As a leader, it’s your failure
As a leader, it is your failure if someone on your team fails. It’s not simply that an individual failed at something—it’s that you allowed them to fail under your leadership. You should own it.
Hey Leaders,
If someone expresses the same thing differently in regular meetings, that’s an alarm you should notice. If someone says, “All good,” “I’m good,” or “I agree with you” when asked for their opinion, that’s a red alarm. If someone can’t openly ask questions when they’re in trouble, that’s a red alarm. If someone can’t openly discuss what they’re struggling with, that’s a red alarm. If someone is hesitant to take on difficult tasks, that’s a red alarm. If everybody remains silent in a meeting when you ask for feedback, that’s also a red alarm.
As a leader, it is your responsibility to boost the morale of your team members and create a safe space for them. If you want to be a good leader, you must lead by example.
I’ve observed two types of leaders:
The Title Leader
A title leader believes their team members need to go through challenges the hard way, just as they did. They think their colleagues haven’t put in enough effort to solve problems. During 1:1 sessions, they often blame the team members, saying things like, “You haven’t done enough.”
The Example Leader
An example leader leads by example and empathises with their team. They can sense when someone is in trouble and offer genuine help. They openly discuss their own failures to create a safe environment and put in the effort to support others. Their priority is to boost the morale of their team members.
Jhon’s Story
Let me share a real incident from my company:
Jhon, a software engineer, recently joined the team. He was a self-taught developer with limited experience in software development, having worked in a production factory before transitioning into this field. Initially, he performed well as he was assigned tasks similar to what he had done in his coding bootcamp. He felt comfortable and excelled in those tasks.
However, after a few months, Jhon was assigned a completely different task with a new framework and tech stack. Everything was unfamiliar to him. He struggled significantly and was unable to resolve the issue despite putting in immense effort. He reached out to everyone in the team but received no help, as the team assumed he wasn’t trying hard enough.
In reality, Jhon was exploring every possible solution, including seeking help from online communities, ChatGPT, and StackOverflow, but nothing worked. The situation left him stressed and anxious, and he began taking leave frequently. A month later, feeling defeated, Jhon resigned.
After taking a break to reevaluate his career, Jhon was approached by another company. He decided to give it another shot and was hired. However, he carried many self-doubts into his new role, fearing a repeat of his previous experience.
This time, his manager took a different approach. The manager began by sharing his own struggles and vulnerabilities, creating a safe environment for Jhon to open up. Initially hesitant, Jhon eventually shared his challenges. The manager guided him to the right resources and set clear expectations. Slowly, Jhon regained his confidence and began thriving. He became more proactive, asked questions openly, and started contributing to the team culture. Over time, he even became a great leader, fostering the same supportive environment he experienced.
In the above scenario, the same individual behaved completely differently in two environments.
In one environment, Jhon felt insecure, fearful, unmotivated, and afraid of making mistakes. He couldn’t speak up, reach out for help, or become vulnerable.
In the other environment, he felt safe, supported, and motivated. He thrived, took risks, and fostered the same positive culture.
This shows how leadership shapes careers. Small actions from a leader can have a profound impact.
As a leader, it’s your responsibility to foster the right culture and ensure your team feels supported and motivated. Boost their confidence, create clear career paths, and set clear expectations. Reach out when they’re struggling. If you genuinely care about your team, you won’t blame them for not putting in enough effort. Instead, you’ll guide and support them.
Remember, leadership is a mindset. If you think it’s not your responsibility to nurture and support your team, you’re in the wrong role.