
1. Your Team’s Results Aren’t Meeting Expectations
In business, performance matters. If your team consistently underperforms, that’s a signal something isn’t working. Rather than blaming external issues like market changes or supplier problems, take a close look at your leadership habits.
Ask yourself:
- Have I set clear expectations?
- Do I offer regular feedback?
- Am I actively coaching and guiding my team?
Remember: when the team wins, it’s because of their effort. When the team struggles, it’s your responsibility to figure out why.
2. Innovation and Ideas Have Stopped Flowing
If your team has gone quiet when it comes to offering solutions or sharing ideas, the environment may not feel safe or supportive. Often, leaders unintentionally discourage innovation by being too directive or critical.
To re-energize your team:
- Ask questions instead of giving orders
- Encourage experimentation—even if failure happens
- Celebrate “lessons learned” from failed attempts
When people feel safe to share, creativity returns.
3. The Team Feels Distant or Disconnected
New leaders often experience pushback or disengagement from their teams. If your employees seem standoffish or avoid direct communication, there may be a lack of trust.
To rebuild connection:
- Offer trust before expecting it
- Show vulnerability and listen more than you speak
- Acknowledge individual contributions publicly
Strong leaders know that trust is built through action, not demanded by title.
4. People Are Just Going Through the Motions
Lack of enthusiasm is a red flag. When work feels like a chore, it’s often because employees don’t understand how their efforts contribute to the bigger picture.
Here’s how to reconnect your team with purpose:
- Share company goals and key metrics regularly
- Explain how each role impacts the organization
- Bring in executives or customers to talk about mission and impact
- Recognize achievements—both big and small
Purpose-driven teams perform better and stay more engaged.
5. Actions to Strengthen Your Leadership Approach
Once you’ve identified the issues, here are five proven steps to drive improvement:
- Be Transparent: Share performance challenges with your team. Honesty builds trust.
- Listen First: Let the team diagnose the problems and offer their insights.
- Collaborate on Solutions: Involve the team in creating action plans.
- Assign Ownership: Empower individuals to lead change and track progress.
- Celebrate Success: Highlight wins and share credit generously.
Conclusion: Small Shifts Lead to Big Impact
When things go wrong, the best leaders don’t point fingers—they reflect and adjust. Improving your leadership approach doesn’t require a total overhaul. Often, small changes in how you communicate, delegate, and support your team can lead to major gains in morale, performance, and innovation. Your growth as a leader starts with self-awareness and a willingness to adapt.