We spend a lot of time talking about credentials, degrees, certifications, and work experience. Those things matter, but they’re usually not the limiting factor when it comes to leadership.
👉 What frequently derails a team is a lack of flexibility. I doubt I’m the only person to work for a manager who swore they valued diversity up until the moment they needed to adapt their style to someone who didn’t think or work like them.
Then they doubled down on their default approach and called it “consistency.” Having one style of leadership in a workplace with ten different personalities is not going to work out well.
When you only have one gear, some team members will get traction, a nd the rest will fall behind or disengage.
If you want to create consistently high-performing teams, you’ll need to learn how to adapt your leadership style. Identify which levers motivate which people, adjust accordingly, and stop doing what isn’t working, even if it’s what you’re used to.
💡 It’s easy to confuse flexibility with softness, but it takes courage and discipline to put your ego on hold long enough to try something new.
What’s one belief you used to hold about leadership that you’ve since let go?
References: Berne E. A Layman’s Guide to Psychiatry and Psychoanalysis. 1971.
Post Title: In business, success often hinges not on what you know, but how quickly you can adjust when the game changes.