My team couldn’t win, no matter what I tried, until I made one simple leadership change
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I once experienced something about leadership that I had known for a long time but suddenly understood in a new way.
I’m an assistant coach for a sports team. One weekend, we lost our first two games against teams we could have beaten. As coaches, we were frustrated because our players weren’t playing to their potential. The players were discouraged, dejected and angry at themselves and each other.
We had more games to play, and I wasn’t sure how we would turn things around. I wanted to jump in and take control—or just throw in the towel. But neither was an option. Something had to change.
The same thing happens in many businesses and organizations. Leaders believe they’ve given their teams the tools to succeed—whether in sales, customer service, finance or operations. But when it comes to execution, things fall apart. Deadlines get missed. Customers and suppliers get frustrated. Employees struggle to meet expectations.
 Leadership in business means trusting your team. |
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Instead of making progress, leaders find themselves constantly putting out fires—handling complaints, fixing mistakes and trying to solve the same recurring issues. Many business owners and managers think: If only I could do everything myself, things would run smoothly. But that’s not leadership.
The real problem is often a lack of clear leadership structure. Without clear direction, teams become disorganized, and performance suffers.
I saw this firsthand years ago when I worked at a gas station and convenience store. The owner had a “pecking order” chart in the office, listing all 15 employees in rank. If you worked a shift with someone ranked above you, they were in charge. It was simple, clear and effective.
Unfortunately, many modern workplaces lack that kind of clarity. Employees don’t always know who to follow, creating confusion, frustration and missed goals. That’s exactly what was happening with my sports team.
As I watched our team struggle, I realized the problem wasn’t skill—it was leadership. We had strong individual players but no clear leader. Instead of playing as a unit, they were operating as small groups of friends.
Before our next game, I looked at our struggling team and asked: “What if one of you stepped up and led?” Then I said: “Who’s ready to take charge today?”
Immediately, one of the players, Alex, raised her hand. “I can do it, coach.”
We let Alex take charge. No extra pep talks. No strategy meetings. Just a shift in responsibility.
The result? The team was energized. They communicated better. They played with purpose. And we didn’t just win that game—we won the next two as well.
The lesson was clear: leaders who fail to designate clear leadership roles set their teams up for failure.
In business, just like in sports, leadership isn’t about having all the answers—it’s about empowering the right people to step up.
If your team is struggling, ask yourself:
- Does everyone know who is in charge?
- Are there too many conflicting voices giving direction?
- Have you created an environment where employees feel empowered to lead?
That weekend, I learned something about leadership that I thought I already knew.
As author Doris Lessing once said: “That is what learning is. You suddenly understand something you’ve understood all your life, but in a new way.”
Whether in business, sports or beyond, the best leaders don’t do it all themselves—they build teams that know exactly who to follow and when to lead.
David Fuller is a Commercial and Business Realtor with a strong reputation as an award-winning business coach and author. He has extensive experience helping businesses grow and succeed, providing guidance on various aspects of business management, strategy, and development. His work as a business coach and author has earned him recognition in the industry, making him a respected figure in both real estate and business coaching.
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