LEADERSHIP SHIFTS
10 Small Leadership Shifts That Make a Big Difference
Great leadership isn't about grand gestures or sweeping changes. Often, it's the intentional small leadership shifts that create the biggest impact over time. Just as a slight change in direction can alter the course of a ship over a long journey, minor adjustments in how you lead can produce extraordinary results. I recall listening to one of Tony Robbins' programs where he reflected that flights across the US are impacted by the prevailing winds, and the pilots are always adjusting their controls to compensate and keep the plane on track. Both of these examples highlight the power of making small adjustments along the way.
A subtle shift in mindset, a different way of approaching conversations, or a more conscious effort to empower others can transform not only your effectiveness as a leader, but also the engagement and performance of your team. These small changes compound over time, shaping leadership styles that fosters trust, drive innovation and create lasting influence.
Here are ten small shifts that can transform the way you lead:
1. Listen More; Speak Less
Many leaders feel the need to provide all the answers, but the best leaders know the power of listening. When you listen deeply, you gain insights that help you make better decisions and build stronger relationships. This is true for two reasons. Firstly, you are more present to what the person is saying and can listen to what is really being communicated. And secondly, if you're paying enough attention, you can notice how you are interpreting the message based on your own internal frame of reference.
Practice pausing before responding, and ask yourself 'What can I learn here?' in the context of yourself and the other person.
2. Tell Less; Coach More
Telling people what to do creates dependency. People stop thinking when you are constantly giving them the answers and telling them what to do. Coaching people helps them build decision-making capability and fosters growth. As leaders, we have adopted the false notion that it is our job to solve problems. If we shift that notion to one where our role is to grow more leaders, the importance of developing capabilities and competencies becomes clear.
Instead of giving the answers, ask a powerful question. This can be: What options do you see? What have you considered? What decision do you think is best? What would you do if I wasn't here?
This shift empowers your team to develop critical thinking and problem-solving skills.
3. React Less; Reflect More
Leaders face daily challenges, but reacting impulsively can create unnecessary conflict. Often, reacting in the workplace indicates that leaders are over-stretched and under-nurtured. Self-care is a crucial element of leadership. It ensures that we have the temperament and resilience to meet challenges and can bring our best selves to the fore.
Check in on your level of self care and make sure you have the reserves needed. And then, make better choices by taking a moment to reflect before you respond. When faced with a challenge, ask yourself what is the outcome you want. And then determine the best way to get there and act accordingly.
4. Micromanage Less; Trust More
Hovering over every detail drains your energy and demotivates your team. Instead, set clear expectations, provide the necessary resources and trust your people to deliver. Give them the space to succeed, and the grace to learn from their mistakes.
This was something that I was particularly challenged by in my early corporate years when I worked in a Telco. Our leaders expected us to know a lot of detail, and as a result, I spent a lot of my time in the weeds. As dependency grew, I become the bottleneck in the business, and opportunities were missed because of my slow response time. I certainly don't get the best out of my team by clinging tightly to all of the decisions. Thankfully, much has changed over the years, with my leadership undergoing a profound shift.
5. Criticise Less; Appreciate More
It's easy to focus on what's wrong, but people thrive when their efforts are noticed and valued. A simple "I appreciate your effort on this" can go a long way in boosting morale. Look for opportunties to recognise process, not just perfection.
And, this doesn't only apply to your followers. Show appreciation to your peers and your line manager. Remember, they have their own challenges, and your positive contribution can be deeply appreciated.
6. Control Less; Influence More
True leadership is about influence - shaping perspectives, inspiring action and aligning people with a shared vision. Lead by example, communicate clearly and build trust so that people follow because they want to, not because they have to.
There's an amazing term called discretionary effort, which describes the effort your larger team will invest above and beyond what is expected. When I was in corporate, and we were in early-stage start-up, if our logistics team was struggling to meet demand, our CEO would stay late, change into jeans and a t-shirt, and pack stock to be sent out to customers. He'd order the staff pizza and be one of the team. It built tremendous morale and commitment.
7. Work More On the Business; Less In The Business
Many leaders get caught up in daily operations, instead of focusing on strategy and growth. Shifting your attention to the bigger picture - culture, vision and innovation - enhances long-term success. Delegate tasks that do not require your expertise and free up time for high-impact work.
This is important in a corporate context, but is critical in a small business context, when you're bootstrapping your business. You have to make time to actively work on your business, even though the day to day operational needs may be pressing.
8. Talk Less About Tasks; Talk More About Purpose
People don't want just a job; they want meaning. Instead of focusing only on what needs to be done, connect tasks to a larger purpose. Help your team see how their work contributes to the bigger vision. This fuels motivation and engagement.
When you're focusing on tasks and deadlines, your leadership approach can be experienced as highly transactional. Whilst necessary at times, this leadership approach neglects to focus on the people behind the work, and their needs and dreams. When you spend more time talking about purpose - that of the organisation and those of the individuals within it - people are able to contribute to the greater vision and find deeper satisfaction in their work.
9. Solve Less; Empower More
It's tempting to step in and fix all the problems you see, but doing so robs people of the opportunity to solve problems for themselves and grow in the process of doing so. Instead of solving everything for your team, guide them to find solutions themselves. Ask for their recommendations, the approach they would recommend, and the first steps to be taken.
This is particularly true when team dynamics emerge and are at play. Whilst painful to observe, people must learn to become team players and have important conversations that find middle ground to resolve challenges. Stepping in and making decisions amongst dynamics robs team members the opportunity for growth and learning about compromise. These learnings are key and must be achieved. Infighting on Boards and EXCOs are indications that this maturity has not been mastered.
10. Rush Less, Be Present More
In the fast pace of leadershipo, it's easy to rush from one thing to the next. But real leadership happends in the moments of connection - with your team, your vision and yourself. Slow down, be fully present in conversations and create space for meaningful interactions.
In my corporate years, I was often occused of being rude, simply because I was so focused on what was going on in my world, that when I walked to the toilet or was coming into or leaving the office, I wouldn't notice people around me, and often didn't greet people as a result. Its important for your team members to feel heard and be seen. Not making seemingly small gestures can be perceived as large oversights by your people.
Small Shifts; Big Impact
Each of these shifts may seem small, but over time they can change everything. Leadership isn't about being busy; it is about being effective across all of the dimensions of leadership. By making these subtle adjustments, you create a culture of trust, empowerment and lasting impact.
