Execution without a sound operating system just means chaos, FOMO and micromanagement. It is an energy drain, a tiring exercise of finger-pointing and one’s word vs the other: no written expectations, no sound commitments and no accountability.

For far too long leaders who do not want to confront the realities operate in this mode, only to be continually surprised and not realize their blind spots. They are ideologically caught in a trap of trusting but not verifying because someone once took a chance at them. They were not accustomed to micro-managing as they are naturally accountable themselves. They do not realize how much their team, especially if it is one loaded with Gen Z or newcomers.

For way too long these leaders wonder why their success does not translate to the success of their team. Why don’t anyone outside their teams realize what others in their team are doing. When it comes to promotions, not only are they passed up, their team is as well. Why? The lack of a system, the inability to scale.

What does it take to break the loop? A hurt to their pride. Pride in their speed, their quality, or their accountability. If it is more than one, even more. The worst thing that this accountable leader can take is a dent to their reputation or standing amongst other teams or peers. If there is a constructive forum where this gets called upon as the biggest hurdle, they are likely to act.

How do I know? Well, I have asked for many a friend before acknowledging some of these inherent flaws and blindspots in myself. How did I wake up, in a good cross team meeting where this became apparent and I was surprised by every one of it. One wise woman told me, “Hug them more, check on them often, they are missing you”.

What is the system we speak of? Just a routine of regular cadences and tie-breaks. Some coaching, some leading by example, and getting help for them before they need it. Clear structure, goals, and accountability chain. Can take as little as 3 hours to put in place and a couple of hours to enforce each week.

Getting out of denial, acknowledging the issues, and providing support is all it takes.

Execution without a sound operating system just means chaos, FOMO and micromanagement. It is an energy drain, a tiring exercise of finger-pointing and one’s word vs the other: no written expectations, no sound commitments and no accountability.

For far too long leaders who do not want to confront the realities operate in this mode, only to be continually surprised and not realize their blind spots. They are ideologically caught in a trap of trusting but not verifying because someone once took a chance at them. They were not accustomed to micro-managing as they are naturally accountable themselves. They do not realize how much their team, especially if it is one loaded with Gen Z or newcomers.

For way too long these leaders wonder why their success does not translate to the success of their team. Why don’t anyone outside their teams realize what others in their team are doing. When it comes to promotions, not only are they passed up, their team is as well. Why? The lack of a system, the inability to scale.

What does it take to break the loop? A hurt to their pride. Pride in their speed, their quality, or their accountability. If it is more than one, even more. The worst thing that this accountable leader can take is a dent to their reputation or standing amongst other teams or peers. If there is a constructive forum where this gets called upon as the biggest hurdle, they are likely to act.

How do I know? Well, I have asked for many a friend before acknowledging some of these inherent flaws and blindspots in myself. How did I wake up, in a good cross team meeting where this became apparent and I was surprised by every one of it. One wise woman told me, “Hug them more, check on them often, they are missing you”.

What is the system we speak of? Just a routine of regular cadences and tie-breaks. Some coaching, some leading by example, and getting help for them before they need it. Clear structure, goals, and accountability chain. Can take as little as 3 hours to put in place and a couple of hours to enforce each week.

Getting out of denial, acknowledging the issues, and providing support is all it takes.