10. A Smarter Way to Lead - Building Workplaces That Work for Real People
Leading with understanding, not assumptions
Dave runs a successful logistics business in Whangārei. He's proud of his team and runs a tight ship. But one staff member, Jamie, has been throwing him off. Jamie is bright and committed, but keeps missing key steps in the daily process.
Dave tries reminders,. tThen checklists. Then more supervision. Nothing sticks. Frustration builds.
One morning, instead of giving Jamie another list, Dave just asks, "What’s making this hard?"
And Jamie opens up. The problem isn’t the job. It’s that he struggles to organise tasks unless he sees the whole picture first. Lists without context don’t help. But if he understands the full workflow, he can map it out in his head and work through it clearly.
Dave didn’t need to dumb things down. He just needed to listen first, solve second.
Leadership Is Shifting
Traditional leadership often follows a simple logic: set the rules, watch the outcomes, correct what goes wrong.
But today’s teams are more diverse than ever, not just in background or skillset, but in how they think, focus, communicate and handle pressure.
If you're leading people who think differently, lead differently.
What Real People Need from Leaders
Not every staff member will say it out loud, but many are thinking -
"Please don’t assume I’m lazy."
"Let me show you how I work best."
"Give me tools, not judgment."
"I want to do a good job - I just need it to make sense to me."
Good leadership isn’t about making everyone act the same. It’s about finding what helps each person bring their best.
Smarter Leadership in Practice
Here’s how modern managers can lead in a way that works for real people, not idealised versions of them.
1. Be Curious, Not Controlling
Instead of asking, "Why didn’t you do this?" ask, "What got in the way?" This shifts the focus from blame to problem-solving.
2. Co-Design Solutions
Don’t impose fixes -. aAsk what might help. Brainstorm together. People commit more to solutions they help build.
3. Normalise dDifference
Make it clear that people work in different ways. Some need visuals. Some need breaks. Some need quiet. That’s not a problem - that’s reality.
4. Build Trust Before Change
If staff feel judged, they’ll hide their struggles. Build trust by showing you’re listening and willing to adapt. Then introduce changes gradually.
5. Make Space for Feedback
Set regular times to check in: "What’s working for you? What’s not?" This stops issues from piling up in silence.
6. Coach, Don’t Rescue
You don’t have to fix everything. Help staff reflect and figure it out. That builds their confidence and takes pressure off you.
What Happened With Dave and Jamie
After that honest conversation, Dave adjusted how he assigned tasks. He now gives Jamie a visual flowchart of the day's goals rather than a to-do list. Jamie maps out his path and checks in midday.
Results?
Tasks get done.
Mistakes drop.
Dave stops micromanaging.
Jamie feels more capable.
The work didn't change. The approach did.
Real Leadership Looks Like This
Asking good questions instead of assuming bad attitudes
Making small changes that unlock big shifts in performance
Creating safety so staff don’t need to mask their challenges
This isn’t about being soft. It’s about being smart.
When people are supported, not squeezed, they perform better. And they stick around.
Final Thought
The smartest leaders don’t try to fix their people - . tThey fix the barriers around them.
They know that clear expectations, flexible systems and open communication build teams that run smoother, faster and happier.
Dave didn’t lower the bar for Jamie. He just cleared the path.
That’s leadership that works.