If your team is not doing what you need them to do, you first have to

If your team is not doing what you need them to do, you first have to

• A. Blame others
• B. Look at yourself
• C. Change plan without discussing
• D. Increase micromanagement

Answer: (B)

When performance isn't meeting the needs, the first move is to look at your own actions as the leader. This means checking whether you’ve given clear, specific expectations, the right resources, and timely feedback. Are goals understood? have you communicated the standards and the deadlines? Are you removing obstacles and providing support or training that the team might be missing? Taking a moment to honestly assess your direction, communication, and leadership approach helps you identify how you may be contributing to the gap and what adjustments will actually help the team improve. Blaming others distracts from solutions and can damage trust and morale. Changing the plan without discussing it with the team creates confusion and can undermine buy-in. Increasing micromanagement communicates a lack of trust and can stifle initiative, often making performance worse. Focusing on yourself first keeps you accountable and puts you in a better position to lead the team toward a constructive, collaborative fix.

When performance isn't meeting the needs, the first move is to look at your own actions as the leader. This means checking whether you’ve given clear, specific expectations, the right resources, and timely feedback. Are goals understood? have you communicated the standards and the deadlines? Are you removing obstacles and providing support or training that the team might be missing? Taking a moment to honestly assess your direction, communication, and leadership approach helps you identify how you may be contributing to the gap and what adjustments will actually help the team improve.

Blaming others distracts from solutions and can damage trust and morale. Changing the plan without discussing it with the team creates confusion and can undermine buy-in. Increasing micromanagement communicates a lack of trust and can stifle initiative, often making performance worse. Focusing on yourself first keeps you accountable and puts you in a better position to lead the team toward a constructive, collaborative fix.