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.

That being said, if you’re looking to stay ahead in the evolving world of hiring, check out the free resources we offer to help you navigate recruitment effectively.

Access your free tools here: https://sarabjeetsachar.com/free-tools/

The post Your Team Won’t Tell You This – But You Might Be the Problem appeared first on Sarabjeet Sachar.

For decades, leadership was about authority. Leaders were expected to have all the answers, make quick decisions, and provide clear direction at all times. Admitting uncertainty was seen as a flaw.

But today’s world doesn’t work that way anymore.

In 2010, the CEO of a fast-growing tech startup believed strong leadership meant always having the answers. He made quick decisions, rarely sought input, and maintained an air of certainty. For a while, it worked – until a major product launch failed. Confused and frustrated, he finally admitted to his team, “I don’t know what went wrong. Let’s figure it out together.”

That single moment changed everything. His team, previously hesitant to speak up, started offering insights. They identified overlooked market shifts and customer feedback gaps. The company used these insights to pivot, leading to a breakthrough product that became their biggest success.

This story underscores a key shift in leadership today: the best leaders aren’t the ones who pretend to know it all – they’re the ones who say, “I don’t know” and then create space for collaboration and innovation.

Why Saying ‘I Don’t Know’ Is a Leadership Strength

It Builds Trust When leaders admit they don’t have all the answers, it fosters psychological safety. Teams feel encouraged to step up, share ideas, and contribute solutions without fear of judgment.

It Sparks Innovation Rigid thinking kills creativity. When leaders stay curious, they open doors to fresh perspectives, new strategies, and game-changing breakthroughs.

It Encourages Growth A know-it-all leader stagnates, while a learn-it-all leader thrives. Being open to learning ensures that you evolve with your industry, rather than being left behind.

The Hidden Risks of Leaders Who Always ‘Know It All’

Decision Fatigue – Trying to have all the answers leads to burnout and poor judgment.

Lack of Team Engagement – Employees disengage when they feel unheard or undervalued.

Missed Opportunities – Leaders who don’t seek input often miss out on valuable insights and trends.

How to Start Embracing ‘I Don’t Know’ as a Leader

Ask better questions – Instead of rushing to answers, ask “What do you think?” or “How can we approach this differently?”

Empower your team – Encourage expertise from those around you instead of feeling the need to micromanage.

Adopt a growth mindset – See every challenge as an opportunity to learn rather than a problem to solve alone.

Final Thought:

The strongest leaders don’t fear uncertainty; they leverage it.

So the next time you’re faced with something you don’t know, try saying it out loud. Then, turn it into a discussion. You’ll be surprised at how much stronger your leadership becomes.

Let’s talk – what’s a time when admitting ‘I don’t know’ led to a breakthrough in your work?

That being said, if you’re looking to stay ahead in the evolving world of hiring, check out the free resources we offer to help you navigate recruitment effectively.

Access your free tools here: https://sarabjeetsachar.com/free-tools/

The post Why The Best Leaders Are Saying ‘I Don’t Know’ More Often appeared first on Sarabjeet Sachar.