One of the biggest mistakes I see managers make is doubling down on a strategy just because they’ve already started it.
Maybe it’s a plan they introduced to improve performance, or a piece of feedback they’re determined to have land with an employee, but when it meets resistance, they keep pushing, thinking more pressure will do the trick.
The result of their continuing pressure campaign is usually more resistance and less trust.
Responsive leadership is more nuanced. It means observing how your team is responding as you go, not just at the end. You need to adjust your approach early, before the tension becomes open conflict.
💡 Timing and pacing aren’t soft skills. They’re core to influence. You don’t need to be right from the start. You just need to be responsive enough to course-correct when the signs say it’s time.
What cues do you watch for when your message isn’t landing?
References: Fisch R, Weakland J, Segal L. The Tactics of Change: Doing Therapy Briefly. Josey-Bass Publishers; 1986.
Post Title: Smart leadership is less about being right and more about being responsive.