In today’s rapidly changing business landscape, we must evaluate and redefine leadership styles. While it’s generally accepted that businesses must continually evolve to survive, this approach doesn’t apply to how we lead our teams.  In the same way we’re unafraid to overhaul systems, we must also never shy away from redefining leadership styles that ensure we reach our goals.

A good leader does more than simply manage their people—they provide clear direction, ensure every team member understands their role, and create momentum that drives the business forward. Whether you’re caught up in daily operations, struggling to inspire a complacent team, or unknowingly sabotaging yourself, it’s time to take a fresh look at your leadership. 

In this post, we’ll explore common leadership traps, outdated approaches, and strategies to redefine your leadership style—helping you inspire your team, reinforce their impact, and keep your organization moving.

Moving From Ambiguity to Clear, Measurable Goals in Your Leadership Style 

Out: Climbing the corporate treadmill. 

In: Clear and measurable goals. 

Endless meetings, checking boxes, and wrapping up one project only to have six more waiting isn’t leadership; it’s performative productivity. When work lacks clarity and purpose, teams easily become unmotivated and disconnected from its impact.  

A strong leadership style ensures that every team member understands how their role contributes to the organization’s success, with clear, measurable goals to guide their efforts.

At Kids on the Move (KOTM), we’ve embraced this principle by implementing a structured point-value system for tasks and goals. For example, in our Early Intervention department, different therapy cases are weighted based on complexity, ensuring workloads are measured accurately. Quarterly, biannual, and annual performance check-ins leave no ambiguity about expectations or success.

Effective leadership means setting goals that are both achievable and directly tied to business outcomes. One common mistake is that companies refuse to award top performance scores, claiming “there’s always room for improvement,” yet fail to provide actionable feedback. This approach is not just ineffective—it’s demoralizing. 

Employees should always know what it takes to excel and be able to see their impact clearly. A leadership style rooted in transparency, accountability, and purpose doesn’t just motivate teams—it leads to stronger communication, greater engagement, and a better experience for the clients you serve.

No More Excuses for Underperforming Team Members

Out: Carrying underperforming team members and hoping for the best. 

In: Finding the right people you need.

We’ve all seen it before—a consistently underperforming team member and a leader who keeps making exceptions. Maybe it’s due to a long-standing personal or professional relationship, or perhaps there’s empathy for challenges in their personal life. Usually, they were a great fit at one time, and you’re holding onto the hope that they will be again. 

But if they can no longer keep up with the demands of a growing organization, it’s time to reassess.

Leaders sometimes justify keeping these employees by saying they aren’t actively hurting the team or that others are picking up the slack. But the reality is that even well-meaning underperformers drain their teammates. Worse, they can breed resentment and negativity within the workplace. Remember, an effective leadership style is about moving forward, not staying stuck. If someone isn’t keeping up, it’s time to find the right talent instead of waiting for them to catch up.

Rather than lowering your company’s performance standards, bring in someone who can take you where you want to go. If it makes sense, the original employee can serve under the new hire or transition into a different role. But holding onto those who refuse to grow—or worse, bring a bad attitude—will only stall progress. 

Letting go of the wrong fit strengthens your team and gives that person the chance to find a better-suited role. A leadership style that prioritizes accountability and forward momentum ensures that your team thrives.

Shifting Your Leadership Style From Micromanaging to Empowering Leaders

Out: Babysitting your direct reports and their teams. 

In: Engaged leaders and teams that create their own solutions. 

If you constantly tell people what to do instead of proactively empowering them to take ownership, it’s time for a shift. The last thing you want is to be the bottleneck blocking the forward movement you’re trying to create. 

An effective leader does not need to oversee every detail. Instead, they hire the right people and trust them to own and lead their teams or projects without constant oversight. Since you cannot be everywhere at once, the goal is to move from a team that waits for direction to one that takes initiative, reports on progress, and presents solutions. That’s when leadership style becomes truly effective.

When your team starts identifying gaps and vocalizing challenges, they’re engaged. They’re not just following orders; they’re invested in the vision. They gain confidence, take accountability, and lean on their direct leaders rather than depending on the CEO for guidance. And with this shift, you start seeing real results. 

A leadership style that fosters autonomy and ownership leads to better decision-making, stronger engagement, and a team that drives the business forward—without waiting for permission.

Leadership Style (and Ego) Check: Are You Empowering Your Team?

Out: Assuming the problem is always a bad hire. 

In: Being willing to get in the trenches with your team. 

I hate to say this, but sometimes, an underperforming team member is more about you than them. 

Yes, having the right people in place is crucial, but leadership isn’t just about hiring well—it’s about ensuring your team has every opportunity to succeed. A great leader empowers their people, recognizing that underperformance is often the result of ineffective leadership rather than lack of ability. 

Before assuming someone isn’t the right fit, ask yourself: Have I done everything in my power to help them succeed?

You can work with a team member to empower them in many ways, such as providing further education or eliminating scope creep from their workload that was not originally in their job description. Also, consider that when people feel stuck, they don’t always know where to start. You may need to help them create a plan to reverse engineer their goals. They may or may not take advantage of the help, but at least you offered. 

And occasionally, you may have to step in and take a more commanding role. For example, I once assigned a department a project with a nine-month deadline. At the six-month mark, I checked in—only to find that they hadn’t even started. 

At that moment, I had to step in and, let’s just say, hold their feet to the fire. An effective leadership style requires knowing when to be the good cop and when to be the bad cop. The key is striking the right balance—providing the tools and support your team needs while ensuring they take ownership of their responsibilities.

The best leaders inspire, challenge, and empower their teams to reach their goals and move the organization forward. But many do not understand that this, like many things in life, requires never becoming complacent or static in your leadership style. Ignoring leadership blind spots, holding onto outdated approaches, or failing to take action can cost you more than you realize. Stagnant teams, disengaged employees, and missed opportunities all stem from leadership choices—or the lack thereof. 

So, ask yourself: What is your inaction costing you? Whether it’s failing to set clear goals, hesitating to address underperformance, or micromanaging instead of empowering, every moment spent avoiding necessary change is sabotage for both yourself and the people you lead. 

The good news? You can redefine your leadership style, elevate your team’s performance, and create lasting impact. The only question is—are you ready to lead?