When a team is struggling, it’s tempting to focus on individual performance. Sometimes that’s necessary. More often, the better question is whether the environment is helping people succeed or quietly getting in their way.
One of my favorite questions to ask leaders is this:
"What is making it harder than it needs to be for your team to do great work?"
The answers are rarely about talent.
They sound more like this:
- "We keep changing priorities."
- "There are too many approvals."
- "People aren’t sure who owns the decision."
- "We spend more time talking about the work than actually doing it."
None of those problems are solved by asking people to work harder.
They’re solved by improving the conditions in which people work.
A Shift in What Success Means
That’s one of the biggest shifts leaders make as they grow.
Early in our careers, we’re rewarded for what we can personally accomplish.
As leaders, our success becomes much more connected to what other people can accomplish because of us.
That changes the questions we should ask.
Instead of asking, "How do I get more done?" Ask, "What’s slowing my team down?"
Instead of asking, "Who dropped the ball?" Ask, "Was ownership clear from the beginning?"
Instead of asking, "Why aren’t people taking initiative?" Ask, "Have we created an environment where initiative is welcomed, supported, and acted upon?"
Removing Friction Before Assigning Blame
Leadership effectiveness often comes down to removing friction that everyone has learned to live with.
Sometimes it’s an approval process that no longer serves a purpose.
Sometimes it’s meetings that continue because they’ve always existed.
Sometimes it’s competing priorities that force people to choose between urgent work and important work.
Those obstacles rarely disappear on their own.
They require someone to notice them and decide they’re worth fixing.
The strongest leaders I’ve worked with have a habit of looking for unnecessary friction before they look for someone to blame.
That doesn’t mean accountability disappears.
It means accountability becomes more meaningful because people have a fair opportunity to succeed.
A Consistent Chance to Do Great Work
Great leadership creates an environment where good work has a chance to happen consistently.
And that’s one of the most valuable things a leader can do.
If your team is working hard but progress still feels slower than it should, it may be time to look beyond individual performance. I help leadership teams identify the friction that’s getting in the way so people can do their best work.