Imagine this: You’ve got a tough, no-nonsense boss who runs a tight ship. They’re focused on hitting deadlines, maximizing efficiency, and driving the business forward. No fluff, just results. The team is getting things done, but the energy? It’s flat. People are just going through the motions. There’s tension, but no one’s saying anything. Morale is low, and it’s starting to show.

Enter you, the team leader. You see the pressure your boss is putting on everyone, but instead of just going along with it, you choose to complement it. While the boss is all about pushing for results, you focus on the people. You take time to check in with each team member, asking how they’re doing, what’s going on outside of work. You take note of who needs a break, who’s burnt out, and who just needs to feel appreciated.

One day, an employee named Jenna—a solid performer but visibly drained—comes to you, frustrated. She’s drowning under a pile of work but doesn’t feel like she can speak up because the boss has set an unspoken rule: “Get it done, no excuses.”

You don’t dismiss her concerns. Instead, you acknowledge what she’s feeling. You ask her about the workload, and together, you come up with a plan that balances the priorities and gives her some breathing room. You tell her, “Look, I know it’s tough right now, but you’re doing incredible work. Let’s make sure we’re focusing on what truly matters.”

In that moment, you shift the entire dynamic. Jenna feels seen. She feels like someone actually has her back. And you didn’t go against the boss; you didn’t undermine their focus on results—you complemented it. You kept the mission on track, but you added empathy, and suddenly, Jenna is back in the game, ready to give her best effort again.

It’s not just Jenna. Slowly, you start to see a shift in the entire team. They know the boss is there to push them, but they look to you for that personal connection. The result? Performance improves, engagement spikes, and the team starts to thrive, not just survive.

That’s the power of complementary leadership. It’s not about competing with the formal leader’s style—it’s about filling in the gaps. Where there’s pressure, you add support. Where there’s structure, you bring flexibility. Where there’s intensity, you add a human touch. And it makes all the difference.

Leadership isn’t just about driving results; it’s about driving people.

Yigal

P.S. If you want to dig deeper into how to balance leadership styles and unlock your team’s full potential, let’s connect. It’s time to lead with a mix of accountability and empathy.

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