Leadership adjustments

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If there’s one thing businesses can be certain of today, it’s uncertainty.

Disruption is the new normal, from market volatility and massive tech layoffs to geopolitical tensions and regulatory shifts. Tariffs, lawsuits, and evolving policies may feel like distant headlines, but their ripple effects reach every industry.

The reality? These global currents trickle down fast, reshaping decisions, operations, and outcomes at every business level.

But rather than dwell on uncertainty, let’s focus on what’s happening closer to home – inside our organizations. If I had to describe today’s corporate climate in one word, it would be adjustments.

One of the most challenging adjustments is leadership changes. It’s not just about whether a leader is capable; it’s about whether they are the right leader for tomorrow.

Business success depends on leaders who can evolve with the company. The challenge isn’t spotting leadership failure once it’s obvious; it’s recognizing the early warning signs before real damage is done.

Here are five key signals that a leader may no longer be the right fit for where the business is headed:

1. Hiring for the past, not the future

Great leaders recruit for the future. They hire people who push boundaries, bring fresh ideas, and introduce new capabilities. But when an executive stops evolving, their hiring habits reveal it.

Instead of bringing in people who stretch the company’s potential, they opt for familiarity, choosing candidates whose skills fit yesterday’s needs, not tomorrow’s challenges.

Even worse, some leaders may feel threatened by top talent and avoid hiring people who could outshine them. Strong executives aren’t afraid of A-players; they actively seek them out.

2. Always catching up, never leading

In the early days of a company, great leaders anticipate challenges before they arise. They read the market, predict shifts, and seize opportunities before competitors do.

But as businesses scale, complexity increases. Suppose an executive who once led with vision suddenly finds themselves constantly reacting and caught off guard by industry changes, competitive moves, or internal issues. In that case, it’s a sign that their old playbook no longer works.

They haven’t written a new one.

3. A team lost without a compass

A leader must align their team with the company’s strategy. In a startup, this happens naturally when everyone is close to the CEO and communication is direct.

However, as the company expands, executives must step up and translate strategy into clear, actionable priorities.

If employees seem uncertain about the company’s direction or role, it’s a leadership failure. Misalignment leads to inefficiency, disengagement, and missed opportunities, not to mention one thing that costs us the most: wastage.

The best leaders simplify complexity, communicate clearly and ensure everyone understands how their work fits into the bigger picture.

4. Difficulty translating vision into results

In the early stages of a business, execution is relatively simple. You had small teams, fast decision-making, and clear priorities.

However, as a company grows, the gap between strategy and execution widens.

Some executives thrive in a startup environment but falter as the company scales.

Momentum stalls if they struggle to turn long-term goals into operational plans, delegate effectively, or drive accountability. Without strong execution, even the best strategy remains a blueprint with no real-world impact.

5. Trapped in the details, missing the big picture

As companies scale, leaders must elevate themselves. Their role should shift from operational problem-solving to strategic leadership.

Great executives create systems where their teams can operate effectively without needing constant handholding.

If an executive is drowning in back-to-back operational meetings, constantly firefighting, or micromanaging every detail, it’s a red flag. Instead of leading the business, they’re being consumed by it.

Spotting these signals doesn’t always mean an executive should be replaced. Sometimes, leadership struggles stem from organizational issues, unclear company strategy, or lack of support and leadership training. Coaching, feedback, and restructuring can help.

But waiting longer won’t fix the problem when the same patterns persist – it only delays the inevitable. Businesses can’t afford leadership misalignment.

The cost of inaction? Lost opportunities, stalled growth, and declining morale.

Leadership changes and adjustments may be costly, disruptive, and uncertain. Yet, the absolute risk lies in delaying necessary change.

The most effective business leaders don’t wait for a crisis to force their hand; they make proactive decisions before it’s too late.

Some leaders acknowledge their limitations and adapt. Others don’t, and that’s not a failure. It may simply mean their strengths were suited for a previous phase of the company, not its future direction.

Ultimately, the most challenging part of leadership isn’t deciding what to do; it’s knowing when to act.

Every leader must ask a crucial question:

Am I steering my business, or is my business steering me?

The distinction makes all the difference.

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Francis Kong has launched his new YouTube and podcast channel, Kongversations: Where sharp minds meet smart talk – one meaningful conversation at a time.