We talk a lot about trust, empathy and psychological safety in leadership.
All useful. They make it easier to have honest conversations.

But performance shifts when managers know how to work out what’s actually getting in the way of the work.

Start with clarity.
Does everyone know what ‘good’ looks like?
Not a value. Not a slogan. The task. The standard. The rhythm of the work.

Then diagnose the gap:

• Skill – can they do it?
• Will – do they want to?
• Authority – are they allowed to?
• Resource – do they have what they need?

If we don’t start with clarity, we end up training people to be better at work they still can’t do effectively.

Start with the work to make ‘good’ visible and then remove the barrier to it.

That’s how development becomes performance.

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#leadershipdevelopment #workplacelearning #performanceimprovement