Leadership is more than overseeing tasks and managing performance — it’s about supporting people. A recent conversation I had with a business owner highlighted this critical distinction. The owner had promoted a general manager (GM) to oversee the organization while he transitioned to the next phase of his life. The GM was thriving — by all measures, doing an exceptional job. But was he okay?
The owner genuinely cared for the GM, a longtime friend, but his focus was misplaced. During this critical transition period, their conversations revolved around the GM’s management of teams, not the GM himself. Was the owner asking about the GM’s mental, physical, or emotional health? Not directly. Yet, leadership isn’t just about ensuring a job gets done; it’s about ensuring the person doing it feels supported, valued, and seen.
The GM was juggling a lot — he was “on fire” in both good and bad ways. Without intentional check-ins, leaders risk allowing even top performers to burn out. When leaders fail to acknowledge the human behind the work, they send an unintentional message: “You’re a machine. Keep running.” But people aren’t machines. You can’t expect racecar performance if you’re feeding them poor fuel. (Even a Formula 1 supercar can’t run at redline speeds 100% of the time.)
No matter your leadership level — whether managing a team of one or one hundred — your responsibility isn’t just for tasks; it’s for people. Recognize their full humanity. Engage sincerely. Ask, “How are you, really?”
Because when you prioritize the person, the work naturally thrives.
Photo by sydney Rae on Unsplash
