If your team isn’t performing well, ask yourself: Could I be the reason?

Your employees don’t challenge your ideas → They don’t feel safe to disagree. You’re always fixing mistakes → You might be micromanaging instead of empowering. Your best people keep leaving → It’s rarely “just for a better opportunity.”

Case in Point:

Ankur, a startup founder, couldn’t figure out why his team wasn’t proactive. Deadlines were missed, creativity was low, and motivation seemed nonexistent.

One day, a senior team member confided in him:

“We’re scared to take ownership because when we do, you redo everything your way. We feel like we’re just executing, not contributing.”

This was a turning point. Ankur wasn’t a bad leader—he was just unknowingly stifling autonomy.

How to Fix This

Encourage open disagreement A great leader doesn’t want “yes-men.” They create an environment where different perspectives are valued.

Give ownership, not just tasks If you delegate but don’t let people take decisions, they won’t feel accountable.

Exit interviews don’t lie If top talent keeps leaving, ask tough questions: What could I have done differently to retain you?

Great leaders don’t just manage others—they manage themselves.

What’s one leadership lesson you’ve learned the hard way? Drop a comment below.

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