❓What can I do to improve leadership in my team?

As a founder or senior leader in your organisation, few things are more frustrating than feeling like you are the only one really leading, and is anyone really following?
You have hired smart people. You have given them big roles.
So why aren’t they stepping up? Following you or even leading you?

The answer usually isn’t a lack of talent, it’s a lack of clarity, confidence, or conditions.

The environment and culture may be holding them back

You may need to redefine the culture of leadership in your organisation, but this is not something that is done in a quick workshop or with a new poster about values

Ypu may need to let go to let your people grow!

You may need to change the environment in which leadership exists and can thrive, and that often starts with a foundational review, an exploration

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Here are some of the most common reasons, and what to do about them so that people can thrive:

🔍 1. They’re Not Clear on What “Stepping Up” Means

Many leaders think they’re performing well, because expectations haven’t been clearly defined. They may be meeting targets and compliance but not figuring out wasys to improve

✅ Fix it: Define what leadership looks like at your company. Not just tasks—behaviours. Use tools like a Leadership Charter or “Level Up” ladder.

🧱 2. They Don’t Feel Safe to Lead Differently

If the culture rewards compliance or “not rocking the boat,” you’ll get risk-avoidant behaviour.
Leadership = risk. No safety = no stretch.

✅ Fix it: Build psychological safety. Model and reward speaking up, making calls, challenging respectfully. Don’t just say “take ownership”—show that it’s welcome.

🧩 3. They Don’t Know How to Delegate Themselves

Your team might be overwhelmed. They're stuck in the weeds, not leading—because they haven’t been coached in letting go.

✅ Fix it: Teach structured delegation (like David Marquet’s 7 levels), and model “clear intent with loose control.” Learn to delegate with confidence to where the information and competence is.

🧭 4. They Don’t Know What’s Most Important

Without a clear strategy or north star, middle leaders default to “doing everything.” That leads to burnout and reactive decisions, not leadership.

✅ Fix it: Clarify priorities using strategy tools like the EASE Framework™ or OKRs. Ensure everyone knows the top 3 things that matter this quarter.

⏱️ 5. They’re Waiting for Permission when they should be Gaining Authority, for Now and the Future

Some leaders are used to hierarchical structures, or past environments where “initiative” meant “trouble.” They don’t know they’re allowed to lead.

✅ Fix it: Make permission explicit. Invite ideas, challenge them respectfully, and remove invisible barriers. Leadership thrives in systems designed for autonomy.

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🧠 Final Thought: Leadership is mostly a System with Actions that will work even in Uncertainty.  It is Not merely a Personality Trait it, is a Skill that can be developed and released

If your team isn’t stepping up, do not assume they won’t, explore whether they can.

Believe it or not the military adopted this idea a long time ago, Von Clausewitz and the Prussian army established new ideas about strategic intent at every level in the chain of command. Yes they have a hierarchy, but they also recognise that the strategic corporal may have the most critical information to make the best decision. Commanders intent sets them free to make that decision within agreed boundaries. The system can self correct and adapt to the changing external environment.
Your job is to build the conditions for leadership to emerge and succeed.

🎯 Next Step:

Organisational Psychology tools and hard won experience I use can help you diagnose what’s missing and design a leadership system that scales faster than you grow. Accelerate performance and growth so you can comfortably outperform the competition and create a resilient company.

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