In Tokyo, there’s the famous Shibuya Scramble Crossing. It’s the busiest intersection in the world, with about 3,000 people crossing at once. Amid the chaos, there’s perfect order. It’s all thanks to the traffic lights. Watching this, I saw a parallel to leadership.
Pedestrians rely on traffic lights to reach their destination. At the right moment, the lights turn red or green. The lights keep people safe when crossing. A good leader does the same. When team members bring challenges or ask for guidance, a leader makes timely decisions and provides protection and support. Just as traffic lights bring order to a chaotic intersection, a good team leader helps the team move forward without losing direction. Sending clear signals and taking responsibility—that’s what builds trust and helps a team grow.
Stepping into leadership is a shift. Just as it’s challenging for a star player to become a great coach, the shift from being an outstanding individual contributor to an effective team leader can be equally difficult. It requires unlearning and relearning. After years of learning, here are five questions I’d encourage every new leader to ask themselves.
1. Have You Secured Time To Think?
As a team leader, your role evolves from executing tasks to shaping direction. You’re no longer just painting part of the picture; you’re sketching the entire blueprint. Your focus should shift toward strategy, assembling a team to execute that strategy while leveraging their strengths, and guiding each member’s growth.
What’s essential is to make time to think. It sounds simple, yet many new team leaders surprisingly fail to do this. With the expanded scope of responsibilities, back-to-back meetings, and piles of tasks that require approvals and feedback, it’s easy to get lost in execution. But great leadership doesn’t come from just keeping up; it comes from stepping back, reflecting, and making intentional decisions.
No matter how packed your schedule is, remember to make time to think. It isn’t a luxury; it’s a necessity. Prioritize it, protect it, and think before executing.
2. Do Your People Feel Safe Sharing Bad News With You?
I recall an incident from my junior years. Our boss’s boss was visiting our country, and our office was in chaos. There were meetings to prepare the messaging track for the review, and the team started massaging the numbers. Everyone began decorating the stores for the visit, preparing presentations that emphasized only the positive aspects. The meeting went smoothly, the team received praise, but it felt hollow. Does this sound familiar?
This happens across industries. In 2009, a team from a global automotive brand noticed a defect in the acceleration pedal early on. However, this issue wasn’t reported to the executives in a timely manner. Defective vehicles continued to be sold, leading to accidents. In the end, they had to recall over 9 million cars and paid a $2 billion fine, causing a sharp decline in brand trust. In 2017, an American credit rating agency discovered a security vulnerability but didn’t report it to management immediately. This led to a leak of personal information of 147 million customers and a $700 million fine. The common factor in both cases is that the leaders didn’t receive timely, accurate information.
Delivering bad news to your leader isn’t fun. If there is a lack of trust in your relationship or if your leader has shown negative reactions in the past, it becomes even more difficult. But timely, correct information is vital. When the flow of information is cut off and only massaged data gets through, it becomes dangerous. Therefore, it’s up to the leader to foster an environment where team members feel comfortable sharing even bad news.
✏️ Tips:
- Be transparent as a leader. Share bad news openly and show how you’re addressing the problem.
- When a team member shares a problem, respond calmly and express gratitude. Focus on solutions, not emotions.
- Consistently emphasize that the sooner you know bad news, the better you’ll be at finding solutions.
3. Are You Giving Constructive Feedback?
At my company, there are feedback stories that get passed down like folklore. There are stories of team leaders tearing up reports that didn’t meet their standards or saying, “You don’t contribute in meetings, so don’t come next time.” Some colleagues have walked out of meetings in tears, feeling lost. They said “I don’t know what to do.” This is a classic example of bad feedback.
We all make mistakes. No one is perfect. That’s exactly when feedback is needed. What’s the real purpose of feedback? It’s not to shame someone or point out their failures, but to help them grow and do better next time. The feedback in those examples was problematic. It wasn’t clear about what went wrong. It was emotional, and it didn’t offer any helpful steps for improvement.
Good feedback, on the other hand, is specific, constructive, and actionable. It should empower the person to improve.
- Be Specific: Instead of giving vague feedback, provide clear examples based on actual observations.
❌ “Your presentation was bad.”
✅ “In today’s X meeting, the consumer insights section could be stronger. It would be helpful to more clearly highlight consumer behaviors, emotions, and problems.”
- Be Constructive: Offer a solution, not just criticism.
❌ Let someone else create the slide next time.
✅ Coach the person on consumer insights, guide them on how to present these insights in a slide, and share some examples of strong insights.
- Be Actionable: Make sure the person knows what steps to take next.
❌ Leave in anger and just walk away.
✅ “Let’s revise the consumer insights section based on what we discussed and review it [when].”
Bad feedback shuts down the team’s growth potential. Good feedback, on the other hand, can maximize a team member’s potential. What kind of feedback will you provide?
4. Are You a Sun or a Moon Leader?
There’s a memorable phrase I heard when I was promoted to team leader and received training: “Be a leader like the moon, not like the sun.”
What’s the difference between the sun and the moon? When the sun shines brightly during the day, the stars are hidden. However, at night when the moon rises, the stars shine alongside it. This is a metaphor, but the core message is clear: be a team leader who helps others shine, rather than one who hogs the spotlight.
As we navigate our leadership journeys, let’s remember the profound impact of the moon’s gentle glow. By fostering an environment where every team member feels valued and empowered, we not only enhance individual talents but also elevate the collective brilliance of our teams.
5. Do You Have a Support System?
Being a team leader is tough. Especially for new leaders, the first experience can be quite challenging. There’s a saying, “The greatest journey begins with the first step.” The beginning is hard. It’s natural to feel afraid and overwhelmed. That’s why creating a support system is so important. Mentors, coaches, colleagues who are facing similar challenges, or family and friends who can listen when you need to vent. Having people around who can offer help when things get tough can make a huge difference. And most importantly, be supportive and encouraging to yourself.
I cheer for all the new team leaders taking their first difficult steps. I believe that the path you’re starting on will soon become a great journey.