Rethinking Leadership: From Maintenance to Momentum

Rethinking Leadership: From Maintenance to Momentum

A Leadership Moment I’ll Never Forget. 

A few years ago, I watched a leader walk into a room where her team was struggling with a big project. The deadline was looming, people were frustrated, and the energy was tense. Instead of taking over or barking orders, she paused. She listened carefully to every team member, asked thoughtful questions, and encouraged people to share their ideas. By the end of the meeting, the mood had completely shifted. People were energized, collaborating, and ready to tackle the challenge together. That’s when it hit me: real leadership isn’t about control. It’s about creating momentum—helping people move forward together, even when things get tough.

The Old Model Is Broken

For years, I thought leadership was about keeping everything running smoothly. I managed tasks, solved problems, and made sure we hit our numbers. On paper, it looked like success. But under the surface, my team was exhausted and disengaged. We were stuck in maintenance mode—doing just enough to get by, but never really growing. I’ve since realized that maintenance doesn’t inspire anyone, and it doesn’t build anything that lasts.

Think about the old-school boss: sitting in the corner office, barking orders while everyone else scrambles. That model might have worked in the past, but it’s outdated now. Today, people want more from their leaders. They want connection, purpose, and a sense of belonging. They want to know that their work matters.

Leadership today is about connection. It’s about zooming out, aligning your team to a bigger purpose, and creating the space for people to do their best work. It’s not just about asking, “What needs to get done?” Instead, it’s about asking:

• Where are we going?

• Why does it matter?

• How do we build something that lasts?

Where I Got It Wrong

Early in my career, I thought I was doing everything right. I tracked every detail, solved every issue, and celebrated every milestone. We hit our targets and looked like a high-performing team. But inside, the cracks were already forming.

• My team was exhausted.

• They were disengaged.

• They were delivering—but not developing.

And honestly, I wasn’t growing either. We were chasing short-term wins, always focused on the next deadline. It felt productive, but we weren’t moving forward. We were on a treadmill—busy, but not making real progress.

The wake-up call came when I noticed my team burning out. People were leaving, morale was low, and our results began to slip. That’s when I realized: when your team is burned out, it doesn’t matter how good your numbers are. You’re not winning.

The Cost of Thinking Small

This shift doesn’t happen overnight. But when you’re stuck in maintenance mode, it’s easy to get left behind. I watched as other teams started pulling ahead. They were innovating, collaborating, and thinking bigger. Meanwhile, we were stuck checking boxes, missing the bigger picture.

Here’s what I learned:

• Operational success without vision leads to stagnation.

• Efficiency without alignment leads to burnout.

• Output without purpose leads to turnover.

We weren’t behind on work. We were behind on meaning.

A Real-World Shift

I once worked with a team that was always in firefighting mode. Every day brought a new crisis, and we were proud of how quickly we could put out fires. But we never stopped to ask if our work actually mattered in the long run. When we finally paused and set a clear, shared vision, everything changed. People started collaborating, sharing ideas, and growing. Our results—and our energy—skyrocketed.

What I’ve Learned Since

Great leadership isn’t about being the best firefighter in the building. It’s about building a team that doesn’t need fires put out every day. Here’s what’s shifted for me:

Vision First: Start with where you’re going. Set the tone. Tell the story. Help your team see what they’re part of.

Connect the Dots: Show how each person’s work contributes to the bigger picture. People go further when they see the point.

Balance Both Lenses: Long-term strategy and short-term execution should reinforce each other, not compete.

Stay in Growth Mode: Your job isn’t to have all the answers. It’s to stay curious, model learning, and evolve with your team.

Checklist: Are You Leading or Just Managing?

Here are four questions I use as a gut check:

• Are your team’s goals tied to your company’s strategy? (Alignment)

• Do people feel excited and connected to their work? (Engagement)

• Is your team adapting to change? (Agility)

• Are individuals learning and growing? (Development)

If you’re unsure about any of these, it’s time to rethink your approach.

How to Level Up Your Leadership

1. Start with Vision: Set the tone and tell the story. Help your team see what they’re part of.

2. Connect the Dots: Show how each person’s work matters in the bigger picture.

3. Balance Both Lenses: Use short-term wins to fuel long-term growth.

4. Stay Curious: Keep learning and encourage your team to do the same.

5. Take Action: Ask your team one big-picture question this week. See what ideas come up.

Quote to Remember:“The best leaders don’t just manage the present—they shape the future.”

The Shift That Changed Everything

Moving from task manager to visionary leader isn’t a switch you flip. It’s a habit you build. You start thinking in years, not weeks. You start listening more than you speak. You start caring less about control—and more about momentum.

The best leaders I’ve ever worked with didn’t just hit goals. They made you want to go further. They built teams that built things. That’s the kind of leader I’m working to become.

And if you’re reading this, I think you are too.

Here’s the challenge:Step out of the weeds. Lift your head. Think bigger.

Because the work that lasts—the work that matters—starts with leadership that leads.